To assess the degree of burnout among veterinary practitioners, Dr. Ivan Zak, co-founder of Veterinary Integration Solutions conducted a survey of veterinarians, veterinary technicians, and administrative staff — and made quite a few discoveries. 

Burnout remains a severe problem in the veterinary profession 

The survey confirmed that burnout remains one of the most significant issues negatively affecting the veterinary profession. While most vet professionals find their work meaningful and their job satisfaction is generally high, the degree of burnout due to work demands is increasing. Respondents showed a dangerously high level of distress, signs of physical and emotional exhaustion, and felt a sense of dread when thinking about work they had to do.

“A high degree of job satisfaction was one of the important findings of my study“, Dr. Zak explains. -”It proves that a good veterinary staff member genuinely loves animals; therefore, they are dependable and motivated to ensure the continued success of the hospital. Hence, the real problem is the high degree of burnout among vet professionals.”

Younger veterinary professionals are more vulnerable to burnout

At the same time, Dr. Zak made some unexpected discoveries, and one of them was a direct correlation between the age of the respondent and the burnout rate. According to the survey results, the age group under 30 (which constituted 27 percent of respondents), showed the most significant burnout among veterinary professionals. 

Aside from burnout, Dr. Zak also collected information regarding levels of physical energy and enthusiasm while at work. The results indicated the same relationship; professionals in the younger age group were less enthusiastic and more physically exhausted than their peers in other age groups.

“This finding is even more alarming because in general, the veterinarian population is young. For example, 38 percent of U.S. vets are age 40 and under,” Dr. Zak says. “The reason for higher burnout can be that the younger generation places more emphasis on the work-life balance. It’s harder for them to handle long hours or experience frustration from other factors such as the lack of control when dealing with problems at work.”

Veterinary technicians have the most dangerous level of burnout

The survey collected a sample representing as many staff positions as possible: receptionists, veterinary assistants, hospital managers, veterinarians, and veterinary technicians. To compare different roles of veterinarians, all participants responded to the same statement: ‘I feel happy at work … “ While analyzing results, Dr. Zak made an alarming discovery — there is a dangerously low level of job satisfaction among veterinary technicians — which is significantly worse than the satisfaction rate of the veterinarians. 

“Most previous studies focused on veterinary doctors only and did not find a high burnout rate among veterinary technicians. That is why it was important for us to survey technicians, receptionists and hospital managers. This is an under-researched and under-reported industry problem that needs to be immediately addressed,” - Dr. Zak says. “Often, techs are the undervalued force in the clinic setting and are stretched thin with the heavy caseload, excessive time spent on paperwork and reporting, long hours, and additional shifts. Their work is just very hard — physically and emotionally.“ 

A minor part of the survey consisted of veterinary assistants and "non-vets," which contributed to the study's success. Even though only a small percentage among non-vets (office managers, receptionists, clinic managers, etc.) participated in the study, they also experienced burnout. Their roles in the whole clinical experience for clients and patients should not be underestimated. That is another reason why it was crucial to include and analyze more diverse groups in this study. 

“This finding might be a solid reason for practice managers to dedicate attention to the conditions vet technicians work in and how they can improve the current situation,“ - Dr. Zak continues. ”A feasible way to do this is to offer a more flexible work schedule, better recognize their team’s contribution, and introduce new non-monetary incentives and growth opportunities.