4 Nov 2025
Taking the leap into the profession as a newbie is challenging and exciting time. Final-year vet student Anna Pill discusses why the relationship between the graduate and the new job must be a two-way street for success
Vet Times
Job Title
Vet student Anna Pill.
The new generation of new grad vets like me has officially entered the scene – bright eyed, ambitious and ready to make their mark. But they’re also arriving with fresh perspectives, evolving priorities and clear expectations of what a healthy, supportive workplace should feel like (and what doesn’t). And honestly? They’re not wrong.
In an industry facing a recruitment and retention crisis, plus growing pressures from legislation, governance and media, it’s never been more important to invest in your new grads – and get it right from the start.
In my last article (VT55.26), we spoke about attracting your perfect new grad match – but that’s just the first step. What really counts are the green flags that make them want to stay. We’re talking psychological safety, patience, feedback, flexibility and a culture that feels more “healthy long-term relationship” than “toxic situationship”. A new grad doesn’t just want a job – they’re looking for a place where they can grow, belong and be mentored through the messy, scary, exhilarating early years of clinical life.
In this article, we will dive deep into what new grads really value in mentorship and culture, and how practices can move beyond the first-date sparkle to build partnerships that last.
First impressions matter – and just like in dating, how you make a new grad feel in those early weeks can set the tone for the entire relationship. A warm welcome, genuine introductions and real inclusion in the team go a long way. New grads might arrive equipped with clinical knowledge and fresh enthusiasm, but nothing can truly prepare someone for the unpredictable, high-pressure realities of life in practice. This is the space to find our feet – to develop both that clinical confidence and those crucial soft skills that turn theory into thriving patient care.
The key? Offering consistent, structured support that goes far beyond the casual, “just ask if you need help”. Real mentorship means being both the guide and the safety net – giving us autonomy to grow and become the whole vet, while being the reassuring presence we can rely on when mistakes happen (because they will). It’s that balance between space and support that builds trust – the foundation of any great relationship. And let’s clear something up: this isn’t about creating or facilitating a “snowflake generation”. We aren’t asking to be wrapped in cotton wool – we’re looking for structure, communication and genuine guidance. True mentoring isn’t hand holding, it’s smart business that benefits everyone involved: new grads gain confidence and longevity, while experienced vets rediscover purpose, pride and leadership.
The evidence is already there – time and again, proper mentorship leads to stronger teams and better retention. So why, in 2025, are so many vets still saying they feel unsupported? It’s time for practices to move beyond good intentions and start backing their words with action.
Every strong partnership needs honesty, openness and trust, and it’s no different between a new grad and their employer. We’re not expecting perfection, but we do need a space where it feels safe to speak up – whether that’s about a clinical mistake, a tricky client interaction or even feeling overwhelmed.
Having that psychological safety to admit when we’re struggling or uncertain without fear of judgement is what allows us to learn and grow.
Feedback should be a two-way conversation – not just top-down advice. We want to be listened to, supported and be part of an ongoing dialogue about how things are going. And that includes being able to talk about job satisfaction, workload or when expectations don’t quite match reality.
Because, just like in any relationship, when communication breaks down, so does trust. A workplace that values empathy, feedback and openness doesn’t just keep its new grads – it empowers them to grow, learn and genuinely enjoy coming to work.
But this kind of relationship is a team effort. It starts with creating a workplace culture where open communication isn’t just encouraged – it’s the norm. Because no matter how good the mentoring is, it can’t thrive in an environment that’s chronically stressful, isolating or out of sync. Without that cultural foundation, even the best intentions can end in a break-up.
The honeymoon phase might be full of excitement: everything’s new, the cases are fascinating and the learning curve feels endless. But what really keeps a relationship strong is respect – especially for boundaries.
The new generation of vets isn’t signing up for the same “relationship terms” that older generations once did. The days of glorifying long hours, endless on-call shifts and “toughing it out” are over. We’ve seen where that road leads: burnout, frustration, and talented vets leaving the profession entirely, and we choose not to repeat their mistakes.
For us, a sustainable relationship with a practice means flexibility and genuine respect for well-being and work-life balance. It’s recognising that caring for animals shouldn’t come at the cost of caring for ourselves. The problem isn’t that not enough vets are entering the profession – it’s that too many are leaving because the balance just isn’t there.
When practices invest in systems and cultures that protect work-life balance and mental health, everyone benefits. Vets stay longer, perform better and actually enjoy the work they trained so hard to do. Because, ultimately, a happy, supported vet is one who sticks around for the long haul.
As a final-year vet student about to step into the profession, I know it’s an uncertain time for all of us.
But if there’s one thing that gives me hope, it’s the belief that the next generation of vets can help shape a more sustainable, supportive future – if readers like you are willing to nurture us along the way.
Just like any meaningful relationship, it takes time, communication, trust and consistency. You can’t rush it, and you definitely can’t fake it.
The practices that truly thrive are the ones that invest in their people, not just focus on getting through the day’s ops board – the ones that understand mentorship and culture aren’t “extras”, but the glue that keeps teams strong and loyal.
Because when new grads feel valued, supported and safe to grow, they don’t just survive – they flourish. We become confident clinicians, loyal teammates and proud ambassadors for the profession we’ve worked so hard to join.
So, whether you’re welcoming your first new grad or your 50th, remember: this isn’t a fling – it’s the beginning of a long-term relationship. And when both sides show up, communicate and put in the effort, it’s a partnership that can truly last.
