Burnout is one of the most common reasons for increased staff turnover as well as one of the most discussed topics in the veterinary and human healthcare domains. We have gathered an ample amount of data and conducted a research tackling the issue of burnout in the veterinary domain. Using Professional Fulfilment Index (PFI), we were able to draw several conclusions that might help prevent occupational burnout among vet professionals (especially younger generations, since, as the investigation has shown, they are more likely to be susceptible to it). The organization that is focusing on burnout prevention at the strategic level creates the most attractive employment situation for the veterinary staff as well as having a clear Corporate Social Responsibility that resonates with the veterinary industry. Pre-acquisition, post-acquisition and ongoing assessments of the degree of burnout at the level of both hospital and enterprise are the key initiatives in the cultural integration process.

According to research by Christina Maslach and Michael P. Leiter of the University of California at Berkeley and Acadia University, respectively, there are six classic burnout triggers that could be incorporated into organizational Core Values, Vision, Mission and Strategic filters:

  1. Lack of control
  2. Value conflict
  3. Insufficient reward
  4. Work overload
  5. Unfairness
  6. Breakdown of the community

If you want to dig deeper into the results of VIS’s burnout investigation yourself, you might be interested in analysing this dataset we’ve gathered for you:


Without a clear focus on burnout, the organization may be perceived as a financially-driven enterprise and will have difficulty sourcing the most scarce resource — human capital.
The easiest way to lose staff post acquisition is to talk about burnout prevention during the business development stages but have no strategies for its implementation during the post-acquisition integration process.


  • M&A Process
  • Culture/People Integration
  • HR Process/Onboarding
  • Core Processes Implementation
  • Strategic Filter
  • Talent Acquisition
  • Pre- and Post-Acquisition Assessments
  • Recruiting at the Hospital Level
  • Implementation of VCP Processes
  • Change Management
  • Data-Driven Change Management


An organization that has burnout prevention embedded into its strategy will focus on those triggers most commonly experienced by its front line staff. Those triggers, and how to prevent them as well as address them, will be woven through all initiatives and processes.


De-novo, as well as franchise strategies, require careful consideration of burnout trigger prevention in their long-term scalability and employee retention planning.