Managing Multi-Generational Teams in Veterinary Practices

First it’s important to recognize the broad characteristics of each generation currently in the workforce:

Generation Z (born 1997-2012): Digital natives who value diversity, flexibility, and authenticity. Eager to learn but may need coaching on professional norms.

Baby Boomers (born 1946-1964): Value experience, loyalty, and face-to-face communication. Often more formal in professional interactions.

Generation X (born 1965-1980): Independent, pragmatic, and value work-life balance. Adaptable with technology but often skeptical of constant change.

Millennials (born 1981-1996): Team-oriented, tech-savvy, and purpose-driven. Prefer collaboration and frequent feedback.

Miscommunication is a common pitfall in multi-generational teams. For example, an older team member may prefer a phone call, while a younger colleague might lean heavily on messaging apps.

Tips:

• Encourage team members to share their preferred communication styles
• Use multiple channels (email, text, meetings, etc.) to ensure everyone is in the loop
• Create a culture where questions and feedback are welcomed across all levels and ages

Instead of trying to get everyone to work the same way, find ways to complement skills across generations.

• Pair experienced staff with newer team members for mentoring opportunities
• Invite tech-savvy Gen Z and Millennial team members to help streamline digital workflows
• Tap into Boomers’ deep clinical knowledge and Xers’ problem-solving abilities

Veterinary medicine is always evolving, and so should your team’s skills and understanding of each other. Hosting internal lunch-and-learns, mentorship programs, or peer-shadowing days can help break down stereotypes and build trust.

Example: A senior technician might teach a younger vet assistant hands-on restraint techniques, while the assistant shows them how to use a new app for scheduling.

Flexibility is key to retention, especially with younger generations. That doesn’t mean older generations won’t appreciate it too.

• Offer a mix of full-time, part-time, and flexible scheduling options when possible
• Allow autonomy in how tasks are completed, focusing on outcomes rather than micromanaging methods
• Recognize that motivation varies: Some want stability, others seek growth or meaningful work

Team culture matters. Create intentional opportunities for team bonding that aren’t forced or generationally exclusive.

• Celebrate birthdays, work anniversaries, and practice milestones together
• Facilitate team discussions around shared values like compassion, patient care, and client trust
• Model respect in leadership by listening actively and valuing input from all age groups