Veterinary medicine is filled with passionate, committed professionals—technicians, assistants, veterinarians, client service representatives, educators, researchers, and more—who often go above and beyond for their patients, clients, colleagues, or cause. If you’ve been in Veterinary medicine for any length of time, chances are you’ve encountered (or are) the person who always steps up.
You hear it often: “They’re a rockstar tech,” or “They always get things done, no matter what.” While these sentiments may sound like compliments—and often are—they can also lead to an unhealthy dynamic where dependable, efficient professionals are unintentionally overburdened—sometimes without even realizing it’s happening.
The Quiet Load: When Excellence Becomes a Liability
Being good at your job shouldn’t mean being buried in it. For those who are proactive, efficient, detail-oriented, and highly motivated, it’s easy to become the default choice for extra work.
It often starts innocently with statements such as: “Can you also take care of this quickly?” or “Would you mind handling this since you’re already familiar with it?” or “You’re so good at this—can you help with just one more thing?” At first, it feels like trust. Over time, these add-ons become the norm, not the exception. It can feel like a constant, quiet piling-on that leads to fatigue, burnout, and even disillusionment with the profession.
Hard workers may not speak up. They don’t want to disappoint their colleagues or seem uncooperative or unwilling to help. But just because someone can handle more doesn’t mean they should—especially without support, acknowledgment, or fair compensation.
A Wake-Up Call for Leaders
For supervisors, managers, or team leads in any Veterinary setting, it’s important to pause and evaluate your patterns. Are you leaning too heavily on your most efficient employees? Are tasks being distributed equitably, or are your hardest workers quietly taking on the most?
Ask yourself:
- Am I relying on someone’s capability or work ethic to fill in systemic gaps?
- Are responsibilities clearly defined and equitably shared?
- Do I assume silence means someone is managing just fine?
- Am I rewarding high performance with more work—or with growth and support?
- Am I setting unrealistic expectations for high performers?
- Do I ensure that all team members are being supported, not just those who ask for it?
The solution isn’t to stop asking for help—it’s to ask with awareness and balance. Leaning too heavily on a few individuals, even with the best intentions, can lead to burnout, resentment, and ultimately, high turnover.
When You’re the One Being Overextended: Speaking Up Without Burning Bridges
If you’re the person constantly being asked to take on more, it can be hard to speak up—especially in environments where “helping the team” is an unspoken (or spoken) expectation. But advocating for yourself doesn’t make you difficult. It makes you sustainable.
Here are some practical, professional strategies to navigate this dynamic:
- Track Your Workload
Keep a simple log of your tasks and responsibilities, especially if you’re working through breaks, staying late, or taking on duties outside your role. This helps you identify patterns and provide concrete examples in conversations with leadership. - Request a Constructive, Private Conversation
Rather than raising concerns during a stressful moment, ask for a one-on-one discussion with a supervisor. Try a solution-focused approach. You might say:
“I’ve noticed I’m regularly being asked to take on additional responsibilities, and while I appreciate the trust, I’m starting to feel stretched thin. I’d love to work together and explore how we can better balance the workload within our team.”
- Practice Respectful Boundaries
It’s okay to push back professionally. Saying “no” doesn’t mean shutting down—it means being clear about your limits. For instance:
“I’m currently focused on Task A and still have Task B to finish. Is there someone else available for this task? Or someone else who can assist?”
- Offer Solutions, Not Just Concerns
If the overextension is tied to disorganization, unclear workflows, staff shortages, or other inefficiencies, suggest actionable ideas. Maybe it’s cross-training others, revisiting role definitions, or creating a shared task board to visualize workloads. Offering actionable solutions to problems shows initiative and leadership. - Pay Attention to Patterns
Every Veterinary role and setting has busy periods, but constant overextension should not be normalized. If your boundaries are repeatedly overlooked, it’s time to escalate the conversation—or consider whether the work environment truly supports your well-being and professional growth.
Supporting the Backbone of Your Team
For those in leadership, high performers are often your most valuable asset. But that doesn’t mean they should carry the heaviest burden. Support them by:
- Distributing responsibilities equitably across the team
- Providing growth opportunities instead of just more tasks
- Checking in regularly, not just when things go wrong
- Encouraging staff to speak up about workload and capacity
- Creating a culture where asking for help or setting limits is seen as healthy, not weak
- Modeling and supporting sustainable work boundaries
Finding the Balance
Veterinary professionals are known for their compassion, work ethic, and resilience, but that doesn’t mean the hardest workers should carry more than their fair share. By paying attention to the distribution of responsibilities and encouraging open, respectful dialogue between team members and leaders, we can ensure that each team member’s dedication is respected, not exploited.
By being more intentional and building workplaces where hard work is supported with balance, sustainability, and a shared sense of responsibility, we can both protect and empower those who give so much to this profession.