{"id":23443,"date":"2023-04-01T00:00:37","date_gmt":"2023-04-01T00:00:37","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=23443"},"modified":"2023-05-24T20:43:21","modified_gmt":"2023-05-24T20:43:21","slug":"opening-shots-team-0423","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/opening-shots-team-0423\/","title":{"rendered":"Q&A: Team Parties, Absent Vets and Personal Finance"},"content":{"rendered":"

Q: A new employee refuses to attend our clinic\u2019s parties. When I ask why, she says she doesn\u2019t like gatherings. I\u2019m afraid she\u2019s isolating herself from the team. How can I make her go?<\/strong><\/p>\n

A: To answer this, I\u2019ll assume you mean after-hours parties or functions. Bluntly put, you can\u2019t make an employee attend unpaid after-hours functions, and I don\u2019t think you should.<\/p>\n

I advise shifting your thinking from making her go to discovering why she\u2019s uncomfortable and helping her integrate into your team. Teamwork isn\u2019t contingent on how your team parties.<\/p>\n

I once had an employee who was a recovering alcoholic. Despite a no-alcohol policy at our events, she felt uncomfortable in social settings and sat out our off-site holiday festivities. No big deal. She was a beloved co-worker who tremendously influenced our workplace culture.<\/p>\n

A business owner or manager\u2019s goal is to create an environment that nurtures relationships and builds teamwork. I challenge you to explore why you feel an employee who doesn\u2019t hang out after work is at risk of isolation. Is something missing from work that your team can only find elsewhere? Can you foster relationships and trust within the workday? Regular staff training, performance evaluations and frequent employee check-ins are beneficial in maintaining a solid team.<\/p>\n

For the record, I support after-hours gatherings. I enjoy meeting my colleagues in a context outside the clinic\u2019s four walls. We dress and talk differently, and we see another side of each other. I believe that\u2019s valuable to an organization. I recommend limiting or avoiding alcohol at these events, but that\u2019s me. I also respect my teammates\u2019 boundaries. If they don\u2019t want to socialize after work, there is no pressure from me.<\/p>\n

Q: We\u2019re short a veterinarian, so we\u2019re considering staying open for a couple of hours during the week without a doctor on-site. However, we\u2019re worried about handling emergencies or pet owners demanding to be seen during those times. Any advice?<\/strong><\/p>\n

A: Been there, done that. I faced the same dilemma as a solo practitioner in rural North Carolina. Here\u2019s how I handled it for many years.<\/p>\n

First, examine your state\u2019s veterinary practice act. Specific procedures require a veterinarian\u2019s presence, while others are entirely legal (and ethical, in my opinion) without a doctor on-site. For example, in my state, my staff can sell products and prescriptions<\/a> (within a valid veterinarian-client-patient relationship), perform nail trims and weight checks, and do other permitted income-generating procedures. Plus, clients appreciate the convenience of an open door.<\/p>\n

Next, set clear boundaries and steps for handling situations for which you\u2019re not prepared. Train your staff on what to do and say if a client seeks emergency care when a veterinarian isn\u2019t present. Be quick with a recommended clinic, or offer to call the other hospital while the client is en route. We had preprinted emergency information and alerted surrounding hospitals when I wouldn\u2019t be in the clinic. In those cases, we never took an injured animal from our lobby to the treatment area or separated it from its owner. Both actions could be interpreted as providing care. Even worse, if your team initiates care, no matter how seemingly insignificant or minor, the owner might be confused (and angered) if those attending to the pet stop suddenly.<\/p>\n

Most folks facing a pet emergency simply want to know what to do. They\u2019re not interested in why your veterinarian isn\u2019t available, so don\u2019t waste time giving unnecessary excuses. Instead, say, \u201cWe don\u2019t have a veterinarian here now. If your pet needs immediate attention, we recommend heading to ABC Vet Clinic. Here\u2019s a map and the contact info. I\u2019ll be happy to call them while you\u2019re on the way.\u201d<\/p>\n

Follow up with those owners whenever possible and appropriate. A call later in the day to see how things went can go a long way in showing you care. If the situation appeared dire, we often called the recommended clinic before following up with the pet owner. Unfortunately, I found that many clients never went there, or worst case, that the patient passed.<\/p>\n

Finally, while the thought of true emergencies was intimidating, they were rare. Most clients were grateful our clinic was open for picking up items or providing specific services. We also found many clients would wait until I returned (if I was at a long lunch or meeting) or schedule an appointment for the following morning.<\/p>\n

Of course, I sometimes chose to leave whatever I was doing elsewhere and see an emergency. I found that helping a client during a crisis was a practice builder. Stories are still told today about when \u201cDr. Ward came in to save my dog!\u201d<\/p>\n

Q: I\u2019m trying to hire an associate veterinarian and offer something unique to the candidate. I can match most of my competitors, but what fringe benefit can I provide to stand out?<\/strong><\/p>\n

A: Financial wellness training and support.<\/p>\n

I see many job postings promising big signing bonuses, pledges of mental health assistance and generous time off. Others tout excellent health care coverage, gym memberships and ample CE. What I don\u2019t see often is financial wellness training<\/a> to help new grads effectively manage their debt, learn about investing, and create (and maintain) personal budgets.<\/p>\n

Many younger veterinary professionals don\u2019t feel prepared to handle their finances. Managing money, especially in a tough economy, can generate a lot of stress in a young adult. In my opinion, financial wellness training should be a part of any mental health support program.<\/p>\n

Offering financial training and resources is good for business and a way to retain top talent. Employees stressed about their finances are not only distracted from their work but more likely to leave if offered a higher salary elsewhere.<\/p>\n

When people don\u2019t know how to manage money, the typical solution is to try to get more of it. Unfortunately, many don\u2019t understand that higher gross pay doesn\u2019t always lead to improved financial security, resulting in the pursuit of \u201cmore\u201d and rarely finding peace and contentment.<\/p>\n

Financial wellness training and support can proactively address those issues and contribute to a culture of overall employee satisfaction and well-being. When team members feel comfortable with their finances, they\u2019re less stressed, more productive and less likely to seek another job.<\/p>\n

Contact your financial adviser and see what the person can provide. (You have one, right?) Our firm provided a suite of services my team could utilize. The business relationship cost me very little, and the benefits were well-received and, dare I say it, priceless.<\/p>\n","protected":false},"excerpt":{"rendered":"

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