Did you know that Veterinary staff experiences death FIVE times more often than any other medical profession. THAT IS HUGE! It is estimated that 3% of client contact in an average veterinary clinic involves euthanasia or death.
Our society as a whole, does not talk about death, we are death denying, and even as veterinary professionals, we are not always comfortable talking about it. There are feelings of guilt over a treatment that didn't work out, clients that couldn't pay the bill ... there are always stressors.
Do you know the many symptoms of stress? Nausea, heartburn, backache, insomnia, chest pain, asthma, headaches, dry mouth are just a few, there are many more. Do you recognize these symptoms when they are affecting your staff?
VHMA surveyed managers in December of 2017, not surprisingly 67% of managers' believe it's time to focus on staff wellness and acknowledge the practice has some responsibility.
So what are we to do?
Recognizing the need is the first step. However, once you’ve identified areas that are important to your team, what do you do next? As practice managers, we have a responsibility to provide opportunities for staff wellness.
Engage your staff in being a part of the solution. If you are able to conduct an anonymous survey, collect the data and identify the top areas of focus for your practice. Identify activities and resources that already address these areas and brainstorm ideas for additional opportunities.
For example - if employee appreciation is an area in need of focus, ask the questions: What does employee appreciation mean to you? What types of activities or rewards make you feel valued? List the things the practice is already doing in this category (potlucks, parties, employee of the quarter, etc.). Ask for feedback on what already exists (keep, eliminate, change) and then encouraged new ideas. Ask team members to volunteer to take on the feasible changes by giving them the tools to implement. This is a great way to ensure you are focused on areas that will really make a difference and allow for your team to feel like they are a part of the overall goals of creating wellness both at work and at home. An exercise like this really demonstrates that management is truly invested and listening to their team.
There will always be conflicting feedback on what staff sees as valuable for wellness. This is the reason to take it a step further. Understanding that not all employees are the same, they may need different things for their own positive experience and wellness. While we will never be able to truly hit 100% satisfaction, getting the employees directly involved in specific suggestions can really create positive changes and a sense of ownership in individual and workplace wellness.
Provide resources that allow your staff members to seek additional self-help opportunities including access to therapists and counselors. Check with your medical insurance providers, they may have resources available that you need to make your staff aware of. An employee assistance program (EAP) is another great employee benefit opportunity you may want to look into.
Make sure employees are taking their earned vacation or PTO time off--everyone needs to get away to reset their mind and attitude.
Whatever works for your clinic, the important thing, recognize it, and take action.
Check out VHMA's December 2017 Insiders' Insight Report to see what VHMA members have to say about Staff Wellness and for more ideas on services and activities that have worked for other practices.