Some key questions answered on enhancing employee engagement in this episode

1. 1. What is the significance of employee engagement in veterinary clinics, and how can understanding and meeting team needs transform clinic culture, productivity, and success?
   2. According to the 2024 Gallup report, what are the global statistics on employee engagement levels, and how do these levels impact the veterinary industry?
   3. How do engaged employees contribute to higher profitability, customer service, and quality outputs in veterinary clinics?
   4. What role do managers and team leaders play in driving employee engagement, and how can they create a culture of engagement within their teams?
   5. What are some practical strategies for identifying and addressing employee disengagement in veterinary clinics, both at the individual and team levels?
   6. How can veterinary professionals rediscover their professional motivation and engagement if they have lost their enthusiasm for work?
   7. What are the benefits of creating a psychologically safe space for team members to share their aspirations and concerns in veterinary clinics?
   8. How can setting small goals and reflecting on daily achievements help individuals reignite their passion for work and improve their engagement levels?

Vet Staff Podcast episode 191 offers valuable insights for veterinary professionals in leadership (for example in HR, Practice Management, Lead Vet and Head Nurse) to enhance employee engagement, grow teams at their clinics that connect and communicate in a powerful, productive and professional way.

Understanding Silent Quitting (Quiet Quitting) in Veterinary Clinics

In the latest episode of the Vet Staff podcast, host Julie South delves into the concept of “silent quitting” or “quiet quitting” and its impact on veterinary clinics.

This phenomenon, which has gained traction in the wake of the COVID-19 pandemic, refers to employees doing the bare minimum required by their job description, without going above and beyond or displaying a strong commitment to their work.

The Impact of Silent Quitting

A 2023 NZ study revealed that approximately one in five businesses is experiencing “quiet quitting” within their workforce.

This subtle yet impactful issue can significantly affect productivity and morale over time. It’s a passive form of resistance where employees gradually disengage without explicitly expressing their dissatisfaction.

The Difference Between Silent Quitting and Disengagement

While silent quitting is often confused with disengagement, they are different.

Disengaged employees may show more overt signs of dissatisfaction, such as poor attendance, negative attitudes, and subpar performance. They may actively disengage from their work and their team, creating a toxic environment that drags down morale.

Silent quitters, on the other hand, may not be visibly disruptive, but their lack of engagement can still have a significant impact on the practice.

Recognising and Addressing Silent Quitting

As a practice leader, it’s critical to be on the lookout for the signs of silent quitting and start taking proactive steps to address it.

Understanding what motivates your team and setting clear expectations for performance and engagement are key. Regular one-on-one meetings with team members can help identify their needs, challenges, and aspirations.

The Role of DISC Assessment

The DISC assessment tool can be a powerful aid in understanding your team’s communication styles, motivations, and work preferences.

It can help tailor your management approach and communication style to better meet their needs.

The Importance of Team Engagement

A highly engaged team is high energy, has enthusiasm by the boatload, and shares a sense of purpose.  Everyone communicates openly and respectfully, and they work together to achieve common goals.

On the other hand, a disengaged team usually has low morale, lacks motivation, and effective communication is almost non-existent or it’s destructive.

Action Steps for Employers and Employees

For employers, scheduling regular one-on-one meetings, encouraging team building, providing training and development opportunities, and modelling vulnerability and transparency are crucial.

For employees, preparing for one-on-one meetings, investing in a personal DISC assessment, and communicating openly and proactively are key.

Looking Forward

In the next episode of the Vet Staff Podcast, the focus will be on coordination and consensus in problem-solving. This will equip you with skills and know-how to safely navigate team challenges with confidence and to consensus.

In conclusion, whether it’s silent quitting or more overt forms of disengagement, the key is to stay tuned into your team’s needs and take action to promote a healthy, productive workplace.

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