What makes a good leader?

This blog was written by Vasiliki Bitou DVM MRCVS on behalf of the VetLed team.

A scenario where all employees return from work happier than they came in the morning is not a dream, it's achievable. But, as leaders, where do you start?

There is a correlation between happiness and engagement in the workplace. Happiness brings emotional energy but can lead to unfocused employees. In contrast, engagement brings purpose and clarity but can create a competitive environment. The key is balancing happiness and engagement to achieve a productive and positive workplace. After all, no practice will be successful in the long term without prioritising team engagement.

In this blog, we explore how to keep your team engaged with company values and happy at work.

Connecting with the Bigger Picture

One of the main reasons employees in the wider world of workplaces feel disengaged is because they are only involved in specific parts of the production process and not engaged with the final product. This can make their work feel fragmented and less meaningful. In the veterinary profession, we are fortunate because most employees are invested in the patient from start to finish. This direct involvement in the outcome is a unique advantage. However, to take engagement one step further, it is crucial to proactively remind each employee of the vital role they play in the overall process. Each team member should understand where they fit in the bigger picture and why their job matters. The higher their level of engagement, the better their job satisfaction.

Establishing the worth of every employee and justifying why their job is unique is the first step, but the next step is empowerment. Allowing your team to make decisions gets them involved. It is not about telling them how to do things - "your way" isn't the only way. Although letting your team make mistakes and learn from them might feel risky and uncertain, even as an experienced manager, being supportive, approachable, and withholding unnecessary judgement, thereby creating a psychologically safe workplace will promote individual and team growth. Creating plans and problem-solving is essential for feeling productive, involved, and engaged.

Quality coaching

‘As a leader, your role is to engage your team not only in identifying the problems but in thinking about solutions.’

Employees need regular one-to-one meetings, including performance reviews, opportunities to receive recognition as well as, foundationally, building strong working relationship with senior members of the team. Remember that your team members experience any problems and inefficiencies with practice life first-hand. Acknowledging their ideas and validating their perspectives helps to nurture your relationship and positively changes your practice culture. On the other hand, not allowing your team to express their struggles, irritations and, on the flipside, their ideas, will frequently lead to poor team wellbeing, burnout, and loss of staff. As a leader, your role is to engage your team not only in identifying the problems but in thinking about solutions. Their problem-solving skills are like muscles - the less they’re used, the weaker they become.

Beyond the Payslip

Salary is important, but a good salary alone won’t guarantee happy, engaged, and productive staff. In this modern world dominated by specialisation and competitiveness, employees want to grow and develop their knowledge and skills. Providing clear and constructive feedback and ensuring that employees understand areas for improvement and how they align with company values and goals is crucial. Additionally, offering CPD and training opportunities is essential, including vet and vet nurse professional development and non-clinical team members’ training programs. Creating ‘guidelines’ to promote work-life balance (e.g., no emails after work hours) and ring-fencing time inside work for breaks, and outside of work for socialising, hobbies and rest is important to foster team spirit and improve mental health.

The Next Step

Working within the veterinary vocation requires those who practice to bring a great deal of themselves to the job. With that comes vulnerability and the need to prioritise our wellbeing, but it also gives us the power as both leaders, and as employees, to shape the future of the profession we love. If you’re a leader who wants a happier, healthier, and more productive team, join the VetLed Leadership Programme. Find out more at www.vetled.co.uk/leadership.