Veterinary technicians are pivotal to successful practices and can assume many different roles on any single day, from animal nurse to client counselor and surgery technician. This month, National Veterinary Technician Week provides the ideal opportunity to think about how to attract and retain these key staff members for the long term. Here are some tips on developing a retention strategy to attract star players and show your technicians how important they are to your practice, not just this week but throughout the year.

1. Satisfy their skills

   A survey by the AVMA¹ has shown that to get the best out of veterinary technicians and maintain staff morale it’s important to embrace their skills and empower their expertise. For many technicians, their capabilities go beyond everyday tasks. Underuse is often cited as a critical reason for technicians leaving a practice. You’ll know their primary skill set from their qualifications, but also learn their interests and make a point to include them in tasks they enjoy doing. This can bolster their motivation, as can incorporating them in specific duties that challenge them as a one-on-one teaching opportunity.

2. Offer training and define a roadmap for success

   Further research published in the Journal of the American Veterinary Medical Association² suggests that continuing education opportunities are crucial to keeping technicians engaged.

   Proper utilization considers higher-level skills within their training, from clinical skills to business management.

   Consider wrapping formal training programs into job offers. Onboarding training gets technicians up-to-speed with the policies and procedures of your specific practice, while ongoing modules can keep them engaged and interested, with updated knowledge reflective of the latest industry developments. Help facilitate additional training and certification by recommending courses, scheduling to enable participation, and contributing toward tuition costs if possible. Prioritize your people: Outline a path toward advancement and check in regularly to ensure goals and training benchmarks are being met.

3. Foster a collaborative and positive culture

   It’s up to the practice leader to build a culture of autonomy and leadership among their team. Express appreciation often, and in real time. Did you know that saying “thanks” is psychologically beneficial not only for the recipient, but for the person expressing gratitude³? Beyond the words, explain why their actions made a positive difference. Asking for help and suggestions can also foster a more collaborative workplace, as can peer recognition programs.

   While not always possible, bonuses or gift cards also offer a way to express gratitude, as well as visible recognition amongst senior staff and team members. Finally, providing access to mental health counselors can also support technicians through the emotional challenges of animal care and customer service.

4. Let technology do the heavy lifting

   Practice-management and client communication technology from Covetrus® can help to streamline appointment logistics and follow-up communication, freeing up your staff to spend more time caring for patients.

   Covetrus also offers an abundance of resources, including webinars, eBooks, and toolkits on how to make the most out of software, tips on dealing with change within your organization, and promoting proactive training that can help up-skill your team. Ask your Covetrus Account Manager for more information about our Business Services.
    

References:

1. Survey finds underuse related to retention for veterinary technicians. Accessed September 6, 2022.

2. Factors associated with job satisfaction and engagement among credentialed small animal veterinary technicians in the United States. Journal of the American Veterinary Medical Association. Volume 257, Issue 5. September 2020.

3. Giving thanks can make you happier. Harvard Health Publishing, Harvard Medica School. August 2021. Access online September 6, 2022.