Why Are Veterinary Faculty Leaving Vet Schools and Entering Private Practice?

As I told you about last week, veterinary faculty are increasingly leaving academic positions. Perhaps the most predominant reason is to enter, or reenter, private practice. Recent findings published in the Journal of Veterinary Education reveal several interrelated factors driving this trend, impacting both faculty morale and retention. These reasons go beyond mere compensation, highlighting deeper issues within the academic environment.

Work-life balance: One of the most significant reasons veterinary faculty are leaving academia is the struggle to maintain a healthy work-life balance. A substantial 60.3% of professionals cited poor work-life balance as their primary reason for leaving. The demands of academic roles often include long hours of teaching, research, and administrative duties, which can be overwhelming and lead to burnout. In private practice, veterinarians typically have more control over their schedules, allowing for a better balance between their professional and personal lives.

Compensation: Many faculty members feel their compensation is inadequate, with most academia related jobs earning 33% under that of private practice.

Flexibility: The desire for independence and flexibility is a significant motivator for many veterinarians leaving academia. The academic environment can be restrictive, with faculty members having to adhere to strict policies and procedures. In private practice, veterinarians enjoy greater autonomy and can make decisions that best suit their practice and patients.

How does this translate into recruiting and retaining clinical practitioners? With an increase in veterinarians leaving their academic jobs, it's important to offer a positive workplace culture, opportunities for career growth, and a supportive environment to attract and retain talented veterinarians in your practice.

Do you need help with finding associates to join your practice? Give me a call and I’ll explain how my team has earned an 88 percent success rate in presenting quality candidates to our clients in the first 90 days of the recruitment process. I look forward to our conversation.