An Employee’s First Week

2025 • Training

According to Equifax Workforce Solutions (workforce.equifax.com), more than 40% of turnover occurs during the first month of employment. That means week one is critical in setting the stage for an employee to stay or leave.

Tip: Don’t forget to include feedback on things such as attitude and interaction with others as well as next steps in each area.

Here’s a day-by-day look at what those critical first five days on the job could look like:

MONDAY

• Tour the facility and introduce the new employee to staff.

• Provide paperwork, preferably in a packet.

• Go over the job description.

• Describe the week’s goals and schedule.

• Introduce your newbie to the person they will shadow.

• Schedule lunch with team members and their mentor.

• End the day with a quick question and answer session.

TUESDAY

• Initiate shadowing with an introduction to all departments and job functions.

• Include tracking a transaction from start to finish.

• Depending on the person’s background, begin education on prescriptions and products.    

• Introduce particulars, as appropriate, on insurance, ordering, computer programs, and other procedures.

• Focus in more detail on computer systems, programs, insurance, ordering, and products.

WEDNESDAY

• Do a deeper dive into dispensing, including product selection and presentation.

• Continue shadowing with the emphasis on patient interactions from start to finish.

• Provide hands-on computer time in areas such as ordering and insurance.

• Share information about suppliers, labs, and primary products.

• Address the correlation of prescriptions to lens and frame options.

THURSDAY

• Schedule time for the newbie to spend in each department.

• Change roles with the trainer shadowing the new hire.

• Go beyond in-person training and add online modules, webinars, and vendor videos.

FRIDAY

• Review the last four days and encourage questions.

• Focus on anything the newbie would like to review or repeat.

• Finish up any outstanding paperwork.

• Have the new employee conduct a shadowed transaction—from greeting and product presentation through sale completion.

• Invite in a key rep for product education and, equally as important, product presentation.

• Review the individual’s first week, covering what the person did well, where more work is needed, and so on. Don’t forget to include feedback on areas such as attitude and interaction with others as well next steps in each area. Be very specific, especially when it comes to follow-up.

Clearly, week one is critical. What’s the most important thing you include in a new staffer’s first week in your practice? Tell us about it and share in the conversation on Facebook here.

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