What Do Veterinary Technicians Want?
6 Key Issues and Why They Matter
Veterinary technicians are the backbone of any successful veterinary practice. Their role is diverse, their knowledge is extensive, and their contributions are invaluable. Yet, as the profession evolves, there’s increasing recognition that veterinary technicians often face unique challenges in the workplace. These challenges, if not addressed, can lead to burnout, job dissatisfaction, and a high turnover rate within the profession.
What do veterinary technicians truly want in their careers? Based on discussions within the profession and the current landscape, six recurring themes emerge: being appreciated, being fully utilized, having reciprocity, having a positive workplace culture, receiving mentorship, and being provided with clear professional growth pathways. This list is certainly not all-inclusive in addressing every key issue for veterinary technicians but will hopefully providing a starting point for considering key areas of concern for this population.
Addressing these six areas is critical, not only for the well-being of the veterinary technician, but also for the success of veterinary practices as a whole.
1. Vet Techs Want to be Appreciated
The Issue:
Credentialed veterinary technicians invest years of education and training to excel in their roles. However, a common sentiment across the profession is that technicians often feel undervalued. While their responsibilities may be multifaceted—ranging from assisting in surgery to managing patient nursing care—many technicians report feeling overlooked or underappreciated in their contributions and sacrifices.
Why It’s Important:
Appreciation, both in tangible and intangible forms, is a key driver of job satisfaction. Veterinary technicians are passionate about their work, and they take pride in the care they provide. A lack of appreciation can lead to disengagement, burnout, and high staff turnover, all of which can severely impact the functioning of a veterinary practice. Moreover, a workplace where employees feel valued tends to foster collaboration, better patient outcomes, and higher levels of client satisfaction.
How to Address It:
Showing appreciation doesn't have to be complex. Simple acknowledgments, such as thanking veterinary technicians for their work with a note or card, celebrating successes (both big and small), and offering meaningful feedback can go a long way. Formal recognition, whether through awards, bonuses, pay raises, or opportunities for professional development, further solidifies the value of a veterinary technician.
2. Vet Techs Want to be Fully Utilized
The Issue:
One of the most significant sources of frustration for many veterinary technicians is underutilization. Credentialed veterinary technicians are formally trained in a variety of tasks, including administering anesthesia, performing diagnostics, and managing the nursing care of critical patients. However, in some clinics, technicians find themselves relegated to tasks far below their skill level.
Why It’s Important:
Underutilizing veterinary technicians not only wastes their potential but also impedes the efficiency and profitability of a veterinary clinic. When technicians are used to the fullest extent of their abilities, veterinarians can delegate tasks more effectively, freeing up time for other critical duties, such as diagnosing complex cases or client consultations. Utilizing technicians to their full scope ensures that every team member is working at the top of their licensure, which translates to improved patient care and a more efficiently run clinic.
How to Address It:
Veterinary leaders should strive to understand and leverage the full scope of their technicians' training and licensure. Regularly reviewing job responsibilities and workflows can help ensure that technicians perform tasks aligning with their education and expertise. Encouraging veterinary technicians to pursue continuing education and advanced certifications and specialties can also broaden their skill sets and enable them to contribute even more to patient care and clinic operations.
3. Vet Techs Want Reciprocity
The Issue:
Veterinary technology reciprocity—or the ability for veterinary technicians to transfer their credentials between states or countries—remains a significant challenge within the profession. Due to varying state regulations and requirements, a credentialed veterinary technician may need to retake exams or undergo additional certification processes when moving to a new state. This lack of reciprocity creates barriers for technicians seeking job mobility, impacting their career flexibility and causing frustration for those aiming to pursue opportunities in different regions.
Why It’s Important:
The absence of standardized credentialing across states hinders the professional growth of veterinary technicians and limits their job prospects. It also contributes to workforce shortages, as technicians may be deterred from relocating for better opportunities due to the bureaucratic hurdles of recredentialing. According to research from the National Association of Veterinary Technicians in America (NAVTA), technicians regularly cite credential transfer difficulties as a key professional pain point, noting that the lack of consistency between states affects career progression and access to specialized roles.
Furthermore, the Merck Wellbeing Study highlights the importance of job satisfaction and flexibility in promoting mental well-being among veterinary professionals. The stress of navigating complex and varying state regulations for credentialing adds an additional layer of frustration, contributing to the overall strain on veterinary technicians. A lack of reciprocity creates a sense of professional stagnation and can be a contributing factor to technician burnout.
How to Address It:
Establishing more uniform standards for veterinary technician credentialing across states would offer greater flexibility and job mobility, enabling technicians to pursue new opportunities without unnecessary obstacles. NAVTA has been actively encouraging grassroot initiatives to address this issue, advocating for standardized credentialing and broader recognition of the veterinary technician profession at the national level.
Veterinary practices can support these efforts by joining advocacy initiatives aimed at legislative reform. Encouraging veterinary technicians to participate in continuing education and national-level certifications, such as those offered by the Academy of Veterinary Technicians in Anesthesia and Analgesia (AVTAA) or the Veterinary Technician Specialist (VTS) program, can help bridge the gap and provide technicians with credentials that are more universally recognized. By creating clearer pathways for reciprocity, the profession as a whole can increase job satisfaction and help technicians feel more empowered and supported in their careers.
4. Vet Techs Want a Positive Workplace Culture
The Issue:
Workplace culture plays a significant role in job satisfaction across all industries, and veterinary medicine is no exception. Unfortunately, the demanding nature of veterinary work, long hours, and emotional stress can sometimes lead to toxic work environments. Veterinary technicians often cite poor communication, lack of support, and workplace conflicts as key factors contributing to job dissatisfaction.
Why It’s Important:
A positive workplace culture is essential for retaining staff, maintaining high morale, and ensuring that a practice runs smoothly. Veterinary medicine is emotionally and physically demanding, and technicians, in particular, are at risk for compassion fatigue and burnout. A supportive and positive environment helps mitigate these risks and promotes mental well-being. Additionally, when employees work in a positive culture, they are more likely to collaborate, communicate effectively, and provide better patient care.
How to Address It:
Creating a positive workplace culture starts with leadership. Practice owners and managers need to set the tone by promoting open communication, fostering teamwork, and addressing conflicts promptly. Offering mental health resources, team-building activities, and regular check-ins with staff can help create a sense of camaraderie and support within the clinic.
Moreover, recognizing the importance of work-life balance is crucial for long-term job satisfaction and the overall well-being of veterinary technicians.
5. Vet Techs Want Mentorship Support
The Issue:
Mentorship is a crucial aspect of career development, especially in a field as complex and challenging as veterinary technology. However, many veterinary technicians report a lack of mentorship in their workplaces, particularly after graduation or certification. Without guidance, technicians may feel uncertain about their professional trajectory, unsure of how to advance their skills or navigate challenges in the clinic.
Why It’s Important:
Mentorship provides veterinary technicians with the support they need to thrive professionally. It fosters confidence, promotes continuous learning, and helps technicians feel more connected to their work. Mentors can offer advice on difficult cases, provide insight into career advancement, and act as sounding boards for stressors that may arise in a busy clinic environment. For practices, a strong mentorship program leads to a more knowledgeable and cohesive team, ultimately improving the quality of care provided to patients.
How to Address It:
Veterinary practices can establish formal mentorship programs where seasoned technicians or veterinarians pair up with less experienced staff. These relationships should be nurtured through regular check-ins, shadowing opportunities, and professional development discussions. Additionally, offering resources such as continuing education stipends or access to conferences can enhance the mentorship experience and promote growth. By creating a culture of mentorship, practices not only invest in the development of their technicians but also in the long-term success of the clinic. Practices can also find resources like MentorVet to help provide mentorship structures and education surrounding mental health and well-being.
6. Vet Techs Want Professional Growth Pathways
The Issue:
Veterinary technicians, like any other professionals, seek career advancement opportunities. Yet, one of the most common complaints in the field is the perceived lack of upward mobility. Without clear professional growth pathways, many technicians feel they have reached a plateau in their careers, which can lead to dissatisfaction and a desire to leave the profession.
Compounding this issue is the widespread feeling among veterinary technicians that they are underpaid relative to their level of education, skill, and contribution to veterinary care.
In surveys conducted by NAVTA, veterinary technicians frequently express concerns about their compensation. Many technicians feel that despite the complex, skilled work they perform—including surgical assistance, anesthesia, patient care, and diagnostics—they are not compensated adequately. The Merck Wellbeing Study reinforces this sentiment, revealing that feelings of being underpaid contribute significantly to job dissatisfaction, burnout, and a lack of motivation to pursue further professional development.
Why It’s Important:
Providing professional growth opportunities is crucial for retaining skilled veterinary technicians. When technicians see a clear path for career advancement—whether through leadership roles, advanced certifications, or specialization—they are more likely to stay engaged and committed to their roles. This not only benefits the technician but also enhances the practice’s ability to offer specialized services, leading to better patient care and increased clinic revenue.
Moreover, addressing the issue of compensation is critical. Technicians who feel undervalued financially are less likely to invest in their own professional growth. Competitive wages tied to skill level and advanced certifications incentivize technicians to continue learning and improving their expertise, ultimately benefiting the veterinary practice. According to NAVTA’s data, technicians who receive opportunities for both growth and fair compensation report higher levels of job satisfaction and longevity within the field.
How to Address It:
Veterinary practices should offer clear professional development plans that outline potential career pathways for technicians. This could include creating lead technician roles, offering specializations in areas like anesthesia or dentistry, or encouraging technicians to pursue higher education. Providing support for these opportunities, such as through financial incentives or flexible scheduling for continuing education, can further motivate technicians to invest in their professional growth. Additionally, addressing compensation disparities by offering competitive pay and salary increases tied to skill development is essential to retaining talented technicians and fostering a motivated workforce.
Why These Issues Matter
Addressing these six key areas—being appreciated, being fully utilized, addressing reciprocity, creating a positive workplace culture, providing mentorship, and establishing professional growth pathways—goes beyond just improving the work experience for veterinary technicians. These factors have a direct impact on the overall success of a veterinary practice. Happy, engaged, and empowered technicians contribute to better patient care, increased client satisfaction, and a more efficient and harmonious workplace.
Moreover, in an industry facing staffing shortages and high turnover rates, focusing on what veterinary technicians want is a crucial retention strategy. By understanding and addressing the needs of their technicians, veterinary practices can create a work environment that not only attracts top talent but also encourages long-term commitment and growth within the profession.
Conclusion
Veterinary technicians play a vital role in every aspect of veterinary care, and their needs deserve attention. Recognizing their contributions, utilizing their full skill set, reciprocity, fostering a positive workplace culture, providing mentorship, and offering clear professional growth pathways are essential steps toward creating a fulfilling career for veterinary technicians. Ultimately, a happy and supported veterinary technician is not only beneficial for the individual but also for the entire veterinary team and the patients they serve.
By prioritizing these issues, veterinary practices can ensure that their technicians are not only thriving in their roles but are also contributing to the long-term success and sustainability of the practice. It's time to listen to what veterinary technicians want and take action to make those desires a reality.