By 2030, almost a third of the workforce will be made up of Generation Z. Gen Zers are looking for more than a paycheck; they’re also looking for meaning, guidance, flexibility and technology that helps make their jobs easier. Veterinary clinics that adapt now will be able to recruit and retain talented people, meaning better care for pets and their owners.
Defining a Clear Purpose
Our careers are part of our identity, and Gen Zers agree. They seek jobs that align with their personal values, views and goals. Veterinary practices should communicate clear, purpose-driven values that appeal to pet owners and team members.
Veterinary medicine naturally attracts caring, nurturing people. To stand out among competitors, clinics should demonstrate their company values from the forefront, allowing the values to guide the business. Hiring people who share the same values, visions and goals is critical. When values are part of the workplace, they guide decisions and build trust among employees and clients.
Mentorship and Leadership
Gen Zers bring new knowledge and perspective to veterinary medicine, but they desire practical experience, career development and professional support from leaders and mentors. In fact, 83% of Gen Zers see mentorship as very important in their careers.
You can deploy mentorship in veterinary clinics in a variety of ways. For example, pairing new veterinarians and support staff with experienced team members in the same positions can provide valuable feedback and build relationships. Shadowing can ease the transition from school to practice by letting new team members observe real-time decision-making. I have found peer mentorship to be another great option. Having newer veterinarians support each other builds a team atmosphere where everyone learns together.
In my current role at Veterinary Innovative Partners, I see the value in offering programs that support meaningful mentor-mentee relationships. For example, we created the Viva Mentorship Program. We don’t just train our mentors; we also ensure they have the time and structure needed to be effective. Each mentee begins with dedicated sessions where mentors are actively present to guide and support. Beyond that, we reserve an hour every week for ongoing one-on-one meetings, allowing the relationship to grow and deepen over time.
Gen Zers also value strong leaders. They seek leaders who are approachable, communicative and involved. They want leaders who check in often and display a healthy work-life balance.
Technology for Clients and Clinics
Implementing technology in your clinic is a great way to attract Gen Z employees because it simplifies tasks, reduces the risk of errors and improves communication. Tools like cloud-based digital medical records, practice management software and AI assistants allow veterinary teams to focus their time on pet care.
Other tools, such as mobile apps, attract Gen Z clients by making veterinary care more convenient through online bookings, digital reminders and virtual consultations. When used effectively, they keep staff and clients informed and demonstrate the clinic’s dedication to accessible care.
Prioritizing Well-Being
Being a veterinarian is demanding work, and burnout is all too common. Gen Zers value their mental health and a strong work-life balance, preferring a life-first approach. Clinics that offer flexibility and show they care about employee well-being will more easily attract and retain this generation.
To implement a life-first approach, explore options such as flexible schedules, regulated workloads and clear boundaries between work and personal time. Appropriate remote work, paid time off, competitive benefits and set schedules give new team members a sense of control over their time. Another attractive fringe benefit for Gen Z is mental health support.
When you care about your staff’s well-being, you keep valuable team members around. You also make patient care better and teamwork stronger, and you set a good example. For Gen Zers, a focus on well-being isn’t just a perk; it’s also a must-have for their retention.
I take pride in offering industry-leading paid time off (four weeks annually) and scheduling our doctors’ shifts months in advance. By avoiding last-minute changes, our team members can confidently plan their personal lives, whether it means attending a favorite Wednesday yoga class or simply enjoying reliable time off.
Diversity, Equity and Inclusion
Gen Zers seek work environments where everyone feels welcome, heard and supported. For veterinary clinics, DEI goes beyond hiring. It’s also about creating a culture where all team members belong.
A few ways to successfully implement DEI initiatives may include:
- Providing DEI training.
- Creating policies that support inclusion.
- Listening to different viewpoints when making choices that affect a clinic.
- Ensuring every team member feels safe and respected.
- Implementing client communication and outreach that represents the many communities you serve.
Clinics that prioritize inclusion will attract talented early-career veterinarians and build trust with clients who value care from a team that understands and respects them.
As Gen Zers solidify their role in veterinary medicine, our field must meet their expectations and address the need for stronger, more sustainable workplaces. Clinics that prioritize clear values, mentorship, modern technology and work-life balance will be more attractive to new talent.
The future of veterinary care depends on our ability to adapt. Embracing change is crucial.
By aligning with Generation Z’s priorities, we can build a thriving, more resilient profession that continues to provide outstanding care for animals and people.
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After Generation Z comes Generation Alpha. Born from approximately 2010 to the mid-2020s, Alpha members make up “the first generation to experience remote classrooms, tablet computers and ubiquitous streaming services from early childhood,” according to Britannica.