Bridging the Gap: What Clinics Can Do to Support New Doctors Immediately

Practical steps any practice can take to help new veterinarians succeed.

Every veterinary leader knows the importance of mentorship, but many feel unsure where to start. The good news: you don’t need an elaborate program to make a big impact. Small, intentional actions can change a new doctor’s entire trajectory.

Step 1: Assign a Primary Mentor

Designate one experienced veterinarian as the go-to person for the new hire. This avoids confusion and ensures consistency in feedback and expectations.

Step 2: Build in Regular Check-Ins

Create protected time once a week (even 30 minutes) for case reviews, challenges, and encouragement. Consistency is more important than length.

Step 3: Encourage Shadowing and Observation

Allow new doctors to sit in on surgeries, complex cases, or difficult client conversations. Learning by watching is invaluable — and too often skipped in busy clinics.

Step 4: Provide Communication Training

Role-play difficult conversations with clients, review common scenarios, and give scripts or frameworks. Many new veterinarians report client interactions as their biggest stress point.

Step 5: Normalize Asking for Help

Create a culture where questions are welcomed, not judged. When a new doctor feels safe admitting what they don’t know, everyone wins — patients, clients, and the practice.

Step 6: Support Beyond Medicine

Mentorship isn’t just clinical. Guidance on work-life balance, boundaries, and emotional intelligence helps doctors avoid early burnout.

Why It Matters

A supported new veterinarian grows faster, stays longer, and contributes more positively to your practice culture. The time you invest in mentorship today prevents turnover, preserves morale, and strengthens your clinic’s reputation.

Takeaway: You don’t need a perfect system. You just need to start — and stay consistent.