{"id":21659,"date":"2022-04-01T21:40:49","date_gmt":"2022-04-01T21:40:49","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=21659"},"modified":"2022-06-15T17:48:49","modified_gmt":"2022-06-15T17:48:49","slug":"employees-great-renegotiation","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/employees-great-renegotiation\/","title":{"rendered":"The Great Renegotiation"},"content":{"rendered":"

The Great Resignation, aka the Big Quit, describes a phenomenon in which employees leave their jobs in huge numbers. A record 40 million-plus Americans said \u201cI quit\u201d in 2021, many of them seeking better prospects with new employers. Bankrate reported that more than half of the U.S. workers surveyed said they planned to look for a new job in 2022. In an iVet 360 survey, veterinary practice managers indicated that their top challenge is recruiting. The veterinary workforce was tight pre-COVID, and the pandemic dramatically accelerated an existing shortage into a full-blown crisis.<\/p>\n

The result is a shift in power from the employer to the employee. Employees are asking for and receiving higher wages, better fringe benefits and a more flexible work-life balance. That\u2019s a good thing for the veterinary profession, which has long been plagued by overwork and underpay.<\/p>\n

Wise employers have turned the Great Resignation into the Great Renegotiation to keep talented employees. Even wiser employers addressed their associates\u2019 needs and wants before COVID, sidestepping the Great Resignation in favor of the Great Retention.<\/p>\n

Why are people quitting? The reasons vary, but there are commonalities, and it\u2019s not just compensation. We chose to enter the veterinary profession to care for animals, make a difference and fulfill our career purpose. Those are the same reasons we choose to stay. What\u2019s missing? Some employees don\u2019t feel known or cared for, they\u2019re not told their job has a purpose and makes a difference, they have little flexibility, and they have poor compensation and lousy benefits. That can all be solved. By retaining and investing in our veterinary teams, we can better attract new talent and better attract and retain clients, all while improving patient care, client service and the bottom line. It starts and ends with taking care of our people.<\/p>\n

What to Do<\/h3>\n

How can employers support employee retention? Don\u2019t wait for resignations when you can proactively renegotiate. What might you offer? Of course, compensation must be addressed, but wages are only one piece of the pie. Consider some of the following:<\/p>\n