Recruiting top talent is difficult in today’s competitive Veterinary job market. But what may be even more difficult is keeping that talent once you’ve hired them. Retention has become one of the most pressing issues for Veterinary practices, as turnover disrupts workflows, strains team morale, and increases costs.
Replacing a veterinarian can cost a practice more than the employee’s annual salary when you factor in recruiting, onboarding, lost productivity, and reduced client satisfaction. For Veterinary technicians and support staff, the costs are lower per individual but still add up significantly, especially when turnover becomes a recurring cycle.
The good news is that retention is not a mystery. By creating an environment where employees feel valued, supported, and engaged, Veterinary practices can dramatically reduce turnover. Here are five strategies to keep your best employees and make your practice a place where people want to stay.
1. Prioritize Culture and Communication
A strong workplace culture is one of the most important drivers of retention. Employees are more likely to stay when they feel respected, connected to their team, and aligned with the mission of the practice.
To build a culture that fosters retention:
- Encourage open communication. Employees should feel comfortable raising concerns, suggesting ideas, and asking questions without fear of negative consequences.
- Celebrate wins, big and small. Recognition doesn’t always have to be elaborate. A simple “thank you” or acknowledgement in a staff meeting goes a long way.
- Create a sense of belonging. Veterinary practices are busy environments, but making time for team-building and shared experiences helps strengthen bonds.
Remember: word spreads quickly in the Veterinary community. A positive culture becomes a reputation booster, making it easier to both retain and recruit talent.
2. Offer Competitive Compensation and Benefits
While culture matters, compensation and benefits cannot be ignored. Employees know their value, and in a market where veterinarians and credentialed technicians are in high demand, practices must remain competitive.
Compensation doesn’t just mean base salary. Consider:
- Signing or retention bonuses. These can help attract and keep key team members.
- Health insurance and retirement plans. Benefits that support long-term security signal that you value employees beyond the present moment.
- Continuing education allowances. Investing in employees’ professional growth benefits both the individual and the practice.
- Flexible scheduling. Offering alternative schedules or partial remote work for roles that allow it can improve work-life balance.
Practices that think holistically about compensation—both financial and lifestyle-related—tend to have higher retention rates.
3. Invest in Career Development
Veterinary professionals, like workers in other professions, want to see a future for themselves within their organization. When employees feel their career has stalled, they often look elsewhere for opportunities.
To support career development:
- Offer mentorship. Pair newer team members with more experienced staff who can provide guidance and encouragement.
- Provide clear career paths. Let employees know what advancement could look like, whether that’s moving into leadership roles, pursuing specialties, or expanding their responsibilities.
- Support CE opportunities. Encourage employees to attend conferences, webinars, and training. Covering costs or offering paid time off for CE shows that you value growth.
An employee who sees long-term possibilities at your practice is far less likely to leave for short-term gains elsewhere.
4. Address Burnout and Support Well-Being
Burnout is a significant issue in Veterinary medicine. Long hours, emotional strain, and the high stakes of animal care take a toll. Left unaddressed, burnout leads to disengagement, absenteeism, and turnover.
Strategies to reduce burnout include:
- Monitor workload. Avoid consistently scheduling employees at or beyond their capacity. Over time, chronic overwork drives people away.
- Encourage breaks and time off. Normalize taking lunch breaks, using vacation days, and disconnecting after hours.
- Provide mental health resources. Employee assistance programs, wellness workshops, and access to counseling services can be valuable.
- Promote balance. Acknowledge that employees have lives outside of work and respect their boundaries.
By supporting well-being, you not only retain employees, but you also create an environment where people can perform at their best.
5. Align Values and Mission
Today’s workforce, particularly younger generations, wants to work for organizations that share their values. In Veterinary medicine, this often means practices that:
- Put patient care first.
- Treat clients with empathy.
- Commit to ethical standards.
- Contribute positively to the community.
Employees are more loyal when they feel connected to a larger purpose. Practices that articulate their mission and live by their values every day create a sense of pride among employees, which directly supports retention.
Why Retention Matters More Than Recruitment
Many practices focus heavily on recruitment, but neglect retention. Yet retention and recruitment are deeply connected. A practice with high turnover will struggle to attract new candidates, as word spreads quickly within the Veterinary profession. Conversely, practices with strong retention build reputations as “employers of choice,” making it easier to recruit top talent when needed.
Retention also strengthens the bottom line. Employees who stay bring institutional knowledge, client trust, and team cohesion. These are assets that cannot be replaced overnight.
Recruiting: Only Half the Battle
Recruiting great people is only half the battle. Keeping them is where the real success lies. Veterinary practices that focus on retention not only reduce turnover costs, but also create stronger, more resilient teams that deliver better patient care and client service.
We invite you to find out more about our Veterinary recruiting services for employers and also learn more about our recruiting process and how we can help you hire more veterinarians in 2025.
We help support careers in one of two ways: 1. By helping Animal Health and Veterinary professionals to find the right opportunity when the time is right, and 2. By helping to recruit top talent for the critical needs of Animal Health and Veterinary organizations. If this is something that you would like to explore further, please send an email to stacy@thevetrecruiter.com.