Phase 1

Phase 1 of Stay Please identified what, exactly, was pushing people out of clinical practice, along with the factors that inspired people to stay in their jobs.

Over 14,000 veterinary professionals, representing all roles in clinical practice, responded to the survey, and it was apparent that, while several of the factors were critical, they weren’t all important in the same way.

Some factors, like fair compensation, were stronger as attrition drivers, meaning that, when done poorly, they pushed people away. Others, such as the ability to practice modern and/or sound medicine, were much stronger as retention drivers—in other words, they drive people to stay when they’re done well.

This allowed us to build our Veterinary Hierarchy of Needs.

The base of the pillar is made of the strongest attrition factors because, if a practice hasn’t gotten that right, it’s unlikely any of the retention factors at the top will improve their staff retention.

The middle is comprised of factors that tend to be quite strong as both attrition and retention drivers—so, whether they’re done poorly or done well, they make a difference in making employees want to leave or stay.

Those at the very top matter most in terms of retention; if they’re done poorly, they don’t tend to repel people, but they inspire strong loyalty when they’re done well … assuming the factors below them are also in good order.

But all these findings left us with an important question:

What do these factors mean?