A Guide to Employee-Driven KPI Success How Employee Ownership of KPIs Boosts Pharmacy Growth
Improving your pharmacy’s KPIs should not be a solo endeavor. Involving your team in this process enhances accountability and encourages a culture of collective responsibility and innovation. Let’s explore how you can empower your employees to take charge of KPIs, driving your pharmacy toward its goals with a shared vision and effort. START SIMPLE WITH EMPLOYEE-OWNED KPIS The first step of this approach is assigning employees a specific KPI that aligns with their roles and responsibilities. This means they become the “boss” of that particular metric. They’re tasked with tracking it, reporting on their findings, brainstorming improvement strategies, and overseeing the implementation of these strategies. This level of ownership requires team members to deeply engage with their area of influence and take pride in their work. For example, assigning inventory management duties to a delivery driver would make zero sense with their daily activities. Instead, empowering them to increase OTC sales through delivery aligns perfectly with their role. Similarly, while it might seem intuitive to place pharmacists in charge of OTC sales, the hectic nature of their role might not allow them the time to focus on this KPI. So, cashiers with direct and continuous customer interaction can more effectively influence OTC sales. You must be strategic when assigning KPIs to your team! THE IMPORTANCE OF TRANSPARENCY AND ACCOUNTABILITY To keep everyone on the same page, it’s crucial to maintain transparency about the KPIs being tracked. Creating a public scoreboard where all KPIs, including those owned by employees, are displayed can help ensure everyone is on the same page and may even encourage some friendly competition! Additionally, weekly reports on these KPIs allow the team to see ongoing progress, understand the collective goals, and appreciate the contributions of their colleagues toward these objectives. INCENTIVIZE SUCCESS Linking employee performance bonuses to the outcomes of their KPIs serves as a powerful motivator. However, caution must be exercised to ensure that the goals set are realistic and
achievable. Setting the bar too high can lead to frustration and demotivation, undermining the very essence of this initiative.
It’s essential to balance ambition and attainability in goal setting. The objectives should challenge your team to stretch their capabilities without pushing them into impossibility. This approach drives performance and encourages creative problem-solving and continuous improvement. PERSONALIZED STRATEGIES FOR KPI IMPROVEMENT Remember, the one-size-fits-all strategy doesn’t apply to KPI management. Each employee’s approach to tracking, reporting, and improving their KPI will vary. It’s vital to have open communication channels and offer personalized support to each team member. Just as we don’t recommend you go on this journey alone, don’t let your employees feel isolated in their KPI endeavors. Consider scheduling one-on-one sessions to discuss their progress, address challenges, and brainstorm strategies aligning with their unique strengths and insights. Involving your team in the KPI improvement process transforms the approach from an overwhelming personal challenge into a collaborative effort. Remember, the strength of your team is your greatest asset. Leverage it wisely to navigate the path to excellence. If you’d like tailored advice on how to get your team onboard, you can schedule a one- on-one call with our team to learn more. Simply head to your membership portal and schedule your call today!
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