What’s next on our “Vets List of Top Hates” that is causing major stress & anxiety in their role…

What’s the Number Two reason for The Mass Vet Exodus?

Our research into the Global Veterinary Shortage points to Workplace Culture.

… Those day to day interactions with work mates – fellow vets, nurses, kennel hands, front-of- house team and of course the management… Practice owners and Practice Managers.

A lot of employed vets shared with us that they feel unsupported in their role.

That’s their real perception.

From a Practice Owner’s or Manager’s perspective you might be scratching your head right now thinking “What more could I possibly do”?

With this in mind… Here’s a checklist for you.

There are three things that you MUST “tick the box on” to satisfy their basic needs:

1. Clarity of role & knowing that they are meeting your expectations…

Do you have Position Descriptions and Practice Policies that are agreed to by all, documented and every new team member is trained on during induction? 

It’s only when you have these things in place AND you give your vets regular feedback that they will know they are performing their role well. Knowing this is key to job satisfaction. By the way, It’s a fact that Millennials need A LOT more feedback than older generations… I’m talking at least weekly.

2. Do they have the equipment and facilities to do their job…?

I would imagine that’s a given.

3. Do they have a sense of Connection…?

Shared values, trust and rapport with (at least some) of their teammates?

Let’s focus on #3. How will you know if this is the case?

There are a few indicators to look out for…

When upset occurs between your team members, do they come to you – the Practice Owner or Manager to sort it out – OR do they confidently sort upsets out themselves between each other without needing or wanting to involve management?

Do they hold each other to account directly or complain behind each other’s backs when stuff isn’t done or done wrong?

Do they give each other the benefit of the doubt and seek to understand, or do they jump straight to criticising and blaming?

Do you hear phrases like “That’s not my job” “That’s not my case” or “That’s not my problem”?

Having coached A LOT of Practice Owners and Managers I have observed that the majority of my coaching sessions are spent discussing behavioural issues and upset between team members, rarely clinical skills, competency or even client complaints.

Here is our second Success Tip for 2020

And again, it’s really simple.

Most of you will have Position Descriptions and Employment Contracts in place for your Vets which clearly outline their clinical responsibilities.

But… I am sure that there will be some of you that have not set any behavioural expectations?

… If YOU don’t set the rules and expectations, THEY (your team) will set their own, and the outcome of that might be that you’re all in for a rocky ride.

Here is how it works…

Bring your team together for a meeting.

Discuss what makes for a great day at the practice – in terms of the team’s interactions.

Get them to write down their thoughts on post-it notes (this avoids group think… where they all just agree with the person who spoke up first).

Then repeat this exercise – only this time discuss and record everything that makes for a bad day at the practice – in terms of the team’s interactions.

Then collate and review the results together.

From these two lists go on to create a Behavioural Standard for your practice that everyone has firstly contributed to and secondly agrees to follow.

Now that you have a set of Behavioural Expectations it will be much easier for you to hold people to account and effectively challenge any inappropriate behaviours.

Want to know more about how to practically introduce and implement Behavioural Expectations into your Practice?

Book in for a free 30-minute catch-up. I’ll gladly talk you through it! This was one of the strategies that took my veterinary team to high performing.

Click on the link below to book a day and time that works for you.

We would love to hear from you… what do you think about this idea?

Have you done it already? Let me know!