The veterinary profession is feeling the squeeze. Demand is high, teams are thin, and diaries are stretched. In the RCVS 2024 Survey of the Profession, 42% of surveyed vets found staff shortages to be a pressing problem, and it was a top-three stressor for every experience group in a recent study. For directors and practice managers, it’s not just about recruiting the right vets, it’s about retaining them – so here are eight practical veterinary staff retention tips to help your vets and nurses stay, grow, and thrive.
1) Make communication easy and regular
People stay when they feel heard. Offer clear routes to speak up, from scheduled 1:1s and short daily team meetings in the prep room to protected “open door” time with managers and an anonymous option for sensitive topics. Ask proactively rather than waiting for problems to surface, then close the loop by explaining what you’ve changed. Keep handovers short and structured so information flows without drama — it signals that everyone’s work matters and reduces the small frustrations that push people away.
2) Invest in high-quality CPD
Career development is one of the strongest reasons clinicians choose to stay. Make it easy — and expected — for people to keep learning. Target practical skills with hands-on courses to help staff be efficient and confident, whether that’s dentistry, ultrasound, or surgery. For those ready to go further, certificates provide structure and milestones, build confidence, and open up new services for the practice. Plus, it’s one of the best ways to show you’ll support your staff – and in turn, they’ll support you.
“I think it builds a level of feeling valued. If they are willing to fund your CPD and don’t quibble over paying for your fuel to get there and making sure that you're staying overnight if you need to, then you definitely feel valued”
- A vet in our Return on Investment Survey, 2021
3) Optimise the skills you already have
Sit down with each person and ask what they enjoy, what they want to learn, and what currently drains them. Small tweaks make a big difference: schedule your theatre-keen RVN for consistent surgical mornings; give your detail-driven vet the diabetic rechecks and time to follow up properly; ring-fence a feline-friendly clinic so handling stays calm. When people spend more time on work that suits them, the day runs smoother and lunch happens on time.
4) Protect your team from aggression
As a recent commenter on Reddit said - “I wouldn’t stay in a practice that didn’t fire a client for speaking to me like that”. Abuse isn’t “part of the job”. Set a clear, visible policy that outlines expected behaviour and consequences, and share it with new clients as well as on your website and at reception. Train the team in de-escalation and give them simple scripts so they feel prepared. Respond quickly to online trolling, correct misinformation, and follow your complaints process. After any incident, debrief, document, and check in — feeling backed by the practice makes a lasting difference to individuals.
5) Recognise and reward what matters
A quick thank-you is good; meaningful recognition is better. Praise good work in the moment and spotlight wins in team updates. Shape rewards around what actually helps — paid overtime or time off in lieu after a tough week, a CPD boost, or a small bonus when someone’s effort has moved the needle. Link recognition to your values so collaboration, patient care, teaching others, and quality improvement are seen and celebrated.
6) Manage time and overtime
Overruns happen, but constant overruns are a system problem. Build buffers into the diary so emergencies don’t derail the day, and add admin blocks at the end of consult sessions so notes and callbacks don’t spill into the evening. If demand has risen, adjust staffing ratios or appointment lengths rather than hoping efficiency will stretch forever. Pay fairly for extra time or offer time off in lieu, and model healthy habits yourself — taking a proper lunch gives others permission to do the same.
7) Support wellbeing and belonging
Wellbeing isn’t a staff room fruit bowl; it’s how people are treated. Use brief, regular check-ins to talk about workload and stressors, and make it normal to ask for help or escalate concerns without blame. Signpost support options and consider training mental-health first aiders if you can. Small flexes in the rota, predictable days off, and considerate scheduling around life events help people stay human — and stay with you. That said, I've always found a staff room fruit bowl to be appreciated when lunchtimes are at risk!
8) Build a complementary team
Great teams aren’t clones. Aim for interlocking skill sets so people support one another rather than duplicating strengths. Map what you already have — surgery tiers, imaging, dentistry, cat-friendly handling, client communication, system know-how — then hire and train to fill the gaps that hold you back. Got a dentistry certificate holder? See if a nurse wants to take the nurse equivalent to support them. Head vet loves surgery? A nurse with a surgery certificate and a nurse with a diagnostic imaging certificate make perfect partners. Pair colleagues with complementary strengths on the same shift and rotate learning opportunities so knowledge spreads. When collaboration is the norm, the practice runs better and individuals feel part of something bigger.
Conclusion
Veterinary staff retention is the sum of many small, consistent choices. Start by making it easy to speak up, supporting professional development, and adding buffers to next week’s diary. The payoff — calmer days, better care, and a team that wants to stay — is worth it.
