The veterinary industry is in the midst of a workforce reckoning. While demand for services continues to surge, clinics everywhere are facing a growing challenge: attracting and retaining qualified veterinarians and support staff.
Salary matters, of course. But in today’s market, competitive compensation is just the entry point. What truly keeps great veterinary professionals engaged—and employed—is a workplace culture that supports their mental health, growth, and sense of purpose.
Here’s how veterinary employers can create an environment where people don’t just stay—they thrive.
Invest in Psychological Safety
Veterinary work is emotionally charged, often involving high-stakes decisions, difficult client conversations, and compassion fatigue. Employers must foster a culture where team members feel safe to speak up, admit mistakes, and ask for help—without fear of judgment or reprimand.
Simple practices like regular debriefs after challenging cases, anonymous feedback tools, and active leadership support go a long way. Find out more via resources such as Psychological Safety for Veterinary Teams - Live Online - Vetled, UK
Make Work-Life Balance Real
Many clinics claim to support work-life balance, but actions speak louder than policies. Consider:
Are lunch breaks protected time?
Are on-call rotations reasonable?
Are team members expected to check messages after hours?
Providing flexible scheduling, time off that’s truly time off, and limiting burnout-inducing practices shows your team you value their lives outside the clinic. SPVS offer advice on the subject Wellbeing-in-Practice.pdf
Support Career Development
Veterinary professionals are often hungry for growth—but they need opportunities to stretch and learn. That might mean:
Providing CPD with no strings
Supporting mentorship programs
Giving other members of the team a voice in medical protocols
When employees feel they’re growing, they’re far more likely to stay.
Redefine Leadership Expectations
Great clinicians don’t always make great leaders. But in veterinary settings, they’re often one and the same. Invest in leadership training that emphasizes empathy, conflict resolution, and communication—not just clinical competence. Your team’s experience depends on it.
Make Recognition Part of the Culture
Veterinary work is often thankless. A simple “thank you,” a shout-out at a team meeting, or a handwritten note can make a lasting impact. When people feel seen and valued, they’re more likely to go the extra mile—and stay with your clinic long-term.
Retention isn’t solved with bonuses or pizza parties—though both can help. The most effective veterinary employers are those who build intentional, sustainable cultures that prioritize people, not just productivity.
Want to retain your best talent? Create a place where they can bring their full selves to work, and leave each day feeling supported, valued, and proud.