🩺 Retaining Your Top Veterinary Talent – It’s Time To Explore Stay Interviews

Discover the Power of Stay Interviews in Veterinary Practices…

In the current talent recruitment-challenged world of veterinary medicine, retaining top talent is crucial. As the saying goes, “To excel in patient care, you must first excel in employee care.” Too often, veterinary practices wait until a valued veterinarian, nurse or technician leaves before seeking feedback on their experience. But why wait until they’re out the door? Enter the concept of “stay interviews”…

Rather than exit interviews, veterinary practice owners and managers should regularly check in with their team members to understand their job satisfaction. These “stay interviews” can provide insight into work allocation and improve patient outcomes.

From my experience as a veterinary practice manager, stay interviews are most effective when conducted by a direct supervisor or team leader rather than an HR representative or, a senior executive or even an owner – Sarah T, Hospital Manager

Instead of an annual review, consider integrating one of these questions into monthly one-on-ones. This approach ensures that feedback isn’t skewed by an unusually good or bad day and shows employees that their well-being is a consistent priority.

How can I support you better in your role?

By asking this question, managers can identify specific tools, training, or resources that might be lacking. For instance, a veterinarian might express the need for updated surgical equipment or additional training in a specialized area. By addressing these needs, practices can enhance their service offerings and ensure their team is equipped to provide the best care possible.

Actionable Steps:

• Skill Development Workshops: If employees express a desire to expand their skills, consider organizing workshops or training sessions. For instance, a hands-on workshop can be arranged if a veterinary technician wishes to learn more about dental procedures.
• Equipment and Resources: Should staff highlight the need for specific tools or resources, allocate a budget for regular equipment updates. This ensures that the team has the best tools at their disposal, leading to better patient care.

Expected Outcomes: Enhanced job satisfaction, reduced turnover, and an up-to-date practice that offers the latest in veterinary care.

What can our practice do to enhance patient care and outcomes?

This question can lead to insights about operational efficiencies, patient management software, or even client education initiatives. For example, a technician might suggest implementing a new system for tracking patient histories or introducing post-appointment follow-ups. By acting on these suggestions, practices can streamline operations and enhance the overall client experience.

Actionable Steps:

• Operational Efficiencies: Implement a state-of-the-art patient management system if employees suggest operational improvements. This can streamline appointment bookings, patient histories, and billing.
• Client Education Initiatives: If the feedback revolves around better client interactions, consider launching a monthly newsletter with pet care tips or organizing client education seminars.

Expected Outcomes: Improved operational flow, improved client relationships, and improved patient outcomes.

What would make another veterinary practice appealing to you?

This question can uncover areas where the practice might need to catch up to industry standards or trends. If an employee mentions a particular technology or approach being used elsewhere, it’s an opportunity to research and implement it. This proactive approach retains employees and keeps the practice at the forefront of veterinary medicine.

Actionable Steps:

• Stay Updated with Industry Trends: Regularly attend veterinary conferences or webinars. If employees mention a new technology or treatment method, research it and consider its feasibility for your practice.
• Employee Benefits: If feedback indicates better benefits at other practices, reevaluate your current offerings. This could include health benefits, continuing education allowances, or even flexible work schedules.

Expected Outcomes: A competitive edge in the industry, increased employee loyalty, and a reputation as a forward-thinking practice.

What do you find most rewarding about your role?

Understanding what drives job satisfaction can help managers create a more positive work environment. If a veterinarian loves solving complex cases, consider giving them more challenging assignments. If a nurse finds joy in client education, perhaps they can lead a workshop or create informational materials. By aligning tasks with passions, practices can boost morale and improve service quality.

Actionable Steps:

• Task Realignment: If a veterinarian expresses passion for specific cases or treatments, ensure they receive more of those cases. Similarly, if a nurse is passionate about client education, they could be tasked with creating informational brochures or videos.
• Recognition Programs: Introduce monthly or quarterly awards for employees who excel in their roles based on what they find most rewarding. This can motivate the entire team to perform at their best.

Expected Outcomes: A motivated team, improved job satisfaction, and a practice that plays to the strengths of its employees.

In conclusion…

Incorporating stay interviews into your veterinary practice’s routine can be a game-changer. By understanding and addressing the needs and preferences of your team, you can foster a positive work environment, improve patient care, and ensure the long-term success of your practice.

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