Training New Pharmacy Techs: Crafting a 30-60-90 Day Success Plan

The Hidden Cost of High Turnover in Pharmacy

Imagine this: you’ve just invested time and resources into hiring a new pharmacy tech, only to see them walk out the door within months. You're not alone—recent studies indicate that nearly 30% of pharmacy technicians leave their jobs within the first year. This statistic isn’t just a number; it represents lost potential, wasted training dollars, and the disruption of team dynamics. So, what can you do about it? Here’s the thing: the secret often lies not in hiring but in how we train and onboard.

Why a 30-60-90 Day Plan Matters

But wait, there’s more to it than just time frames. A structured 30-60-90 day success plan isn’t just a guideline—it's a lifeline for new pharmacy techs. It gives them clear expectations, practical goals, and a path to meaningful engagement. In my experience, techs thrive when they know what success looks like at each stage of their onboarding. Here’s how to break it down:

The First 30 Days: Building Foundations

During the initial month, focus on immersing your new tech in the pharmacy's culture and processes. This is the time for them to absorb everything without the pressure of performance metrics. Start with:

• Orientation and Shadowing: Pair them with seasoned team members. Watching and learning in real-time fosters confidence and rapport.
• Hands-On Training: Allow them to start with simple tasks like inventory management or assisting with prescription fills. Gradually increasing responsibilities is key.
• Feedback Loops: Regular check-ins are crucial. This can be as simple as a quick chat at the end of the day to discuss what they learned or challenges faced.

For example, say you have a new tech named Lisa. In her first month, she shadows a lead tech, learns to process basic prescriptions, and participates in team huddles, gradually warming up to the dynamics of the pharmacy.

Days 31-60: Growing Confidence

Now, you might be thinking, "Isn’t it too early to expect them to pick up speed?" On the flip side, this is precisely the time to challenge them a bit more. By now, they should have a decent grasp of the basics. Here's how to help them expand their skill set:

• Increased Responsibilities: Assign them more complex tasks like verifying prescriptions or managing customer interactions. This builds their confidence and competence.
• Cross-Training Opportunities: Encourage them to learn about different roles within the pharmacy, from pharmacy assistants to administrative tasks. This broadens their understanding and cultivates versatility.
• Encourage Questions: Create an environment where they feel comfortable asking questions. This isn’t just about knowledge—it’s about fostering a culture of learning.

Let’s return to Lisa. In her second month, she starts verifying medications and handling patient queries, which not only accelerates her learning but also shows her that you trust her abilities.

Days 61-90: Mastery and Independence

By the time the third month rolls around, your new tech should be looking to take the reins, and you want to empower that independence. This is where they can really shine:

• Performance Evaluation: Conduct a formal review to discuss achievements, areas for improvement, and future goals. This keeps them engaged and focused on their growth.
• Mentorship Roles: Involve them in training new hires or taking part in team projects. This not only solidifies their knowledge but enhances team cohesion.
• Continuous Learning: Encourage them to pursue additional training or certifications. This investment pays off not just for them but for your pharmacy too.

As Lisa approaches her third month, she's not just performing well; she's also mentoring a new hire, demonstrating leadership qualities you may not have initially seen.

Unexpected Insights and Takeaways

Here’s a twist: while many might think that focusing solely on technical skills is paramount during training, the emotional and interpersonal aspects should never be overlooked. Building relationships and fostering a supportive environment can be the difference between a tech who stays and one who leaves. People want to feel valued and part of a team, not just cogs in a machine.

So, as you put these plans in motion, remember that the heart of training is about more than just skills. It’s about nurturing a sense of belonging and purpose. If you can do that, you won’t just keep your techs; you’ll transform them into advocates for your pharmacy.

Have you tried implementing a 30-60-90 day plan in your setting? I’d love to hear how it worked for you or any challenges you faced along the way!