May 20, 2022 • 16 mins
In This Episode:
Dr. Stacee and Dr. Caitlin chat about tips on how to keep or attract rockstar veterinarians.
Listen in to learn about their takeaways on what every associate DVM wants!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Dr. Stacee (00:03):
Welcome to #IVETSOHARD technology and
workflows that really work thenot so serious podcast for
seriously busy veterinary teamsbrought to you by Vet2Pet.
Dr. Caitlin (00:13):
Listen for quick fun interviews with veterinary
professionals, who've retrievedand actually held onto their
sanity, happiness, and successby learning a few new tricks and
embracing efficient processesthat actually work.
Dr. Stacee (00:26):
I'm Dr.
Stacee Santi
Dr. Caitlin (00:28):
And I'm Dr.
Caitlin Dewilde.
Dr. Stacee (00:30):
And this is #IVETSOHARD
Dr. Caitlin (00:34):
Hey, did you see that article about Airbnb and
it's remote work employeesituation?
No, I missed that one.
Uh, so super cool.
Uh, I'll send you the link, butAirbnb basically came out and
said, you know, their employeescan work from anywhere, um,
without losing pay for bigchunks of time and their, the
(00:58):
article, they had just such anoverwhelming response.
They had more than a millionpeople come to their jobs page
and try to apply for positions.
And it got me thinking, numberone, how do I do this?
how do I, how do I, howdo you go to work for Airbnb?
Yeah, because it's 93 degrees onour like first day of spring
here in St.
Louis.
So that's great.
Um, but I think moreimportantly, how do, how could
(01:22):
we do something in vet med?
Cuz obviously our people cannotall work remotely, but how do we
possibly do something that is soattractive right to employees so
that we're gonna get 800,000busy?
Dr. Stacee (01:36):
Well, the deal is okay.
Most practices I talk to are inneed of an associate and they're
desperately interested inkeeping the associates they
have.
So we need to talk about whatcan we do as practices to
attract and retain rockstarveterinarians.
(01:59):
And it isn't all about the moneyas the Airbnb people are saying
it's about being able to workremotely or have some
flexibility.
And so this whole idea just cameto us guys.
This let's talk about somethings you can do at your
practice to be attractive to anassociate.
So they either a don't leave orB can't wait to come work for
(02:22):
you.
So I think it's important tothink about, you know, obviously
as vet professionals, we can'tdo our entire job remotely, but
I think we should not beminimizing the parts that could
be done remotely.
Um, and that might not be anevery day thing or a like every
week, like you could, you know,work remotely for, you
(02:43):
know, three months like Airbnb.
Dr. Caitlin (02:44):
But when I think about my time in practice, um,
when I meet and even now when Igo to the clinic, I generally do
something at home first or afterI get home because I would much
rather spend that time at myhouse than in the clinic.
Right.
So what I mean by that is maybeconsidering a having cloud based
(03:08):
if possible, if you were hiring,like right now, I would not take
a job in a not cloud basedpractice.
I just would not having been inone and having been for 14 years
and not one I would knowa lot like that would be a
deciding factor to me.
And I don't wanna minimize thepeople that are like, well, I
don't wanna have to do work athome if you're that person
that's totally cool.
(03:29):
And I am not saying that youshould, I think it still should
be, you know, your whateverhours you agreed upon, but if
you were telling me like, Hey,you could do some of those
callbacks, uh, tomorrow on yourday off without having to come
into the clinic or Hey, your kidis a soccer game at four o'clock
and you really wanna go or seveno'clock like my kids but
(03:51):
I will often, I mean, I haveliterally done communications
from my car at soccer practice.
Like not like last week I didthat but I could.
And that was what was awesomebecause I didn't have to be in
the building, my old practice ifI had to, if I had a crazy day
and I needed to catch up, Iwould literally have to come in
on my day off to do that becausethere's no way to access the,
(04:15):
the records or the blood work oranything.
And knowing that now I wouldjust never, ever go back to
that.
Well, and if you're trying toattract new talent, so just
picture it Sicily 1920, butpicture it really that what if
you were able to say to this newassociate, Hey, you know, every
(04:36):
other week you can come in at9:00 AM instead of 7:30 AM.
And then on the alternate weeks,you get off at 4:00 PM instead
of 5:30 PM or 6:00 PM, becauseyou can go at home and do your
charts.
Dr. Stacee (04:51):
If you want, you can stay here and do your charts if
you want, but we're gonna giveyou time to work remotely to do
some of the paperwork in, in arecent podcast, we actually
added up, like if you see 15appointments a day, that's an
hour and a half of paperwork.
So building that in to maybe theremote side of a hybrid job
(05:12):
could be really attractive to alot of veterinarians, a hundred
percent.
And I think, you know, this is adifferent episode and we're
focusing on vets here, butthere's even more opportunity
for this for some of our supportstaff.
So listen to those episodes, butyeah.
Okay.
What else could we do that wouldmake our careers page really
stand out?
Well, if it was me, I wanna knowthat you have, there's a
(05:35):
process, a standard.
So P for end of the dayemergencies and after hour
stuff, I, I feel like so jealousof those veterinarians that work
in a city that have an emergencyclinic because for the rest of
us, that work kind of in ruralareas, you are the emergency
clinic and having a plan at theend of the day, like who's gonna
(05:59):
be the late person that daywould be really important
because otherwise it turns intolike everyone just feels guilty
in everyone's days and it'sexhausting ex especially in
summer.
So that to me has been one ofthe biggest strains on my career
is having to handle end to daystuff and not being able to get
home on time.
Dr. Caitlin (06:22):
I think, uh, another plug here and again,
having also been in that ruralenvironment would be some of the
new services that are availablefor pet triage or after hours,
like on call again, likecouldn't pay me enough to do on
call at this point.
I mean, I just actuallycouldn't, I couldn't with my
kids, but you know, if I hadsome reassurance, even now I had
(06:45):
some reassurance at that my, mypatients were getting
information when they needed itand that my practice provided it
as opposed to them having to gosit in the parking lot at the ER
for five hours for, uh, youknow, their lab, the eight,
three M and Ms.
Like, you know, if you have someof those pet triage services or
something like guardian vet orany of those services, I think
that would be a real perk.
(07:06):
Yeah.
Dr. Stacee (07:07):
The ones I know about are guardian vet, which
will basically handle afterhours or even overflow calls,
um, vet triage is another oneand they, they have a pretty
cool service too.
And then there's another onecalled pet triage, which is more
of a symptom tracker, self servekind of thing with the option to
(07:28):
talk to a doctor at the end ofthat.
So that's pretty attractive ifyou're an associate to just know
that you're not gonna have toshoulder all of that, your own
self.
And even, even honestly itdecreases some of the stuff you
have to do the next day, right.
It's already been, so that's
Bash Halow (07:49):
Have you heard of Vet2pet?
It's the only customizable allin one client engagement and
communication platform inveterinary medicine Vet2Pet's
loyalty program is proven toincrease practice revenue and
their robust reminders mean thatpractices can stop paying for
multiple communicationplatforms.
Vet2Pet manages it all visitvet2pet.com/ ivetsohhard that's
(08:14):
vet2pet.com/ IVetSoHard.
Dr. Caitlin (08:23):
Our third point in something that I think would be
really appealing to a lot ofpeople is to have a boss and or
a manager that actually give a about you, um,
and advocate for you.
Um, I don't think we, I don'tthink most practices are in the,
um, habit of pointing that outon their job ads.
(08:45):
So, and I know that's harder todo today in, in the corporate
environment.
Um, but if especially corporateor not like if there's a
management or leadership personthat can and will care about you
as a person, I think that isjust vital to, um, to a lot of
(09:05):
people, especially like a newergrad or a younger, younger
veterinarian, they need that,um, really is a human.
We kind of need it.
So I think pointing that out, Iknow that's not really a
technology concept other thanput it in your job ad
that there is somebody that,that cares and will, will have
that relationship.
Dr. Stacee (09:26):
Yeah.
We need a Dr.
Weber from Grey's anatomy.
That's gonna be there when you,you know, kill the animal or,
you know, make, get a clientthat's going off the rails on
you.
You're gonna need that help.
And you're gonna need someone inyour corner.
When I took my job here inDurango, I came to interview and
it was the dreaded husband,wife, doctor manager, owner
(09:49):
situation.
And yeah, everybody I wastalking to was like, yay, are
you sure?
Are you sure?
Like those are notorious forbeing horrible environments.
I couldn't have been moreblessed to have a boss and
manager that were married thatwere both hugely advocating for
me together.
And if you can have that kind ofenvironment, it's, it's amazing.
(10:12):
So make sure both of them getalong, make sure that if you
don't get along, you're at leastpretending and showing to the
outward employees you get along.
Because when there's tensionbetween the boss and the
manager, it's really bad ingeneral for all of the
employees, but primarily theassociates.
(10:33):
Nice.
What else do you think we shouldhave on our, our list?
Well, I think modernveterinarians, they wanna have
technology that they can use toreach clients.
They wanna be able to textclients.
They wanna be able to, you know,share pictures and do videos and
things like that.
So you've gotta give them thosetools, I think, and let them use
(10:53):
them.
Cuz that's the other thing, likeI've definitely been in a
practice where we could haveused it, but we were not
allowed.
So, or like saying you can't useyour cell phone.
I mean, I don't know about all,I'm not a fan of that.
I understand the, the reasonsthat people say that, but I
think if we're trying to attracthigh quality, high performing
individuals, giving them thosetools and resources to do their
(11:16):
job is gonna make'em very happy.
I even think like giving eachdoctor the latest iPhone, like
that's, although it's aninvestment, it's huge perk.
If I, if I get good technologyto work with.
Yeah.
If, if it's a good technology isa it's nice perk, which is
(11:37):
great, but also think about whatare they going to be more
efficient.
I am very efficient at typing anemail or sending a text or an
app notification or doing a loomvideo.
I am not efficient at callingcuz I am not a caller typer at
the same time.
So to me it takes longer to calland then inevitably leave a
(11:58):
voicemail and then wait for themto freaking call me back, which
I'm not around for or availablefor that standpoint.
And then document the wholething.
I am much more efficient and Iwill deliver an excellent and
excellent communication andrelationship via email.
Dr. Caitlin (12:14):
For sure.
So I think, you know, havingthat technology again, you know,
plug for, you know, differentservices, especially if they're
already integrated with yourPMs, like I think that's, that's
the way to go, but um, I thinkbeing able to communicate in the
ways that you want tocommunicate and are are good at
and are realistically probablybetter for the clients too and
(12:38):
are more efficient, just do it,enable it, let it go, let it go.
Dr. Stacee (12:44):
Which brings us to our fifth one, which is
supporting and enabling goodcommunication in the team.
So not only am I talking aboutin person communication, which
captain obvious is like reallyimportant, but I love being able
to digitally communicate withthe team like with slack because
(13:05):
I think it's fun.
I like, I like I'm such a dorkyperson.
I like expressing myself throughgifts and memes and it actually
builds relationships in a waythat don't feel so, um, cliquey
it is allows you to have goodrelationships amongst the whole
team and be super efficient.
(13:26):
So you don't drop the ball cuzwhen you drop the ball, you feel
like crap.
If you're an associateveterinarian.
And so having to like personallygo talk to each person about Mrs
.
Smith might come in and shemight say this and I wanna make
sure you say that like it'sgonna be way better if I can
just send that through a slackto everybody.
Dr. Caitlin (13:44):
Yeah.
I, you know, again, all the, allthe tech tools that should be
giving us, um, you know, perkshere and we're not, but slack,
we've done an episode on it.
You and I basically live inthere now.
Um, honestly even my clinic usesslack constantly.
I've found in my practice.
It really has helped minimizethe like back versus the front,
uh, cohort cohorts.
(14:06):
You know, I feel like thethere's a more cohesive team
flow.
I also can't say enough about itfrom the standpoint of being
asynchronous.
So if somebody's off, they'renot getting a text message on
their phone.
Right.
So I, I think that's reallyimportant from a work life
balance situation, even though Ihate that term.
Um, so, and they can access it.
(14:27):
We don't require anyone to haveit.
So if they don't wanna have iton their phone, they don't have
to, they it's on every desktop.
So I think that's great.
Honestly, before slack, we useda private Facebook group too.
So if you don't wanna, you don'thave to use slack, but obviously
we like that one.
So, uh, but I think that'sreally important.
I also will say that we've beenusing a new slack app called
(14:49):
donut, which just asks randomquestions.
Like what's your favorite movie?
How do you like your eggs?
Show us your favorite meme, likerandom things.
Yeah.
So, um, but it's a good way tolike, get to know some of the
people and again, find sharedcommonalities that are not like,
well, I've been here for sevenyears and you've been here for
(15:09):
three weeks, so we're nevergonna get along.
yeah, not that that'shappened at my practice ever.
That's never happened.
just saying.
All right, there you go.
Well, I think these, these tipsare really, um, I don't know
they're appealing to me, but.
Dr. Stacee (15:26):
I feel like I might wanna go get a job if any of
you're advertising for this sortof, uh, five part slam dunk,
call me up.
Maybe I'll come do some shiftsfor you.
uh,
Dr. Caitlin (15:37):
I can also say that I am hiring an associate
veterinarian and I will give youall of these things.
So if you're looking for a jobin St.
Louis, let me know.
Dr. Stacee (15:46):
All right, well thank you guys so much.
It was great.
Hanging out with you again, andWe look forward to seeing you
next week.
Thanks for joining us fortoday's episode of#IVETSOHARD
Dr. Caitlin (16:00):
Don't forget to head over to IVetSoHard.com To
download our top five takeawaysfrom this episode, we'll see you
right back here.
Dr. Stacee (16:07):
Same time, same place next week
Dr. Caitlin (16:10):
Until then here's to putting your technology to
work for your practice.
Welcome to #IVETSOHARD technology and
workflows that really work thenot so serious podcast for
seriously busy veterinary teamsbrought to you by Vet2Pet.
Dr. Caitlin (00:13):
Listen for quick fun interviews with veterinary
professionals, who've retrievedand actually held onto their
sanity, happiness, and successby learning a few new tricks and
embracing efficient processesthat actually work.
Dr. Stacee (00:26):
I'm Dr.
Stacee Santi
Dr. Caitlin (00:28):
And I'm Dr.
Caitlin Dewilde.
Dr. Stacee (00:30):
And this is #IVETSOHARD
Dr. Caitlin (00:34):
Hey, did you see that article about Airbnb and
it's remote work employeesituation?
No, I missed that one.
Uh, so super cool.
Uh, I'll send you the link, butAirbnb basically came out and
said, you know, their employeescan work from anywhere, um,
without losing pay for bigchunks of time and their, the
(00:58):
article, they had just such anoverwhelming response.
They had more than a millionpeople come to their jobs page
and try to apply for positions.
And it got me thinking, numberone, how do I do this?
Yeah, because it's 93 degrees onour like first day of spring
here in St.
Louis.
So that's great.
Um, but I think moreimportantly, how do, how could
(01:22):
we do something in vet med?
Cuz obviously our people cannotall work remotely, but how do we
possibly do something that is soattractive right to employees so
that we're gonna get 800,000busy?
Dr. Stacee (01:36):
Well, the deal is okay.
Most practices I talk to are inneed of an associate and they're
desperately interested inkeeping the associates they
have.
So we need to talk about whatcan we do as practices to
attract and retain rockstarveterinarians.
(01:59):
And it isn't all about the moneyas the Airbnb people are saying
it's about being able to workremotely or have some
flexibility.
And so this whole idea just cameto us guys.
This let's talk about somethings you can do at your
practice to be attractive to anassociate.
So they either a don't leave orB can't wait to come work for
(02:22):
you.
So I think it's important tothink about, you know, obviously
as vet professionals, we can'tdo our entire job remotely, but
I think we should not beminimizing the parts that could
be done remotely.
Um, and that might not be anevery day thing or a like every
week, like you could, you know,work remotely for
(02:43):
know, three months like Airbnb.
Dr. Caitlin (02:44):
But when I think about my time in practice, um,
when I meet and even now when Igo to the clinic, I generally do
something at home first or afterI get home because I would much
rather spend that time at myhouse than in the clinic.
Right.
So what I mean by that is maybeconsidering a having cloud based
(03:08):
if possible, if you were hiring,like right now, I would not take
a job in a not cloud basedpractice.
I just would not having been inone and having been for 14 years
and not one
deciding factor to me.
And I don't wanna minimize thepeople that are like, well, I
don't wanna have to do work athome if you're that person
that's totally cool.
(03:29):
And I am not saying that youshould, I think it still should
be, you know, your whateverhours you agreed upon, but if
you were telling me like, Hey,you could do some of those
callbacks, uh, tomorrow on yourday off without having to come
into the clinic or Hey, your kidis a soccer game at four o'clock
and you really wanna go or seveno'clock like my kids
(03:51):
I will often, I mean, I haveliterally done communications
from my car at soccer practice.
Like not like last week I didthat
And that was what was awesomebecause I didn't have to be in
the building, my old practice ifI had to, if I had a crazy day
and I needed to catch up, Iwould literally have to come in
on my day off to do that becausethere's no way to access the,
(04:15):
the records or the blood work oranything.
And knowing that now I wouldjust never, ever go back to
that.
Well, and if you're trying toattract new talent, so just
picture it Sicily 1920, butpicture it really that what if
you were able to say to this newassociate, Hey, you know, every
(04:36):
other week you can come in at9:00 AM instead of 7:30 AM.
And then on the alternate weeks,you get off at 4:00 PM instead
of 5:30 PM or 6:00 PM, becauseyou can go at home and do your
charts.
Dr. Stacee (04:51):
If you want, you can stay here and do your charts if
you want, but we're gonna giveyou time to work remotely to do
some of the paperwork in, in arecent podcast, we actually
added up, like if you see 15appointments a day, that's an
hour and a half of paperwork.
So building that in to maybe theremote side of a hybrid job
(05:12):
could be really attractive to alot of veterinarians, a hundred
percent.
And I think, you know, this is adifferent episode and we're
focusing on vets here, butthere's even more opportunity
for this for some of our supportstaff.
So listen to those episodes, butyeah.
Okay.
What else could we do that wouldmake our careers page really
stand out?
Well, if it was me, I wanna knowthat you have, there's a
(05:35):
process, a standard.
So P for end of the dayemergencies and after hour
stuff, I, I feel like so jealousof those veterinarians that work
in a city that have an emergencyclinic because for the rest of
us, that work kind of in ruralareas, you are the emergency
clinic and having a plan at theend of the day, like who's gonna
(05:59):
be the late person that daywould be really important
because otherwise it turns intolike everyone just feels guilty
in everyone's days and it'sexhausting ex especially in
summer.
So that to me has been one ofthe biggest strains on my career
is having to handle end to daystuff and not being able to get
home on time.
Dr. Caitlin (06:22):
I think, uh, another plug here and again,
having also been in that ruralenvironment would be some of the
new services that are availablefor pet triage or after hours,
like on call again, likecouldn't pay me enough to do on
call at this point.
I mean, I just actuallycouldn't, I couldn't with my
kids, but you know, if I hadsome reassurance, even now I had
(06:45):
some reassurance at that my, mypatients were getting
information when they needed itand that my practice provided it
as opposed to them having to gosit in the parking lot at the ER
for five hours for, uh, youknow, their lab, the eight,
three M and Ms.
Like, you know, if you have someof those pet triage services or
something like guardian vet orany of those services, I think
that would be a real perk.
(07:06):
Yeah.
Dr. Stacee (07:07):
The ones I know about are guardian vet, which
will basically handle afterhours or even overflow calls,
um, vet triage is another oneand they, they have a pretty
cool service too.
And then there's another onecalled pet triage, which is more
of a symptom tracker, self servekind of thing with the option to
(07:28):
talk to a doctor at the end ofthat.
So that's pretty attractive ifyou're an associate to just know
that you're not gonna have toshoulder all of that, your own
self.
And even, even honestly itdecreases some of the stuff you
have to do the next day, right.
It's already been, so that's
Bash Halow (07:49):
Have you heard of Vet2pet?
It's the only customizable allin one client engagement and
communication platform inveterinary medicine Vet2Pet's
loyalty program is proven toincrease practice revenue and
their robust reminders mean thatpractices can stop paying for
multiple communicationplatforms.
Vet2Pet manages it all visitvet2pet.com/ ivetsohhard that's
(08:14):
vet2pet.com/ IVetSoHard.
Dr. Caitlin (08:23):
Our third point in something that I think would be
really appealing to a lot ofpeople is to have a boss and or
a manager that actually give a
and advocate for you.
Um, I don't think we, I don'tthink most practices are in the,
um, habit of pointing that outon their job ads.
(08:45):
So, and I know that's harder todo today in, in the corporate
environment.
Um, but if especially corporateor not like if there's a
management or leadership personthat can and will care about you
as a person, I think that isjust vital to, um, to a lot of
(09:05):
people, especially like a newergrad or a younger, younger
veterinarian, they need that,um, really is a human.
We kind of need it.
So I think pointing that out, Iknow that's not really a
technology concept other thanput it in your job ad
that there is somebody that,that cares and will, will have
that relationship.
Dr. Stacee (09:26):
Yeah.
We need a Dr.
Weber from Grey's anatomy.
That's gonna be there when you,you know, kill the animal or,
you know, make, get a clientthat's going off the rails on
you.
You're gonna need that help.
And you're gonna need someone inyour corner.
When I took my job here inDurango, I came to interview and
it was the dreaded husband,wife, doctor manager, owner
(09:49):
situation.
And yeah, everybody I wastalking to was like, yay, are
you sure?
Are you sure?
Like those are notorious forbeing horrible environments.
I couldn't have been moreblessed to have a boss and
manager that were married thatwere both hugely advocating for
me together.
And if you can have that kind ofenvironment, it's, it's amazing.
(10:12):
So make sure both of them getalong, make sure that if you
don't get along, you're at leastpretending and showing to the
outward employees you get along.
Because when there's tensionbetween the boss and the
manager, it's really bad ingeneral for all of the
employees, but primarily theassociates.
(10:33):
Nice.
What else do you think we shouldhave on our, our list?
Well, I think modernveterinarians, they wanna have
technology that they can use toreach clients.
They wanna be able to textclients.
They wanna be able to, you know,share pictures and do videos and
things like that.
So you've gotta give them thosetools, I think, and let them use
(10:53):
them.
Cuz that's the other thing, likeI've definitely been in a
practice where we could haveused it, but we were not
allowed.
So, or like saying you can't useyour cell phone.
I mean, I don't know about all,I'm not a fan of that.
I understand the, the reasonsthat people say that, but I
think if we're trying to attracthigh quality, high performing
individuals, giving them thosetools and resources to do their
(11:16):
job is gonna make'em very happy.
I even think like giving eachdoctor the latest iPhone, like
that's, although it's aninvestment, it's huge perk.
If I, if I get good technologyto work with.
Yeah.
If, if it's a good technology isa it's nice perk, which is
(11:37):
great, but also think about whatare they going to be more
efficient.
I am very efficient at typing anemail or sending a text or an
app notification or doing a loomvideo.
I am not efficient at callingcuz I am not a caller typer at
the same time.
So to me it takes longer to calland then inevitably leave a
(11:58):
voicemail and then wait for themto freaking call me back, which
I'm not around for or availablefor that standpoint.
And then document the wholething.
I am much more efficient and Iwill deliver an excellent and
excellent communication andrelationship via email.
Dr. Caitlin (12:14):
For sure.
So I think, you know, havingthat technology again, you know,
plug for, you know, differentservices, especially if they're
already integrated with yourPMs, like I think that's, that's
the way to go, but um, I thinkbeing able to communicate in the
ways that you want tocommunicate and are are good at
and are realistically probablybetter for the clients too and
(12:38):
are more efficient, just do it,enable it, let it go, let it go.
Dr. Stacee (12:44):
Which brings us to our fifth one, which is
supporting and enabling goodcommunication in the team.
So not only am I talking aboutin person communication, which
captain obvious is like reallyimportant, but I love being able
to digitally communicate withthe team like with slack because
(13:05):
I think it's fun.
I like, I like I'm such a dorkyperson.
I like expressing myself throughgifts and memes and it actually
builds relationships in a waythat don't feel so, um, cliquey
it is allows you to have goodrelationships amongst the whole
team and be super efficient.
(13:26):
So you don't drop the ball cuzwhen you drop the ball, you feel
like crap.
If you're an associateveterinarian.
And so having to like personallygo talk to each person about Mrs
.
Smith might come in and shemight say this and I wanna make
sure you say that like it'sgonna be way better if I can
just send that through a slackto everybody.
Dr. Caitlin (13:44):
Yeah.
I, you know, again, all the, allthe tech tools that should be
giving us, um, you know, perkshere and we're not, but slack,
we've done an episode on it.
You and I basically live inthere now.
Um, honestly even my clinic usesslack constantly.
I've found in my practice.
It really has helped minimizethe like back versus the front,
uh, cohort cohorts.
(14:06):
You know, I feel like thethere's a more cohesive team
flow.
I also can't say enough about itfrom the standpoint of being
asynchronous.
So if somebody's off, they'renot getting a text message on
their phone.
Right.
So I, I think that's reallyimportant from a work life
balance situation, even though Ihate that term.
Um, so, and they can access it.
(14:27):
We don't require anyone to haveit.
So if they don't wanna have iton their phone, they don't have
to, they it's on every desktop.
So I think that's great.
Honestly, before slack, we useda private Facebook group too.
So if you don't wanna, you don'thave to use slack, but obviously
we like that one.
So, uh, but I think that'sreally important.
I also will say that we've beenusing a new slack app called
(14:49):
donut, which just asks randomquestions.
Like what's your favorite movie?
How do you like your eggs?
Show us your favorite meme, likerandom things.
Yeah.
So, um, but it's a good way tolike, get to know some of the
people and again, find sharedcommonalities that are not like,
well, I've been here for sevenyears and you've been here for
(15:09):
three weeks, so we're nevergonna get along.
That's never happened.
All right, there you go.
Well, I think these, these tipsare really, um, I don't know
they're appealing to me, but.
Dr. Stacee (15:26):
I feel like I might wanna go get a job if any of
you're advertising for this sortof, uh, five part slam dunk,
call me up.
Maybe I'll come do some shiftsfor you.
Dr. Caitlin (15:37):
I can also say that I am hiring an associate
veterinarian and I will give youall of these things.
So if you're looking for a jobin St.
Louis, let me know.
Dr. Stacee (15:46):
All right, well thank you guys so much.
It was great.
Hanging out with you again, andWe look forward to seeing you
next week.
Thanks for joining us fortoday's episode of#IVETSOHARD
Dr. Caitlin (16:00):
Don't forget to head over to IVetSoHard.com To
download our top five takeawaysfrom this episode, we'll see you
right back here.
Dr. Stacee (16:07):
Same time, same place next week
Dr. Caitlin (16:10):
Until then here's to putting your technology to
work for your practice.
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