Practice Management

Consider this your reminder postcard, folks. With new canine treatment guidelines out now, its a perfect time to revisit your protocols to make sure your veterinary practice is current on heartworm prevention and treatment for cats and dogs.

The clinical team in the exam room tells a veterinary client all about parasite preventives. But the client may ask anybody in the hospital, including receptionists, Do I really need to shell out money for this? Is everyone armed for the conversation?

If your veterinary clients have the questions about whether they really need to buy and administer heartworm preventives, this client handout can kick off a conversation.

Discover digital tools that allow you to communicate and collaborate with your veterinary team, when a meeting really isnt necessary.

These jobs provide a similar pay rate to those in the veterinary industrythey also require little to no formal education.

Taking away the veterinarians anxiety over behavior cases Or, how my staff keeps me cool when Boris is on the books.

The creator of this salary-plus-production doctor compensation system answers a readers detailed question about a particular patient involving client education, blood work, medications, technician-only visits and more.

A vaguely worded handbook may result in a tangle of litigation. Heres what you need to know before presenting one to your team members.

If you like telling friends, family and colleagues what to do—and as a smart, solution-driven veterinary professional, you just might—it’s time to ask whether it’s what people you care about actually want or need in conversations with you.

A veterinary practice’s success is highly dependent on employee commitment and engagement, both of which skyrocket when constructive feedback is offered.

Human medicine provides a cautionary tale.

But if youre going to rule the world, you might still need to break some harmful habits to be an effective leader in veterinary practice.

Know what youre feeling, pause before reacting, and help yourself and your team. Betsy Charles, DVM, MA, executive director of the Veterinary Leadership Initiative, worked with Fetch dvm360 in San Diego attendees to think about how.

Youve changed things this year in your veterinary practice? Human beings are resistant to change, and your veterinary team members are human beings. Here are some basic steps to face this.

Coverage options, halted in 2013 after regulatory changes, will be available to some members and their employees starting in July.

Instead of forming a knee-jerk opinion, start asking questions. You'll get a clearer picture of how things got the way they are.

Happy employees, happy veterinary practice. Here are some ways to establish high levels of employee engagement within your company culture.

There is no secret to retaining veterinary customers. Just do a few things right every time, and your practice will thrive.

Step No. 1 for equine veterinarians? Dont bill in the first place. (But if you do, Ive got advice for that too.)

Decision-making shortcuts can ward off mental fatigue in your life and veterinary practice.

Balancing the demands of parenthood with a veterinary associate job is no easy undertaking. Neither is running a successful business. Here both sides plead their case.

Hit one of the three Rs of retention, says Katie Adams, CVPM.

If your practice is located near a veterinary school, there is a gold mine of potential new employees waiting for you.

Acts of violence at veterinary clinics remain relatively rare, but owners and staff should be prepared.

Less than half of veterinary team members are able to manage stress, managers worry in a small survey from the Veterinary Hospital Managers Association on veterinary team well-being and job satisfaction.

If casual comments offend someone in the veterinary workplace – even if they're made in jest – steps have to be taken.

A veterinary student wearing a Ralph Lauren jacket can still muddy up and get the job done.

Not everyone working in a veterinary hospital has kids (or wants them). How can you, as a practice owner or manager, fairly accommodate everybodys work schedules?