In the veterinary clinic, there are a ton of jobs that require a collaborative effort. It’s no news to you that in order to keep the day running smoothly, you can’t do it all alone and you need help from your teammates. So, why is it that even with technicians, assistants, receptionists and doctors it sometimes feels like you are the one doing ALL THE DANG WORK!?!

Here’s the thing: when you’re one of the people doing shared work, it always feels like you are doing more than your fair share. I was recently reading a blog by Gretchen Rubin, author of The Happiness Project, on shared labor within the household and I saw that these principles fit in perfectly within the veterinary office. 

When you’re doing a job that benefits other people, (like stocking the surgical suite or cleaning up in between procedures) it’s easy to assume that the other team members are conscious of the fact that you’re doing this work — that they should feel grateful, and they should and do feel guilty about not helping you.

But this is not the case. Often, the more reliably you perform a task, the less likely it is for someone to notice that you’re doing it, and to feel grateful, and to feel any impulse to help or to take a turn.

You think, “I’ve been doing the surgical follow-up calls for three months! When is someone going to do it?” In fact, the longer you make those callbacks, the less likely it is that someone will do it.

Being taken for granted is an unpleasant but sincere form of praise. Ironically, the more reliable you are, and the less you complain, the more likely you are to be taken for granted.

I know this is hard to hear, but this is one of those cases where you need to speak up without getting defensive or argumentative. Most often your co-workers are so focused on their tasks for the day and they see you doing those extra jobs, they don’t think anything of it. They just think you are playing on the same team. 

A great way to make sure everyone on the team is aware of the daily workload? One way my team does this is a daily checklist. Before we leave for the day we see if all the items have been accomplished. As a task is finished the person who accomplished it initials next to the item. Also checking this list will help a team lead see who is accomplishing the majority of the tasks and take appropriate action if a team member isn’t pulling their weight. 

So, remember sometimes sharing IS caring, but just make sure you’re mindful of other team members and the work they are putting in as well. 

The views and opinions expressed in this article are those of the author and do not necessarily reflect the position of the DrAndyRoark.com editorial team.

I like a Starbucks gift card as much as the next guy. I also like a new pair of gloves to keep as extras in the car. There are many small gifts you can give your employees and co-workers during this holiday season, but one stands out as the most valuable and rewarding of them all. Consider instead of the lotto tickets and gift cards, giving your time and attention and mental energy. I know it sounds like a big ask… and you’re probably thinking:

“Where will this extra time come from?”

“Who do I direct this attention onto?” and

“How can I invest more mental energy, I’m already near the point of running away screaming from veterinary medicine?”

I will tell you it’s no easy task but I urge you to take this time of year to see how you can be of service to the learning and career development of your team members. Maybe send your techs to a conference, or  get them a copy of a book they have been eyeing, or (the best one in my eyes), become a mentor. Taking time to check in with your team and take an active interest in developing their skills and interest can serve your practice in many different ways. Let’s look at some ways mentoring can boost morale and patient care at your practice:

1. Mentoring is especially useful in helping new technicians improve their self-confidence, and develop real-world skills such as advanced catheter placement and regional nerve blocks.

2. Mentoring also fosters leadership skills that technicians can use to advance their careers when it comes time for them to consider leadership or management roles.

3. Mentoring relationships inside the veterinary hospital can help improve team morale. Team members who feel that their professional interests are acknowledged and fostered tend to stay at these clinics longer, reducing the cost of turnover.

If you have a team member that is looking to take on more responsibility, or has a particular area of interest that they want to grow, consider starting a mentor program in your practice. You can pair experienced clinicians with newer grads, and seasoned technicians with others that want to grow in areas such as critical care or anesthesia. An important thing to note is: the mentor and mentee must trust each other. They both must give constructive feedback, both positive and negative. Above all, mentors let mentees know that they believe the mentee will succeed in their chosen area of advancement.

So, this year before you pick up another houseplant for your secret Santa, consider investing time and energy in the team development first.

The views and opinions expressed in this article are those of the author and do not necessarily reflect the position of the DrAndyRoark.com editorial team.