5 Reasons Some Veterinary Clinics Struggle to Keep Relief Veterinarians

I’ve worked in a lot of different veterinary hospitals (over thirty at my last count!), and I’ve started to notice some recurring patterns. 

Many clinics struggle to find coverage, while others seem to have veterinarians lining up to fill their shifts whenever help is needed. I started thinking: why do some clinics struggle so much? What sets the good clinics apart? 

Most relief vets understand that every clinic has its challenges and quirks. Perfection isn’t expected, although we do require an environment where we can do our jobs well. 

Here are five reasons why a clinic might be struggling to hire and keep relief veterinarians. 

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1. The Team is Always in Crisis Mode

There are some veterinary clinics that I now avoid whenever possible. Why? Because my blood pressure spikes as soon as I enter the treatment area. Every shift it is the same story: we’re overbooked, understaffed, and leadership often has their hair on fire about something. 

I enjoy working at a busy practice. At a well-run, busy and productive practice, things go smoothly, the day goes by quickly, and I get to help a large number of pets. It can be difficult to explain to managers and practice owners that “busy” isn’t the deal breaker here; chaotic is. 

A busy day is no problem. Even one chaotic or “crazy” day every once in a while is expected. We all know that in vet med, stuff hits the fan all the time. But if every day feels like one new crisis… you might want to re-evaluate things. Relief veterinarians exist to support busy practices: but we can’t fix a broken system. 

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2. They Make Scheduling (and Communication) Harder Than It Needs to Be

There are great clinics that I would happily work at again, but we rarely end up working together simply because they don’t prioritize scheduling or communication. 

They send dates too late, change their needs frequently, and don’t confirm shifts on the front end or follow up afterward. There is no clear process for coordinating relief coverage, and everything feels disjointed from start to finish.

This often carries over into the actual shift. There may be no written protocols and no real system for rounding cases between doctors. This contributes to the chaos we talked about in section one. 

I am lucky in that I currently receive more requests for shifts than I have availability. Because of that, I have to say “no” far more often than I would like. The clinics that are most successful in securing relief coverage with me are usually the ones that plan ahead, communicate clearly, and make scheduling easy.

Ultimately, the clinics that consistently attract great relief veterinarians aren’t always the ones that pay the most or have the smoothest days. They’re the ones that prioritize communication, organization, and professionalism.

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3. The Staff Are Burned Out and Unsupported

I can tell a lot about a clinic based on how they treat their CSRs, techs, and assistants. Relief veterinarians notice culture almost immediately. And (spoiler alert!): how they treat their staff is usually a good predictor on how they will treat their veterinarians, including the relief vets. 

I was at a clinic recently and there was a combative client that was aggressively threatening staff. He was not fired by leadership, and I was flabbergasted. Flabbergasted, but not surprised when the next time I was at this clinic, the vet assistant that was most involved with this case had put in their two weeks notice. 

There is a huge contrast between a clinic with high turnover, toxic culture, and negativity versus a clinic that protects their staff, fires aggressive clients, and appreciates and supports their employees.  

If your clinic is a revolving door with high employee turnover, it should be no surprise that relief veterinarians don’t want to stick around, either. Unfortunately, this is likely indicative of a deeper systemic problem. Leadership should strive to find new ways to support your staff and improve your culture. It won’t be easy – and it’ll take a lot more than pizza parties – but it will be worth it in the long run. 

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4. They Don’t Understand the Role of a Relief Veterinarian

As a relief veterinarian, my goal is to fit in as seamlessly as possible with your practice. Like a chameleon, I want to blend in with your culture and standards of care to create an experience for our clients and patients that isn’t disruptive or confusing. However, I am not an associate veterinarian, and relief veterinarians and associates fill fundamentally different roles.

The role of a relief veterinarian is to keep things moving on the floor. My job is to step in, see patients, and help animals. I keep the doors open so that your patients can be seen while you are away. I am here to provide a smooth experience and fill gaps in care.

An associate veterinarian, while they also see patients, is more intimately invested in the long-term care of patients and has long-term relationships with clients. They are more invested in the clinic’s financial future and reputation, and are more involved in operations, inventory, and the day-to-day management of the practice.

If a relief veterinarian is constantly bogged down with client callbacks (especially regarding patients they’ve never seen or complicated cases), questions about operations or practice protocols, or dealing with chronic, long-term cases, this can keep them from their primary role: seeing patients and filling gaps in care.

The clinics that work best with relief veterinarians understand where we add the most value. This will vary from vet to vet, but for me, I want to be on the floor, seeing rooms and helping animals. I don’t want to be a practice manager, financial advisor, or babysitter.

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5. They Make Everything About the Numbers

Let’s talk about production. 

I believe a well-utilized relief veterinarian should be able to generate revenue for a practice. In a well-run hospital with an appropriate schedule, a relief veterinarian can often cover their cost and contribute meaningfully to the financial success of the clinic.

However, one of the biggest mistakes I see is reducing the value of a relief veterinarian to a simple production calculation. The reality is that relief veterinarians provide value in ways that don’t always show up on a production report.

When I recommend a dental cleaning, surgery, diagnostic workup, or long-term treatment plan, that often generates revenue for the practice long after my shift is over.

When I see same-day sick appointments, I help prevent clients from seeking care elsewhere. Every client who stays with your practice instead of visiting the clinic down the street represents value that can be difficult to measure.

When I cover shifts during vacations, maternity leave, staffing shortages, or periods of growth, I help keep your doors open and your schedule available for wellness visits, preventive care, and ongoing client relationships.

And perhaps most importantly, I help reduce the burden on your existing team. A veterinarian who can step in, support the staff, maintain continuity of care, and create a positive experience for clients provides value that extends far beyond a daily production report.

Production and financial stability matter. However, relief veterinarians are more than a line item on a spreadsheet.

The best clinics understand that relief coverage is not simply an expense. It’s an investment in patient care, client retention, team wellbeing, and the long-term success of the practice.

And another note? Never pressure your relief veterinarian about production. They don’t have control over your schedule and your systems. The fastest way to scare away your relief veterinarian is to make your numbers their problem. 

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Conclusion

The truth is that this blog post is really a love letter to the many outstanding clinics I’ve worked with throughout Kentucky and Ohio.

The best hospitals aren’t perfect. They still have difficult days, staffing shortages, unexpected emergencies, and the occasional dumpster fire. Veterinary medicine is messy, and every clinic faces challenges.

What sets great clinics apart is how they respond to those challenges.

The best clinics I work with communicate clearly, support their people, and respect everyone’s time. They understand how to utilize relief veterinarians effectively. Most importantly, they create an environment where doctors, technicians, assistants, and CSRs can do their best work.

Not surprisingly, those are also the clinics that never seem to struggle finding relief coverage.

Relief veterinarians talk. We remember which clinics are organized, supportive, and enjoyable to work in. We also remember the clinics that leave us counting down the hours until the end of the shift.

The good news? Every item on this list is fixable. A clinic doesn’t need to be perfect to become a place that relief veterinarians are excited to return to. It simply needs to be intentional.

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I’d love to hear your thoughts.

If you’re a relief veterinarian, what would you add to this list? If you’re a practice owner, manager, or associate veterinarian, what do you think makes a clinic a great place to work?

Leave a comment below or continue the conversation inside The Relief Room, my private community for relief veterinarians.