The importance of highlighting mental health for vets
It is no secret that the veterinary profession is going through a mental health crisis . So, what can veterinary practice managers do to support better vet mental health?
We spoke with Brian Faulkner BSc (Hons), BVM&S, CertGP(SAM), CertGP(BPS), MBA, MSc(Psych), FRCVS, founder of Colourful CPD, about how veterinary management can support mental health for vets and other practice staff members.
Q: Why is it so important to take mental health into account in veterinary practices?
Health is a combination of physical health as well as mental or psychological health. We’re very familiar with physical health and the things we should and shouldn’t do to our body, but sometimes we are less attentive or knowledgeable about our mental health. Veterinary is inherently a “stressful” environment because it contains drivers of uncertainty and time pressure, which are major contributors towards stress and this can erode our resilience and our wellbeing if it is not recognised, considered and attempts made to diffuse it. On both a systems level and an individual person’s resilience level. All roles in practice experience pressure and tension, and each of us respond to pressure in different ways. Therefore, we need to be aware of it and realise that if somebody is struggling with stress, it doesn’t mean they are weak or not resilient, it just means they are currently feeling overwhelmed.
Q: What is Subjective Wellbeing (SWB) and how does it relate to veterinary staffs’ mental health in the workplace?
Subjective Wellbeing (SWB) is an individual person’s perception of how they feel at a particular moment, and how well their life is going. SWB is a component of mental health, but it is not the same thing; it is the feeling of how a person thinks their life is going. Just as it is possible to be physically healthy, yet feel the twinge from an injury, it is possible to have good mental health yet feel lower subjective wellbeing at any given moment. SWB will vary due to the inevitable stresses and strains within a work context; it can vary by the day, week, month, or even the year. If someone’s SWB is chronically low, such as for several months or even years, it is likely that this is due to an underlying mental health problem.
Q: What are the ‘6 Ds of Dysphoria’ and what consequences can they have on a veterinary employee’s wellbeing?
The 6 Ds of Dysphoria – Doubt, Deadline, Difficulty, Disappointment, Disagreement, Disapproval. All of these relate to themes we frequently experience during the day, including whilst at work.
Doubt
It is common in the veterinary work context there are elements that will make employees feel unsure, and thus uneasy, leading to doubt. For example, a vet may feel unsure about the cause of a patient’s symptoms, or a veterinary receptionist may be unsure about the right protocol to follow in a certain situation.
Deadlines
This relates to time constraints, or ‘time pressure’ – which often cause unease or discomfort, especially within a busy and high-pressured working environment.
Difficulty
Struggling to do something makes us feel unsettled and frustrated. All worthwhile skills and endeavours require mastery which is only acquired through struggle.
Disappointment
This is a common feeling when outcomes are not as desired or expected. Disappointment is often the gateway to blame and regret.
Disagreement
Conversations or actions that result in conflict between colleagues or with clients are always uncomfortable.
Disapproval
Feeling disapproved of is particularly uncomfortable, as often it stems from feeling criticised or judged by others. Disapproval is particularly uncomfortable when we perceive the criticism as unfair.
It is likely that we experience most or all of these 6 themes on a daily or weekly basis. Think of them like “unsettled emotional weather”. Like unsettled weather, they will pass, allowing periods of pleasantness, only to be replaced with more “unsettled emotional weather” as we encounter new challenges and adversities as we continue through life.
Q: What kind of coping strategies may team members adopt to cope with their mental wellbeing, and what are the signs of these?
Manifestations of stress can be very varied, and unique, and different people will exhibit stress in different ways. Some individuals “always” do the same things when they are stressed, whilst others may change how they demonstrate stress depending on the situation that is causing it.
Noticing inconsistencies in behavioural patterns is key. Manifestations can be very varied ranging from arriving late to work, seeming disproportionately irritable, lacking confidence, or obsessing or overworking.
Out of character behaviour may of course be due to issues at work or due to concerns in one’s personal life.
Q: What would you recommend veterinary practice and team managers do to help their employees better manage their mental wellbeing?
Adopting a “CSI” approach to mental wellbeing is useful – which stands for Culture, Systems, and Individuals. The CSI model recognises the need to protect mental health by thinking about general attitudes and systems of behaviour as opposed to just trying to make us as individuals more resilient. Even the most resilient individuals will become fatigued and exhausted when working within a culture or system that is inherently overwhelming.
A culture that values mental health understands its role in employee engagement, productivity, and sustainability.
Stress = Uncertainty x Urgency (i.e., time-pressure). Therefore, allocating time sensibly to enable specific tasks to be carried out well is crucial to maintaining mental health and improving wellbeing. For example, consultation schedules using only 10 minutes are a common cause of burnout in practice. Managing uncertainty by ensuring effective training and development opportunities can lessen instances of doubt; developing communication skills can diminish the likelihood for conflict or disagreement.
As well as addressing the culture and system we need to protect mental health and wellbeing at an individual level. Our individual resilience has been likened to a bucket that can only cope with so much stress being added into it until it is full. Different individual buckets have different volumes per se and different degrees of fullness at any given moment.
So how does prioritising vet mental health benefit veterinary practices?
Prioritising vet mental health in veterinary practices is imperative for fostering a resilient workplace amidst a high-pressure working environment. Recognising the “6 Ds of Dysphoria” underscores the need to address doubts, deadlines, difficulties, disappointments, disagreements, and disapprovals that employees in the veterinary practice may face. Subjective Wellbeing (SWB) serves as a crucial indicator of veterinary employees’ mental health, emphasising the significance of individual perceptions.
Managers should also look at adopting a comprehensive “CSI” approach to veterinary practice wellbeing – focusing on Culture, Systems, and Individuals – to create a supportive practice environment. By implementing actionable strategies, learning from successful approaches, and adapting to evolving needs, veterinary practices can enhance employee wellbeing, engagement, and overall community resilience.
Prioritising mental health for vets and other staff members not only bolsters productivity, but also contributes to the creation of a compassionate and enduring veterinary community.
If you are a Veterinary Practice Manager and would like to access resources or support for managing mental health for vets, speak to a member of our team who can demonstrate how our online training platform and our other products can support you.