Baby boomers saturated the workforce in the 1970s, and they are now exiting the workforce at the same pace. With more and
more couples choosing to wait to have children and having smaller families than in times past, the number of people entering
the workforce is much less than those leaving.
Start planning now. Employee shortages will be a problem for veterinary practices. Expect tough competition for suitable employees
in a tight labor market. Design practice systems that keep new potential hires in the pipeline and mitigate the loss of experienced
This article addresses two aspects of the predicted labor shortages of the next decade: the profit-killing cost of employee
turnover and factors that can give your practice an advantage in attracting and keeping employees.
We believe a key practice focus should be on employee satisfaction. Successful practices care about employees and seek to
reduce turnover. Employee satisfaction is the No. 1 reason people remain loyal to their employers and their jobs. Employee
dissatisfaction is also the main reason many people leave their jobs.
Employee turnover is one of the employer's greatest liabilities. One statistic shows 33 percent of employees are "high risk"
meaning they are not committed to their present employer and plan on leaving within the next two years.
Thirty-nine percent of the same pool surveyed felt they were trapped. These people are not committed to their employers, but
say they plan on staying in their current positions for at least the next two years. In total, that means that 72 percent
of people polled are not committed to their employers and plan on changing jobs in the future (Harvard Business Essentials
The monetary cost of employee turnover can be great. Employee turnover costs can be segregated as follows: lost productivity
costs, administrative costs and recruitment costs.
As an example, let's use a technician who worked 40 hours a week, and who received $14 an hour plus employer-paid health insurance
at $150 a month. Assume the technician position is vacant for one month. The technician's salary over four weeks is $14 x
40 x 4 = $2,240, times 50 percent equals $1,120 of lost productivity. Add to that his or her benefit of $150, and the practice's
total potential loss from productivity alone is $1,270.
The next step calculates the costs of conducting new technician interviews, administrative tasks of stopping payroll, COBRA
notification and enrollments, and management time for assuring work duties are covered by other employees. Using the same
example, let's assume the manager of this clinic makes $16 an hour and spends 20 hours terminating the employee and all associated
paperwork and interviews. The administrative cost of the technician's departure is then $320. The employer payroll tax effect
adds another $30 or so, for a total of $350.
To continue the calculation, we'll move on to recruitment costs, which include the costs to plan a help-wanted ad, the manager's
time to fill out new-hire forms, and new employee training time. While training varies from practice to practice, assume six
full weeks as a conservative estimate.
So now you have hired a new technician at $14 an hour, have spent six weeks training them, ($14 x 40 x 6 = $3,200), add payroll
tax effect of $300, totaling $3,600 cost to the practice. We also need to include the manager's time with the new hire. For
simplicity's sake, we will use 20 hours again. Don't forget, to add the advertising cost. Let's use a conservative estimate
to place an ad at $50.
Based on the forgoing assumptions, the total cost of replacing a departed veterinary technician is conservatively tallied
- Lost productivity: $1,270
- Termination administrative costs: $350
- New hire training: 3,500
- New-hire administrative costs: $350
- Advertisement: $50
- Total basic costs to replace a technician: $5,520