What Makes a “Practice of Choice” in Vet Med—and Are You One?
There’s a phrase that keeps popping up in the 2025 Practice Manager Report: “practice of choice.” But what does that really mean?
At its core, being a practice of choice means your hospital is the kind of place where people actually want to work. Not just because of pay or perks, but because of culture, leadership, and opportunity. In this year’s report, only 41% of PMs believe their hospital is seen that way.
That number should be higher. And with a few intentional changes, it can be.
It Starts with Culture—Not Ping Pong Tables
Being a practice of choice is not about trendy gimmicks or occasional pizza parties. It is about creating an environment where team members feel heard, valued, and supported. According to the report, veterinary staff are looking for:
- Opportunities for professional development
- Recognition for their efforts
- Supportive leadership that communicates openly
Yet, only 23% of practices currently have a structured staff development plan. And many managers say recognition is inconsistent at best.
As one PM put it:
“People don’t leave for money. They leave because they don’t feel seen or appreciated.”
Work-Life Balance Matters More Than Ever
Another big theme? Flexibility. In an industry that never really stops, giving your team the ability to breathe—whether that’s through predictable scheduling, mental health days, or cross-training to reduce pressure—can make a huge difference.
The report shows that 44% of PMs work nights and weekends just to stay caught up. If that’s happening at the management level, you can bet the rest of the team is feeling the squeeze too.
Creating space for recovery, both physically and mentally, is one of the top ways hospitals can stand out.
The Role of the Practice Manager
It’s not all on ownership. Practice managers play a key role in shaping the day-to-day environment. The PMs who say their practices are “places people want to work” also report strong communication, peer recognition, and a focus on accountability.
But here’s the thing—PMs can’t do this alone. The hospitals that get this right treat the manager like a strategic partner, not just an admin. They give them tools, training, and time to actually lead.
How to Start Becoming a Practice of Choice
The shift doesn’t need to be dramatic. Start with one or two of these:
- Add a monthly recognition ritual to celebrate team wins
- Survey your staff to ask what matters most to them
- Create a basic development plan for your team (even a one-pager helps)
- Set boundaries that protect your PM’s time and energy
The goal is not perfection. It is progress. Because when your team feels invested in, they invest back in the practice.
Want more data-driven insights and real-world examples from hospitals like yours?
