Different Perspectives, Different Work Styles, One Team: Making It Work Together
Veterinary teams are made up of people with different backgrounds, personalities, and work styles. While these differences can create challenges, they can also become strengths when leaders establish clear expectations, consistent communication, and a culture of accountability.
We hear it all the time.
"These younger employees don't want to work."
"The older generation doesn't adapt to change."
"Millennials think differently."
"Gen Z has different priorities."
But the more I reflect on the teams I've worked with throughout my career, the less I believe this is truly a generational issue.
What I see in veterinary medicine isn't a clash of generations. It's a difference in work styles, communication preferences, motivations, and expectations.
Every generation has employees who take immense pride in their work. The individuals who show up early, stay engaged, support their team, and hold themselves accountable even when no one is watching.
And every generation has employees who are simply there to collect a paycheck.
That isn't new.
What feels different today is not the existence of those employees, but sometimes the perception that shortcuts, incomplete work, or failure to follow established protocols are acceptable. Somewhere along the way, accountability can become confused with criticism, and coaching can be interpreted as a personal attack.
The reality is that standards matter.
In veterinary medicine, policies and procedures are not created to make someone's day harder. They exist to protect patients, clients, employees, and the practice itself. Whether it's proper medical record documentation, controlled substance protocols, radiation safety, or client communication, there is usually a reason behind every process.
As leaders, one of our greatest responsibilities is helping our teams understand that reason.
Too often, policies are handed out, acknowledged, and filed away without meaningful discussion. We assume people understand why something is important when, in reality, they may only see it as another rule.
Education matters.
People are far more likely to follow expectations when they understand the purpose behind them. When employees understand how a protocol protects a patient, prevents an error, improves efficiency, or keeps the practice compliant, they are more likely to take ownership of it.
Communication matters too.
The same expectation may need to be communicated differently depending on the individual. Some employees appreciate direct feedback. Others need additional coaching and discussion. Effective leadership requires flexibility in communication while remaining consistent in expectations.
And perhaps most importantly, policies should not be treated as static documents.
Workplaces evolve. Technology changes. Regulations are updated. Teams grow and develop. Leaders should regularly review policies with their teams to ensure they remain relevant, effective, and aligned with the current needs of the practice.
The goal is not to create a workplace where everyone thinks the same way. The goal is to create a workplace where everyone understands the standard.
Different personalities, backgrounds, ages, and work styles can coexist successfully when expectations are clear, communication is consistent, and accountability is applied fairly.
At the end of the day, successful teams are not built by hiring people who are all alike.
They are built by creating a culture where everyone understands their role, respects the expectations, and works toward a common purpose.
That's not a generation problem. That's leadership!
Jenna Adera, RVT
Practical tips, honest insights, and gentle support for veterinary professionals navigating the realities of clinic life.
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