By: Michelle King, CVBL
Veterinary medicine is built on compassion. We advocate for our patients, support our clients, and our team is the foundational piece that drives what we do every day in our practice. That same compassion is one of our profession's greatest strengths, but it can also make some leadership decisions especially difficult, particularly when it becomes necessary to part ways with an employee.
Many leaders in veterinary medicine hold onto toxic or underperforming employees for far longer than they should. The reasons are understandable. We worry about being short-staffed, or fear of losing revenue. We convince ourselves that if we coach them one more time things will improve, or wejust avoid addressing the problem out of fear of conflict, but what if the bigger risk is not letting them go?
The Hidden Cost of Keeping the Wrong Person
Toxic behavior rarely stays isolated. One negative team member can affect morale, increase stress, spread conflict, and slowly erode the culture you have worked so hard to establish.
The impact extends beyond the team:
- High performers become resentful, burn out, and often leave
- New hires struggle to integrate into a negative environment
- Communication breaks down
- Patient care suffers when teams become disengaged, or compassion fatigue sets in
- Clients notice tension, poor attitudes, and inconsistent service
In an industry where relationships and trust matter, culture is not separate from profitability. Culture influences retention, client experience, patient care, reputation, and revenue
The Fear of Losing Business
This fear is especially common when the team member is a veterinarian, highly productive, or credentialed employee.
Leaders often think:
- “If I let them go, we’ll lose clients.”
- “I can’t let them go; they are a high producer.”
- “We will lose revenue and will risk losing the business.”
- “I can’t find someone to replace them.”
The irony is that astoxic individuals drive away team members, damages morale, andcontribute to a poor client experience, their true cost may be much higher than what appears in a production report. The fact is revenue is built through teams, not individuals.
Short-Term Stress vs. Long-Term Health
Will there be stress after removing a toxic team member? Absolutely, there may be longer days,. schedules may need adjustment, and everyone may need to step outside their comfort zone for a brief time. We often forget how resilient and adaptable veterinary teams are. The reality is that veterinary practices are rarely “perfectly” staffed. We navigate emergencies, sick pets, callouts, and unexpected changes from day to day. Teams learn to rise to challenges because unpredictability is inherent in our profession.
That “A-Ha” moment when a toxic person leaves:
- Psychological safety restores
- Communication improvements
- Team collaboration increases
- The team steps up
- You feel an energy shift
- Revenue increases
Leaders often realize that the fear of letting someone go was worse thanreality.
Leadership Means Protecting the Culture
Holding employees accountable can often bring feelings of guilt, especially in a profession rooted in compassion. However, accountability is not punitive or personal; it is a fundamental responsibility of leadership. Termination should never come as a surprise. It should be preceded by clear expectations, consistent feedback, coaching, and genuine opportunities for improvement. When those efforts have been exhausted, avoiding the decision to part ways serves no one, not the employee, not the team, and not the practice. A healthy culture is too important to compromise for temporary comfort or convenience.
Ask Yourself These Questions:
- If I were hiring today, would I hire this person again?
- Am I holding onto them for hope, or because of evidence?
- What message does this send to the rest of the team?
- How much energy does this person consume from leadership?
- What is the cost of keeping them compared to the cost of replacing them?
Courage Creates Capacity
Leadership requires difficult decisions. Sometimes the most compassionate thing we can do is acknowledge when someone is no longer the right fit.
While there may be temporary discomfort, protecting your culture creates space for healthier teams, stronger patient care, better client experiences, and sustainable growth.
Reflect on your core values, and why it is we do what we do every day. When you find the courage to overcome the fear of addressing toxic or misaligned team members, the outcome is not a loss…
About the Author
