Top tips for retaining veterinary staff

4 mins

Gone are the days when you could pick from a flood of CVs and applications for veterinary roles…

The industry is currently facing a veterinary shortage. At the same time, pet ownership has reached an all-time high—rising from 67% of households to 70% in 2021, as the pandemic encouraged more people to spend time at home with animals.

For practices, this has led to two main challenges:

• A rise in demand for appointments, procedures, and emergency care
• More time is required to support new and existing pet owners —particularly first-time owners who need guidance on processes, expectations, and care

Feeling the pressure?

If so, you’re not alone. But the solution might not be to hire more people—it’s to focus on keeping the right ones.
Staff retention doesn’t start when someone hands in their notice—it starts long before that. Here’s how to improve retention and help your practice grow from within.

1. Hire the right person

Retention begins at recruitment. Hiring someone who will thrive in your practice environment is key to long-term success. It can be tempting to fill a gap quickly, but it pays to be patient and selective.

When reviewing candidates – whether it’s a receptionist or a new associate vet, ask yourself:

• Will they fit in with the existing team dynamic?
• Do their values and personality align with our culture?
• Do they complement our current skill set or bring in expertise we’re missing?

Remember: hiring is a two-way street. Veterinary professionals have options, and your goal is to find someone who wants to grow with your practice. That means offering more than just a salary—think about what makes a truly attractive compensation package. For some, that’s flexible working hours. For others, it could be CPD opportunities, student loan support, or a structured mentorship programme. Have open conversations to understand what motivates each candidate and aim for a balance that benefits both sides.

2. Onboarding leads to retention

Once you’ve made the right hire, the next step is helping them settle in. A strong onboarding process builds confidence, reduces early stress, and shows your new team member they’re supported from day one. Don’t throw them in the deep end. Instead, guide them through your systems and processes, introduce them properly to the team, and offer a clear roadmap for their growth. As Maya Angelou said,

“People will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

The first 90 days are crucial. According to the Wynhurst Group, 22% of employee turnover happens within the first 45 days. BambooHR backs this up—33% of employees leave within six months, often due to unclear expectations or lack of training. Leverage your existing team’s knowledge and use digital tools where possible. If you’re using a new PIMS, for example, make use of resources like ezyVet Academy—which offers structured, self-guided training for new staff, saving valuable time and reducing the burden on your senior team.

3. Create a positive work atmosphere

You’ve hired someone with the right experience, but now you need to retain them by fostering a supportive, enjoyable workplace. People do their best work when they like where they work. That means having clear values, shared goals, and open communication. Regular check-ins, mental health awareness, and a culture of feedback can all reduce burnout and compassion fatigue.

According to McKinsey & Company, companies that show individuals how they create value within their role can capture an additional 63% increase in their total returns. Consider the broader context, too: the veterinary workforce is changing. Women now make up around 75% of veterinary students in the UK and the US. Does your practice culture reflect the needs and strengths of this new generation of professionals?

According to a survey by Ernst & Young, 39% of workers say regular check-ins are the number one factor in workplace happiness. If your team morale is low or your culture feels outdated, it may be time for a rethink. For further insights, you might find value in the webinar: Tackling the Vet Shortage by Dr Jocelyn Birch-Baker from Smooth Operating Vets.

AAVMC Gender Representation at U.S. Colleges

4. Empower professional development

The best team members are ambitious – and you want them to grow with your practice, not out of it. Help your staff develop a clear personal development plan. What goals are they working towards? What support or training do they need to reach them? When employees see a future in your practice, they’re more likely to stay committed. Investing in development helps boost morale, confidence, and loyalty—and ensures your practice keeps evolving alongside them.

Takeaways

• Happy teams create happy clients. And happy clients are more likely to stay loyal to your practice.
• Your long-standing staff know your patients, your systems, and your people. Retaining them is one of the smartest investments you can make.
• Hire the right people with the right skills and cultural fit
• Support them from day one with straightforward onboarding
• Build a work environment that people want to be part of
• Provide the tools and opportunities to grow professionally