VN June 2020

Vetnuus | Junie 2020 16 • Decide on a maximum length of time for a consulting block and allow breaks for the new grad to catch up or have five minutes to gather his or her thoughts. • Assign a formal buddy or mentor within the practice (not the boss) for him or her to go to as a first port of call for any problems – clinical or non-clinical. • Provide regular constructive feedback – we don’t know if we’re doing okay unless you tell us! • Have formal scheduled progress review meetings to let the new grad discuss any issues in a fair manner (the boss informally asking“how are you doing?”in front of half the staff will not always elicit an honest response). • Have a working list of procedures or cases your new grad wants to gain experience in so all staff know to try to involve him or her if they get one in. Similarly, have a list of procedures he or she is happy to do alone (and an expected timescale) so reception staff don’t book in three bitch spays on day one. • Supervision for operations – ask your new grad whether he or she wants someone scrubbed in, either in the same room or just within shouting distance, for different procedures. • Have goals for the new grad to work towards without pressurising him or her. • Show the new grad respect. Don’t undermine him or her in front of clients, even if he or she is in the wrong – better ways of addressing it exist without shattering the new grad’s confidence and credibility. • Take on board any suggestions the new grad may have in practice discussions – he or she will have the most up-to- date knowledge, and it can be a huge confidence boost to have your ideas taken up. • Try not to put your new grad to the bottom of the pile for holidays. In fact, some bosses almost force new grads to book a holiday after two months because they know they’ll need it. • Have formal second on-call in place for as long as the new grad needs. Don’t assume he or she will be fine after six months – this will vary greatly depending on caseload. Making a difference From discussing our varying inductions and levels of support with my university friends, by far the most important thing is just being patient and friendly – even when it’s crazily busy. Taking 30 seconds to answer a question will make a huge difference for the new grad, rather than letting us spend ages unable to find the answer in an ancient textbook. If you take an interest in your new grad’s learning and development, rather than just employing us for cheap labour, you’re already heading in the right direction and your efforts to welcome us into the profession will be greatly appreciated. v Supervision for operations – without taking over Article Should you employ a new grad <<< 15 (Source: www.VetTimes.co.uk)