Practice Management

Launching in 2024, the North American Association of Veterinary Receptionists (NAAVR) will provide CE for customer service representatives in many areas, including conflict resolution, great customer service, and hospitality.

It’s not all about the Benjamins, but a lack of fair compensation is the top driver of tech turnover. However, meeting the financial needs of this role might not be as big a stretch as you’d expect.

Nonmedical skills are fundamental to the health of a practice’s team.

The goal of a loyalty program is not just to increase transactions, but to deepen connections between your clients and your practice.

With two techs, a veterinarian can see two appointments in the same amount of time it would take to see just one.

In this article, we’ll look at some of the ways that AI can be put to work for you. These include integrating with your practice’s software platform, managing online reviews, and using AI to generate job descriptions and engaging staff bios for your website.

Need help writing great bios for your amazing team or posting a job description? Artificial intelligence can give you the drafts to start with—then you refine and add that human touch.

AAHA’s white paper “Stay, Please” has interactive ways to explore the nuances of who’s planning to leave veterinary practices and why. Associate DVMs and credentialed techs have the same top 6 retention and attrition factors. Can you guess what they are?

Do you know what keeps your happy employees happy and what’s driving the unhappy ones away? AAHA’s white paper “Stay, Please,” includes interactive graphics that break down the reasons people stay in vet med (retention) and why they leave (attrition).

How you increase employee retention might be practice-wide or it might focus on specific job roles where you see the highest turnover. AAHA’s “Stay, Please” white paper has the data to inform your next move, regardless of which strategy you choose.