Business
in the Pet Industry
n the world of pet care, we often hear the same phrase: “It’s just a job.” Whether you’re talking about kennel techs, group-play attendants or receptionists, there’s an outdated belief that these roles are temporary, replaceable and low-skill. And it’s hurting our businesses more than we realize.
If we want to retain talent, attract professionals and grow strong, sustainable teams, we must change the way we talk about and structure roles in our industry. We must show that pet care isn’t just a pit stop—it’s a career.
Pet care should be leading the charge. We offer emotionally fulfilling work, real impact and tight-knit teams. But the gap between perception and potential keeps us from retaining good people.
Employers often view professional roles like trainers, groomers and managers as high-cost, hard-to-replace and deeply specialized. Meanwhile, hourly positions are seen as flexible, low-skill and easily filled. But ask your top group-play tech or lodging lead and they’ll likely tell you the work is demanding, technical and emotionally taxing. It deserves professional structure—and professional respect.
So how do we change that? We start by building visible, credible career paths within our organizations, then communicating those paths clearly and consistently.
Promotions should come with more than a title. Include responsibility for mentoring, training others or supporting departmental execution. Teach delegation, communication and follow-through—skills that build managers from the ground up.
Benefits matter, too. Healthcare—even if partially split with employees—sends a powerful message, as do PTO, pet perks and wellness support. These aren’t “extras;” they’re essentials in a career-oriented culture.
Employees should never have to guess what’s next for them. Spell out your advancement paths in writing, offer cross-training opportunities, and use development meetings to set SMART goals and coach progress, not just correct mistakes.
4. Fair, Transparent Wages
A five-year comparison between high-turnover and low-turnover models proves it: Fewer well-paid people often cost less than more lower-paid, often-replaced people.
Include tools like:
- Cross-training logs
- Performance-based bonus structures
- Scholarship or sponsorship programs for external certifications
The goal is to remove the mystery from moving up.
And don’t forget your clients. They love hearing that the person walking their dog or grooming their cat is a certified, career-track professional. Feature employee spotlights in newsletters or social posts. Let clients see how your investment in people strengthens the care their pets receive.
When employees see that their job can grow into a career, they bring more to the table; more professionalism, more pride and more longevity. The cost to retain is almost always less than the cost to replace. And you can’t put a price tag on the value of a well-trained, respected and fulfilled team.
So the next time someone asks, “Is this just a job?”—you’ll have an answer that shows exactly how and why this is a career.
Jennifer Wolf-Pierson has served as General Manager of ABC Pet Resort & Spa in North Houston since 2016, now proudly powered by Best Friends Pet Hotels. With a background in operational leadership, team development, and multi-service pet care management, she has supported pet care facilities nationwide through staff training, process improvement, and strategic planning. Jennifer is passionate about helping teams thrive through thoughtful leadership and systems that scale. She holds a BS in Agricultural Science from Colorado State University and maintains certifications as a Certified Professional Animal Care Operator (CPACO), a Certified Professional Dog Trainer (CPDT-KA), and a PetTech CPR and First Aid Instructor.