If you haven’t heard of quiet quitting, it is time to pay attention to this phenomenon that has been gaining a lot of attention lately. Managing a veterinary practice is more challenging than ever, with common problems of poor staff retention, competition, and missed appointments. Clients who don’t follow your advice and stay abreast of new treatments and care can be difficult.
You are a veterinarian because you care about and want to work with animals. However, much of your practice involves dealing with people: your customers and your staff. Quiet quitting can be managed if you understand what it is and how it affects the quality and success of your veterinary practice.
Quiet quitting is when employees do the minimum to keep their jobs and are uninvolved and disengaged from their responsibilities. Remember when work culture was characterized by long hours and going above and beyond in service to the company? During the pandemic, many employees re-evaluated their work/life balance and revolted against the notion that work is everything. Hence, the idea of quiet quitting emerged.
If quiet quitting is happening in your veterinary practice, it could have far-reaching effects on the stability and health of your business. The last thing you need is the added stress of dissatisfied front-line staff you depend upon to keep your customers happy.
Recognizing quiet quitting in your veterinary practice is the first step to addressing the underlying problem and solving the issues that lead to quiet quitting. Here are some things to look for:
Quiet quitting in veterinary practice affects everyone, including your veterinarians. According to animalhealthjobs.com, a lack of work-life balance is the top reason why veterinarians leave a practice—overworking and exhaustion are among the biggest contributors to both quiet quitting and actual quitting. As a veterinary practice manager, the buck stops with you, so the responsibility for employees quiet quitting is on you, as unpleasant as this is to consider. Let’s take a closer look at why this might be happening:
As busy as you are, managing quiet quitting by changing policies and structures will ultimately strengthen your business. Of all the jobs one can pursue, veterinary medicine is a calling to relieve the suffering of animals. If your employees are quiet quitting, it is unlikely that they no longer like working with animals—rather, it is probably due to the veterinary practice management. Employee engagement strategies can include:
Your success as a veterinary practice manager or owner depends on many factors, and the job can sometimes be overwhelming. Recognizing quiet quitting and working on ways to prevent it will strengthen your business. Your employees should be an asset to your practice, not a liability. If you take the time to make sure they’re not overworked, burnt out, or underappreciated, you’ll go a long way toward preventing quiet quitting and the negative impact it can have on your veterinary practice.
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