For those RPhs and DLs with air support live? Give us the scoop? Has it improved employee engagement or does it disengage the rphs at high performing stores?
Is your overall district better with air support or was it better before?
6 replies (most recent on top)
Been terrible for us.
It is a million times better
CVS built a culture of accountability and meritocracy of getting your work done and taking ownership over what’s yours.
For right or wrong… there are huge numbers of people from technicians to field leaders that have been conditioned to work hard and do what it takes to get their job done because they have pride and also a sense of competition amongst their peers that the corporate machine has long exploited.
The large challenge is undoing the competitive cutthroat culture where people are looking to out perform others and people have a defensive attitude constantly thinking others are out to get them to make themselves look good by making others look worse.
Performance management is still done on a bell curve… so even if the district is performing fantastic there still needs to people people evaluated below the top performers.
When busting your a-s and giving the extra 10% doesn’t result in the direct benefit of that giving extra… there will be less people to some degree willing to continue to bust their a-s. I have seen little incentive created within the culture that take non-assbusters to become assbusters… only erosion of the number of people busting a-s.
One can view this different ways. Better leveling of what is expected from someone because giving 110% shouldn’t be the expectation and less of it, is better for those giving 100% and have long been made to think they aren’t doing enough… the other way is with less giving 110%… less gets done with the same amount of people, and moving work around or “load-balancing” is paradoxical because the incentive/meritocracy isn’t also “equitably balanced”
My prediction is that they will continue to try to sink money into the IT/technology components thinking they can solve away the psychological challenges of never feeling that your work is over or never feel you can put in work to ease anxieties of wanting to get more ahead for the day.
The people most engrained in the legacy cvs “way” that is being eroded are also likely the ones most proficient in workflow and the cvs system… turning them over might not be bad long term if it’s the social/community culture change they want but that will come with a hit to near term efficiency/proficiency
The system outage today is the cherry on top of the cake. IT in this company needs a hard reset. Fire them and start fresh.
It helps the overall district, but it basically lets us centralize work, so it results in less RPH and tech hours in the actual pharmacy. So it’s good for the pharmacy and patients itself, but for employee engagement, you will lose a lot of hours later.
Leaders will follow script and praise this. A district I know has half its stores sinking hard. Stores that used to have clear queues and good opi scores a year ago are single digits and 30 pages in the red daily. I don't see this as being a solution. The solution is stop cutting hours. Hire 40 to 50 techs and train them for each district. Eliminate the bad techs and bad workers. Lighten the responsibilities. We shouldn't be doing waiting bin, pcq calls, 30 to 100 shots a day,endless tasks that are timed etc in 2023. The phones ring nonstop. The stress drives u to quit. Stop torturing employees and start running the business correctly. Whoever redesigned the hub and hid the paychecks 3 steps beyond and came up with the bs mentioned above is a sadist.