Planned in time for training and development budget?
A career progression plan (even a small pharmacy can provide career progression).
Answer the following questions:
When was the last time you told an employee that they were doing a good job?
How often do you avoid confrontation and let poor performance persist?
Do you have disciplinary and grievance processes?
Answer the following questions:
How often do you meet with your employees?
How often do you let your employees know how the business is performing?
Do you invite feedback from your employees about your performance?
How often do you ask employees for their ideas about enhancing your practice?
Do you know how to really talk to your employees? (We all think in different ways)
Do you rely on certain employees and show favouritism?
Do you believe that your employees are really interested in your business?
Separation
Answer the following questions:
Do you conduct exit interviews with employees who are leaving to take learnings and apply practice improvements?
When an employee leaves, do you simply replace them or do you analyse what the pharmacy really needs first?
Activity
Change for the better
Work through our 'Good Employer's MOT' €“ take 10 to 15 minutes to answer the MOT questions. Identify your current deficiencies and develop a plan of action with realistic deadlines.
