Joyously Calm Veterinary Teams: Building a Healthier, Happier Practice

I am sitting at my desk, on Zoom, waiting for a Dentist/entrepreneur with expertise in teamwork and hospital culture to guest on my podcast (The Veterinary Life Coach Podcast). She was scheduled for three o’clock p.m., but it is now three eighteen, and she has not arrived. I sent an email to check in, but for now, I must wait.

What better time than to write my blog about happier teams?  I have done the research in preparation for the podcast and led a team for many years, so let me share some of the things I have learned with you so you can improve your team’s joy. 

Working in a busy veterinary hospital often involves some level of chaos. The profession is filled with people who are passionate, dedicated, and committed to animal care. But like any high-stress, high-stakes environment, it can become a place of high drama. We experience miscommunications, interpersonal tensions, and click formations. Team drama is a common topic that I work with clients on in my life coaching work.

How do we handle the chaos, decrease the drama, and build a supportive, calm, productive, and even joyous team? 

Here are practical strategies for building a drama-free, mostly joyful veterinary team.

Set clear expectations from the start. Ambiguity breeds misunderstanding. Every team member should understand their role, responsibilities, and how their work contributes to the overall mission of the practice. Clear job descriptions, onboarding processes, and performance expectations help prevent confusion and the resentment that often fuels drama. Hold regular team meetings where responsibilities and workflows are reviewed. Encourage questions and clarification.  Allow team members to express opinions freely and in a positive way. 

Agree on a culture of psychological safety. People are more likely to gossip or complain when they don’t feel safe addressing problems directly to the leader or other members of the team. A drama-free environment encourages open, honest communication without fear of judgment or retaliation. Train yourself and other leaders to foster psychological safety by being approachable, actively listening, and modeling respectful behavior.  Feelings do matter

Address conflict early and directly. Avoiding issues doesn’t make them disappear—believe me, I know. Unlike most plants, problems grow in the shadows. Encourage team members to address minor conflicts before they escalate into big dramas. Equip your team with the tools to resolve disagreements constructively—practice conflict resolution skills at team meetings or with a coach or mentor. Stick with “I” statements to decrease tension and communicate more effectively

Lead by example.  It does not always feel fair, but leaders must behave better.  Drama may start at the top. If leadership engages in gossip, favoritism, or passive-aggressive communication, the rest of the team will follow suit. Leadership should model professionalism, integrity, and calm under pressure. Practice transparency, humility, and accountability. Show your team what respectful leadership looks like, even during tough times.

Celebrate wins and express gratitude. Negativity tends to grow where appreciation is absent. Celebrating big and small wins boosts morale and reinforces a positive team culture. Recognizing hard work can reduce the resentment and competition that often fuel drama. Implement weekly shout-outs, gratitude boards, or short team huddles to acknowledge team contributions regularly.

Encourage self-care and support wellness. Veterinary professionals face high levels of compassion fatigue, moral injury, and stress. Team members are more likely to lash out or disengage when mentally and physically exhausted. Offer flexible scheduling when possible, normalize mental health days, and provide access to wellness resources. A well-rested, supported team is far less prone to conflict.

Build personal bonds outside the hospital. A team that knows and trusts each other outside the treatment room is more likely to collaborate and communicate effectively. Team-building doesn’t have to mean expensive outings—it can be as simple as a shared lunch or a simple game. Host informal gatherings or team lunches that focus on connection, not work. 

Drama does not have to be part of your practice culture. Veterinary teams can be calm and joyful.

Have thoughts or tips on creating joyously calm teams? Share your experience or questions in the comments below, or send an email to jacappeldvm@gmail.com!   The Dentist’s internet went out, so I will record with her another day and we can use your questions for discussion.

And, don’t forget to subscribe to my podcast on Apple Podcasts, Spotify, or YouTube! Julie