Mentorship
How to spot good (and bad) mentorship as a new DVM graduate!
Structure
Vet med is already fast-paced and intense. As a new graduate, everything is new, medical decisions, client communication, new software & more. A strong structure helps turn chaos into confidence. Instead of learning reactively, you get intentional guidance… from shadowing and case reviews to surgical coaching. Structure protects your time to reflect, ask questions, and build your skills gradually. Structure also sets clear expectations, so you and your mentors stay aligned on progress, support, and what’s next. Without it? You risk burnout, missed learning moment, and feeling lost.
Protected Time For Learning
Protected time for learning isn’t a luxury, it’s essential for new graduates. Between appointments, medical records, and client calls, it’s easy for your development to take a backseat. A good mentorship plan builds in time to ask questions, review cases, prep for procedures or even just think. Learning on the go is part of the job, but you also need to prioritize time to pause, reflect and absorb what you’re doing. Without that space, growth can slow down and stress creep in.
Willingness To Teach
Having a senior DVM who’s approachable, patient and enthusiastic about answering questions makes all the difference. You need someone who doesn’t just tolerate your learning, but invests in it. A true teacher would see your growth as a win, not a burden. That kind of mentorship will create a safe space to ask any question, talk through mistakes, and build clinical confidence without fear or judgement.
Feedback
Constructive feedback is where real growth happens. It’s about having someone to take the time to explain why something worked or didn’t work. Regular, thoughtful feedback helps you sharpen your decision-making, recognize patterns, and build clinical instincts. It turns everyday cases into learning opportunities and helps you evolve from “just getting through it” to truly understanding what you’re doing, and how to do it better next time. Just as important? Being able to give feedback too, about what is working for you, what is overwhelming, and what kind of support is best for you. Mentorship should be a conversation.
Culture
Even with great mentorship, the overall hospital culture truly matters. You’ll thrive in a team where asking help is normal, mistakes are met with support (not shame) and all wins (even small ones) are celebrated. A positive, collaborative environment helps you feel safe, seen and part of something bigger than just your caseload. When the whole team has your back, learning feels less like pressure and more like progress.
Expectations
Clear exceptions set the foundation for a healthy start. As a new graduate, you shouldn’t have to guess what success looks like… whether it’s how many cases you’re expected to handle, how quickly you’re expected to grow, or when to ask for help. When everyone’s on the same page, it builds trust and prevents burnout. The best mentorship meets you where you are, then helps guide you move forward with clarity, not confusion.
Red Flags!
No structure with mentorship or training
Without a clear plan, you’re left guessing, and learning can become inconsistent, rushed or forgotten.
High turnover of staff
Constant change usually signals deeper issues like burnout., poor leadership, or lack of support.
Unrealistic expectations
If they expect you to work like an experienced Veterinarian from day one, that’s a recipe for stress and self-doubt.
Toxic, competitive, or ego-driven culture
You need a team that lifts you up, to one where fear or comparison rule the floor.
Negative talk about previous staff
Speaking poorly of former team members reflects a lack of professionalism, and can signal a toxic culture.
Negative talk about nearby hospitals
A hospital that puts others down may also lack professionalism or struggle with insecurity.
No dedicated learning time
If learning always takes a backseat to production, your growth (and confidence) may suffer.
No transparency about scheduling
Hidden exceptions around hours, lunch breaks, or staying late can quickly lead to burnout.
No feedback process
Without regular check in’s or support, it’s hard to know how you’re doing or how to improve.
Questions To Ask
“How do you structure feedback for new graduates?”
This helps understand whether they offer regular, constructive feedback to help you grow or if it’s a “sink or swim” environment.
“Can you tell me about the most successful new graduate you’ve hired? What made their experience stand out?”
This will give you insight into what kind of growth is possible and what the hospital values in its mentoring process.
“What opportunities do you offer for continued education or training beyond onboarding?”
You want to know if they support your professional development, whether it’s CE, conferences or internal training, even beyond your first years.
“How do you and your team handle difficult or emotional cases?”
This will give you insight into the emotional support structure they have in place for tough situations.
“How long have your current team members been with you?”
Tenured staff usually means people feel supported, valued and happy.
High turnover (especially among vets or techs) can signal burnout, poor management or a negative culture.
This question opens the door or follow up questions like:
“What’s helped keep people here long-term?”
“Have any recent grads stayed on after their first year?”
“What’s your retention like for new grads specifically?”
You’re narrowing in on your experience while still getting a big-picture feel for the hospitals overall vibe.
“How do you foster teamwork between DVM’s, tech’s and support staff?”
A positive, collaborative environment is crucial for both your learning and your well-being.
“Can I shadow for a day to get a feel for culture?”
Culture is often hard to gauge in only an interview. Spending time in the hospital will give you a real sense of team dynamics, support and a day-to-day vibe.
“What is your approach if a DVM is struggling with confidence or speed?”
It’s important to know how the hospital handles challenges, are they patient, proactive, and supportive, or do they expect you to just “keep up?”
“Will I have a dedicated mentor or multiple people to learn from?”
Knowing who you’ll learn from helps set expectations and ensures you won’t be left to figure things out alone.