10/01/2023
I have many thoughts since the pandemic, some new and some old. Some personal and some business. They will stew in my mind until I write them down. I see a blog in the future, but for now, here goes one of my trains of thought! (This was from 2 years ago but still very accurate)
I am an advocate for change in the veterinary world, and that is no secret. I aim to shake things up, encourage discussion and want to inspire others to think about the concerns I have as well. Change can only happen when practice acts change, RVTs are standardized across the country, and everyone is on the same page. Stop pushing for more duties to pile on without increasing pay too.
But for the sake of today’s post, I want to shine a light on a fire that is collapsing vet med faster than a house of cards.
I have had my own business for 7 years, and it continues to grow and evolve. I am also an RVT business coach. I live the &Free lifestyle. However, that is not something everyone can or should do. Yes I encourage my students to be their full time boss if they so choose, and dozens across the country have! I am so proud of them, words cannot describe.
But for those RVTs in the field, I feel for you. Currently I am frightened for the veterinary world as a whole. People are leaving, committing su***de, and hospitals are closing due to lack of staff! This is an appalling, and embarrassing thing to have happen. And there is no need for it. The sheer volume of pet ownership has skyrocketed in the last 3 years because of Covid19. However the pandemic also shone a light on all the problems in a vet clinic.
2 main ones that pop up every single day: Burn out and being underpaid. We pay a fortune for college, our degree, or certification, and are highly intelligent, trained in multiple species, and cannot specialize. We are expected to know all the ins and outs of DOZENS of species, as well as anatomy, dentistry, anesthesia, surgical nursing, behavior, radiology, phlebotomy, lab protocols, vaccine protocols, routine care, husbandry, and thousands of other details of the job. Not to mention Client Communication, and explaining all the ins and outs of pet care to the person to whom the pet belongs.
I was speaking with one of my friends Melanie, and an idea she mentioned lit a fire in me. And with it flowed a dozen other ways of improving the vet clinic before the whole damn thing crashes down around us.
Suggestions for keeping staff:
RIGHT NOW WE NEED ALL STAFF to stay. If everyone leaves, the animals suffer. We came into this field for a reason. I know its hard, but remember why you LOVE this field. Your purpose and calling is is to help animals.
1.) RVTs should make a minimum $30+/ hour. And a 30-35 hour work week across the board. That way they take 2-3 days off to reset, and rejuvenate!
2.) Assistants $17+ (there are certs here too)
3.) OTJ techs: $17+ but encourage them to seek certification and the clinic will pay for it.
4.) Practice Management, and DVMs desperately need to take communication training. Belittling employees, abusing someone’s days off, breaking and pushing boundaries, and micromanaging is killing your team. Not just small practices, but you corporate practices are harboring miserable employees too. Do better!
5.) All employees actually need communication improvement. The team morale is crap. Everyone out for themselves, and not working as a team. It needs top change. Grow up. This isn’t high school. Act like professionals.
6.) Have all employees establish their ideal schedule. Their time off is their time. No guilt for them taking days off. And don’t call them to come in. (Once pay increases, the team can grow and cover days off, emergency call offs, etc)
7.) Doctors need time off too!
8.) Knowing how to set personal boundaries and professional boundaries. Being a doormat is not in your best interest.
9.) Hire adequate staff to cover emergency call offs, or have a couple that rotate being on call.
10.) Rotate holidays. Only 2-3 per year, and an employee doesn’t get stuck working the same one 2 years in a row. (example: Christmas/Hanukkah, unless they volunteer) Yes every clinic is different, these are just my thoughts tonight.
11.) Once the pay increases, you will be surprised how you can retain a good team. Maybe then people won’t leave after 5 years, or go work at McDonalds for $15/hour. And once pay increases, the incoming vet med RVT/DVM classes won’t be discouraged, but stay driven on their path to Vet Med. Because students right now are leaving. Then what? You’re screwed. The veteran techs are tired. Worn out. Broke. And are looking for more ways to work from home, or jobs that pay better, and are better for their mental health. Imagine making an income and being able to live off of it? Then maybe the burden of family life wouldn’t make you feel like you were drowning. Or being listened to when your team needs something, and your boss pulls through. Every team member needs to make a living.
12.) Health insurance for the team if able
13.) IRA contributions- even small teams can do this for FT employees.
14.) I am not saying every clinic is bad, but the toxicity is very noticeable, turnover is across the board, and more and more people are fed up.
There are so many ways to make things work. You just need to sit down and think about what is best for you, your practice and your team before everyone leaves.
With the sheer volume of pets has increased as I mentioned. But if we increase pay, and increase workers, we can accommodate.
As a whole Vet Med needs a kick in the ass. Covid did that for you.
Adjust, change, inspire your workers, and uplift the team you have!
Thanks for taking the time to read my thoughts!
Share with your friends if you found this enlightening.
SP
