Moving beyond the handbook: Embedding positive culture in your veterinary workplace

Many workplaces draft a code of conduct, stick it in a handbook, and tick the ‘culture’ box. But written policies are not enough. Genuinely excellent employers go beyond paperwork to weave a healthy and supportive culture into every aspect of their operation using transparent leadership and open feedback.

The Common Culture Misconceptions 

Cultivating a positive workplace is vital for any team that wants to retain excellent staff and make themselves an attractive option for recruitment. And it requires active, daily maintenance. Many leadership teams mistakenly treat culture as a static HR issue to delegate to management. This underestimation of team engagement results in a failure to address underlying issues affecting morale and trust. 

This misconception also extends to development. True learning does not just mean formal CPD days. If learning only happens during scheduled sessions, it is not embedded in your culture. 

How to Tell When Culture is Truly Embedded 

An embedded culture is visible in everyday interactions. Leaders foster psychological safety so team members share ideas or concerns without fear of reprisal. Values reflect in how you handle challenges, celebrate success, and supportively manage mistakes through constructive complaints processes. 

In practice, I love seeing vets and nurses discussing cases in clinical or morbidity meetings, asking what they can learn from each other. I have watched vets share knowledge while operating, sparking discussions that support the whole team. A lived-in culture allows new team members to integrate quickly and naturally uphold your standards. 

My Advice for Practices Seeking Accreditation 

If you are working towards building a great workplace and earning your accreditation, focus on genuine engagement through simple ongoing actions: 

• Listen to your team actively to ensure they feel heard, valued, and supported every single day. 

• Act on feedback directly to show their input impacts daily practice operations. 

• Lead by example consistently by aligning daily management decisions with your stated values. 

• Greet every staff member every morning to read the room and gauge morale. 

• Invest heavily in coaching and mentoring to encourage your people to be their best. 

• Commit to the BVA Great Workplaces scheme by putting it at the top of your priority list. 

Take the time and make a consistent effort. When you invest in your people, everybody wins. I truly wish I had access to the Great Workplaces initiative when I was running a practice, as I would have learned so much from it. It is the ultimate roadmap to evaluate, adapt, and elevate your environment. Good luck, everyone!