Well-Being
Loren Bonner
Workplace factors and well-being continue to be a vital and complex issue for pharmacists, pharmacist technicians, and patient safety. Study findings offer practical solutions that address burnout among pharmacy technicians.
Solutions for pharmacy technicians’ well-being noted in a research paper, published in the September–October 2025 issue of JAPhA, include enhancing leadership support, fostering more collaborative work environments, de ning clear roles, expanding career advancement opportunities, and increasing professional recognition (see table for more specifics).
Findings were structured around the Surgeon General’s Framework for Workplace Mental Health and Well-Being’s five interconnected themes: protection from harm; connection and community; opportunity for growth; mattering at work; and work-life harmony.
“The article pushes for organizations to talk to their pharmacy technicians and use the findings and recommendations to implement solutions aimed at improving well-being,” said Taylor Watterson, PharmD, lead author of the paper and assistant professor at the University of Illinois Chicago Retzky College of Pharmacy.
While many findings in the literature review were not surprising, Watterson said she was most struck by technicians’ low wages.
The median annual wage for pharmacy technicians was $40,300 in May 2023, according to the U.S. Bureau of Labor Statistics. In comparison, the median annual wages of health technologists and lab technicians was $51,250.
“When we talk about the ‘critical shortage’ of pharmacy technicians, there is no shortage of potential workers, just not many wanting to work in a profession with documented challenges to well-being and making less than $20 per hour,” said Watterson.
For the review, researchers analyzed studies that primarily focused on the mental well-being of pharmacy technicians working in community pharmacies in the United States. The studies examined the factors that influence quality of life, including growth opportunities; social, mental, work-life balance; and meaningful work.
Watterson recognizes that many of the recommendations are easier said than done, especially within the broader challenges—like reimbursement—that currently affect the profession of pharmacy.
“Amidst these limitations, the article uses an evidence-based framework—the Surgeon General’s Framework for Workplace Mental Health and Well-Being—to conceptualize the integrating nature of workplace well-being in pharmacy technicians,” Watterson said. “The article sets the stage for future conversations and research that aim to improve pharmacy technician well-being.”
Past research
Watterson said they conducted the study to highlight the often-overlooked pharmacy technician workforce as well as to inform the development of solutions to improve pharmacy personnel well-being and, subsequently, patient care.
Watterson recognizes that workplace environments have arguably changed and likely gotten worse through the years.
“But as a profession, there have been those calling for us to consider pharmacy technicians for over a decade,” she said.
Research published by Desselle and colleagues in JAPhA from both 2005 and 2016 called for interventions to enhance pharmacy technician quality of work life and longevity.
“I’m grateful that now, in 2025, technicians are becoming more included in conversations about the future of pharmacy,” Watterson said.
Future research
The findings provide the impetus for future research to examine pharmacy technician well-being and the impact of interventions aimed at improving pharmacy well-being and safety, noted Watterson.
“Ultimately this body of work supports the tenants of the Quadruple Aim, supporting the health care professionals as they support their patients,” she said.
Her research team is also set to publish a study examining occupational fatigue for community pharmacy technicians. Occupational fatigue is the multidimensional need for rest when workers are exposed to excessive demands.
“It is imperative that community pharmacies move beyond mere recognition of these issues and start to take proactive steps to create supportive, inclusive, and resilient work environments for their technicians,” said Watterson. ■
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Community pharmacy technician well-being themes
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Theme
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Key findings
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Potential interventions
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Protection from harm
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High workloads and understaffing lead to increased burnout, stress, and decreased emotional well-being
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Develop stress management programs, optimize staffing levels, and enhance workplace safety and mental health support
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Connection & community
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Lack of peer support, unclear communication, and hierarchal workplace dynamics weaken team cohesion and foster isolation among pharmacy staff
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Strengthen leadership engagement, create regular team building, and promote interprofessional collaboration
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Work-life harmony
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Rigid scheduling and inflexible work practice, limiting recovery time and exacerbating job-related stress
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Introduce flexible scheduling with technician input, implement work-life balance policies, and regularly assess staff scheduling preferences
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Mattering at work
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Role ambiguity, lack of recognition, and minimal acknowledgement of contributions diminish technicians' sense of professional value and identity
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Cleary define technician roles, establish formal recognition and reward systems, and enhance career appreciation initiatives
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Opportunity for growth
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Limited career advancement and training opportunities, and insufficient training hinder technicians' long-term career progression and job satisfaction
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Expand targeted professional development programs, mentorship initiatives, and create defined pathways for career advancement in community pharmacies
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