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Finding good veterinary staff is difficult. Keeping them once they start can be just as challenging, and it’s something many practices don’t have the time or headspace to think about properly.
I recently read a post on the HRD Blog, First 100 days, lasting loyalty: How onboarding keeps new hires. While it wasn’t written specifically for the veterinary industry, the four onboarding measures it highlighted felt particularly relevant for small to medium veterinary businesses, especially in a job market where recruitment is hard and losing a new team member is costly.
The first few months in a new role are often when people quietly decide whether they see themselves staying. In veterinary practice, where workloads are high and teams are stretched, that decision can be influenced by surprisingly small things.
Below are the four measures from the article, reframed for the realities of veterinary clinics.
One of the simplest points raised in the article was the importance of staying in touch with candidates once they’ve accepted an offer.
In practice, many clinics move straight from “offer accepted” to “see you on your first day”, especially when things are busy. But long gaps with no communication can leave new hires feeling uncertain, particularly graduates, overseas vets, or anyone relocating.
A short check-in email, a confirmation of start details, or even a brief outline of what the first day will look like can make a real difference. It reassures people that they’re expected, prepared for, and genuinely welcome.
This doesn’t need to be formal or time-consuming – consistency matters more than perfection.
Helpful tool:
A simple pre-start checklist
The HRD article also highlighted the value of being prepared for a new employee’s first day, including having equipment ready, a clean workspace, and some form of welcome.
In veterinary clinics, the first days can easily become reactive: someone is off sick, consults run long, and logins aren’t set up yet. While most new hires understand this, they still notice it.
Small signs of preparation help people feel considered. Knowing where to go, who to ask, and what’s expected on day one reduces stress at a time when everything already feels unfamiliar.
Even something as simple as a printed roster for the first week or a quick walkthrough of how the day will run can set a very different tone.
Helpful tool:
Day-one essentials checklist
The article also suggested intentional ways to integrate new hires socially, such as meeting leaders over lunch or pairing them with a workplace “ambassador”.
In veterinary teams, integration often happens informally – or not at all. New staff may hesitate to ask questions or feel unsure about how things are done beyond the clinical work.
Assigning a buddy, encouraging regular check-ins, or just making space for conversation can help people feel more settled in their new position. Feeling comfortable within the team often matters just as much as clinical confidence when it comes to retention.
Research consistently shows that early social connection improves engagement and reduces the risk of people leaving early, something many practices have experienced firsthand.
Helpful tool:
New-hire buddy outline
Role clarity was the final point raised, and it’s one that comes up often in veterinary workplaces.
Many roles rely on people “finding their feet” over time. While flexibility is part of clinic life, unclear expectations can quickly become stressful. New hires may worry they’re not doing enough, or find themselves doing far more than expected.
Providing a written outline of responsibilities, decision-making boundaries, and early goals doesn’t need to be corporate or rigid. It simply gives people something to refer back to when they’re unsure.
This can be especially helpful during the first 100 days, when feedback and expectations are still forming.
Helpful tool:
A first-100-days framework
Replacing a veterinary team member takes time, money, and emotional energy, often more than practices expect. Estimates across industries suggest replacement costs can be high, particularly when you factor in lost productivity and the impact on existing staff.
Better onboarding won’t solve every retention issue, but it can reduce avoidable ones. It’s about supporting people during the period when they’re most likely to feel unsure, overwhelmed, or disconnected.
At Vetme, we spend a lot of time talking about recruitment, but hiring is only part of the picture. Retention, clarity, and realistic expectations matter just as much.
If you’re advertising roles this year, it’s worth thinking not just about how quickly you can fill them, but how supported new team members will feel once they start. Visit Vetme HERE.
Often, the decision to stay or leave is made well before the end of their first 100 days.
I'm the founder of both Vetanswers and now Vetme, Australia’s dedicated job board for the veterinary industry. With over a decade supporting clinics and professionals through Vetanswers, I saw firsthand the challenges practices faced when hiring — from high costs to limited visibility. So I created Vetme to offer a fairer, more transparent alternative: one low fee, no time limits, and a platform built just for the veterinary profession. I'm passionate about community, connection, and helping clinics find the right people, so I'll continue to support solutions that put the needs of the veterinary industry first.
Connect with Judy:
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