Are You Walking on Eggshells During the Great Resignation?

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There is no question these are some of the most challenging times our industry has experienced in terms of recruiting and retaining good help. As many of you know, the same has been true for many other industries.

You would think with the increasing price of food, gas and everything else, people would be anxious and stomping at the bit to be gainfully employed. But that hasn’t been the case and many managers can relate to this sad and new reality. There remains a huge disconnect that despite rising costs and inflation, finding dedicated and loyal employees has become nearly impossible since the arrival of COVID-19.

I guess that’s why I am inclined to write this article. My intent is to recognize and congratulate those in leadership and managerial roles, not to offend anyone, because I know these last two plus years have taken a huge toll on so many. You all have had to sacrifice your sanity, health, time away from your families and friends, and so much to keep your practices afloat. This commitment has not gone unnoticed or unappreciated by me or all of those in our industry. There is not one business that could have made it through this pandemic without the awesome support of phenomenal leadership.

Sadly, what I am hearing as of late is that some owners and managers have been succumbing to poor performing employees. I am writing this article in an attempt to bring awareness to a concern that some may be immune to and my hope is to help, not hinder or judge. Just like there are so many dedicated and loyal veterinary practice managers and owners, there are many more dedicated and loyal employees who have been side-by-side with you in the trenches non-stop since March 2020. Every practice manager and owner owe it to those employees to NOT walk on eggshells during the great resignation or tolerate poor performing employees. When you have top performers who are subjected to mediocre performers in the workplace, it takes a toll on the overall morale and unfortunately, it becomes a stinging slap in their faces when those employees are not held accountable for their actions.

Owners and managers: I know you are all exhausted and probably feel there is no foreseeable light at the end of this personnel nightmare of a tunnel but settling is not the answer. I have always believed that filling positions with mediocre warm bodies will cause more damage in the long run than not, but especially now because the opportunity to hire warm bodies is greater than not. Prove me wrong, and let me know, if you’ve had success in hiring a warm, reliable body within the last 24 months.

It’s essential that you keep your recruiting standards at a level you can live with and at a level your high performing team members deserve. Engage your dedicated, loyal, high performers so they can help get your new hires acclimated and ready to hit the ground running as quickly as possible. As this crisis continues, it’s critical that everyone remain focused and vigilant about getting good people on board and keeping them for the long haul.

Adjusting your pay scales should have taken place more than a year ago but should be overhauled again if you want to attract and retain dependable, reliable support. The phrase “you get what you pay for” is more powerful right now than I ever recall in all my years of being in this industry.

Lastly, please remember, employees will behave the way they are allowed to behave. If you have poor performers on your team, it’s because there are no consequences, and their poor behavior and performance is being tolerated. This is not their fault. It’s time to stop walking on eggshells and start holding poor performers accountable so they can either improve their work performance and perhaps attitude or be fried. Excuse me, I meant fired, so they can then become someone else’s problem. Regardless of how tough things are right now, you and your team deserve better! And, for those of you who have stood your ground, keep it up! It will be well worth it in the end.

Keep your heads up and know that I am for you and am available to support you in whatever manner is necessary. I will always want the best for all my fellow practice managers and our wonderful profession. I am simply sharing what I am hearing from employees and do not want the loss of dedicated, loyal employees to become another issue for managers and owners in this recruiting and retention conundrum that continues to plague so many.

Contact Monica Dixon Perry, CVPM, Director of Veterinary Consulting Services, Burzenski & Company, P.C., Veterinary Financial Advisors

Phone: 203.468.8133 ext. 148

Click to Schedule an Appointment: https://www.veterinaryfinancialadvisors.com/contact#scheduleanappointment

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