In a recent episode of the Modern Veterinary Practice Podcast, clinical psychologist Jason Spendelow discussed burnout, performance pressure, and building veterinary practices where staff can excel while maintaining mental health.
The Misconception That Holds Practices Back
Burnout often appears to be an individual issue, leading practices to focus on resilience and coping strategies. However, this overlooks critical environmental factors.
Burnout is influenced by:
- Workload and time pressure
- Team culture and behaviour
- Leadership decisions
- Practice structure and operations
A more effective approach recognizes that burnout exists at the intersection of individual factors and workplace environment.
The Reality of Pressure and Performance
Not all pressure is harmful. Research indicates moderate performance pressure can enhance focus and productivity. The problem emerges when pressure becomes excessive. Every person has a tipping point beyond which pressure diminishes rather than improves performance, leading to fatigue, increased mistakes, and reduced motivation.
What a Psychologically Healthy Practice Looks Like
A psychologically healthy organization supports both performance and wellbeing simultaneously through four key areas:
- Organisational support and autonomy – Leadership support, tools, structure, and clarity
- Team collegiality and safety – Respectful relationships, trust, communication, psychological safety
- Sustainable work demands – Manageable workloads and realistic expectations
- Engaged performance and balance – Motivation and meaning without sacrificing health
The Role of Leadership
Leadership shapes organizational culture by:
- Defining sustainable long-term workloads
- Measuring performance through productivity and outcomes rather than hours alone
- Modeling desired behaviours
"What leaders do matters more than what they say."
Small Changes That Make a Big Difference
Protecting short breaks during workdays can meaningfully impact wellbeing by allowing mental and physical recovery, improving focus, and reinforcing that self-care is acceptable within team culture.
Rethinking Where the Real Problem Sits
Sustainable improvement requires examining practice structure, work distribution, performance definitions, and how leadership shapes culture, moving beyond individual-focused interventions to systemic change that enables people to perform well while remaining healthy.