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Name: Burghfield and Goring Veterinary Practice Type: Small Animal Practice Team members: 19

 

With 19 staff members specialising in small animals, Burghfield and Goring Veterinary Practice has two branches, both located just outside Reading. The practice is part of the CVS Group and recently earned Silver accreditation through the Great Workplaces by BVA scheme. Claire Fisher, an RVN and Practice Director, spearheaded the practice’s accreditation journey because she was keen to empower and recognise her team while fostering an inclusive and open workplace culture.

Why Burghfield and Goring Veterinary Practice chose to participate

For Claire, accreditation wasn’t just about validation - it was about reinforcing the value of a positive team culture while creating an environment where her team could openly share their thoughts.

"I wanted recognition for the team - for their hard work and the supportive environment they’ve created. We have a great workplace, but I wanted them to feel heard in a meaningful way. Speaking to someone external allowed them to share their thoughts openly, and that feedback has been invaluable for shaping our culture."

The process revealed areas for improvement, such as clarity on the availability of the management team. As a result, they implemented a live management rota, so team members always know who to approach for support.

The Accreditation process

Claire and her team prepared thoroughly, integrating the Great Workplaces accreditation framework into practice meetings and one-to-ones well in advance to familiarise the team with the process.

"We wanted the team to feel comfortable with the process, so we incorporated discussions about the framework early on. By the time the interviews started, everyone knew what to expect, and the feedback we received was fantastic."

The accreditation team’s personable approach played a key role in creating a relaxed atmosphere during interviews.

"The accreditors were brilliant - they put the team at ease, making the interviews feel like open conversations rather than formal assessments. That openness allowed us to gather feedback we might not have otherwise received."

Key takeaways and future plans

The feedback from the accreditation process was collated into an actionable plan for the next 12 months. For example, the team identified confusion around CPD allowances and resolved this by introducing a tracker and clarifying the process during meetings and one-to-ones.

"The feedback meeting provided constructive insights that were genuinely helpful. We’ve incorporated these into an action plan that we review regularly in our practice meetings, ensuring continuous improvement."

Advice for other practices

Claire encourages other practices to view the accreditation as both a recognition tool and a framework for improvement.

"This accreditation is fantastic for celebrating positive workplace culture, but it’s also a great tool for tackling challenges. Even if you’re not ready for full accreditation, using parts of the framework can help you implement meaningful changes, one step at a time. For us, the recognition has been invaluable, and the process itself has driven real improvements."

By adopting the framework, practices can address cultural and management challenges while empowering their teams and laying the foundation for a thriving, engaged workplace.

 

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