Physician retention is a critical piece of the recruiting puzzle. Organizations with good Physician retention enjoy many benefits, not the least of which can be financial, as the cost of replacing a Physician can run around $500,000¹. To help enhance your retention rates, consider the top factors that Physicians say motivates them to leave an organization and how you might address them to prevent any future departures.

1. Money

Compensation remains the #1 reason physicians consider a job change. Physicians seeking higher pay or better incentives make up roughly 30–35% of career moves, driven by salary dissatisfaction or superior offers .

Takeaway: Regularly review salary benchmarks, reward performance, and build transparent bonus structures to stay competitive.

2. Practice Location

Location influences work-life balance, style of practice, and personal fulfillment. About 30% of younger physicians and 14% of seasoned providers rank location as a top motivator.

Takeaway: Highlight lifestyle perks, community strengths, and regional benefits in recruitment messaging.

3. Schedule

Long hours and rigid schedules drive physicians away. Burnout remains a top concern, affecting nearly 50% of physicians even as it gradually declines from pandemic highs.

Takeaway: Emphasize flexible scheduling, telehealth, part-time roles, and shift control in recruitment conversations.

4. Change in Administration

Administrative friction and lack of autonomy drive about 10% of departures. Misalignments with leadership styles or clinical governance models often prompt exits.

Takeaway: Promote shared leadership, streamline decision-making, and reinforce provider autonomy.

5. Non-Clinical Work Opportunities

Physicians increasingly seek opportunities in education, research, policy, or consulting. Roughly 8% of doctors make a move for non-clinical roles.

Takeaway: Market hybrid roles or carve out paths for non-clinical engagement within the organization.

6. Retirement

While retirement accounts for ~10% of departure reasons, flexible retirement paths can ease transitions and retain institutional knowledge.

Takeaway: Offer phased retirement, prn/locum options, or mentorship and advisory roles to retain senior physicians.

 

The Bigger Picture: Burnout & Turnover Trends

• Burnout remains high — about 50% of physicians report symptoms.

• Turnover remains elevated, with 20% of providers switching roles from 2022 to 2024.

• Turnover cost across the industry frequently reaches $250K–$1M per physician.

 

Why This Matters

High turnover doesn't just drive costs - it disrupts patient care, affects team morale, and extends vacancy timelines. With recruitment costs at 2–3× the departing physician’s salary, retention isn’t just HR, it’s a strategic business decision

 

Originally published 5/26/2020. Updated 3/4/2025.

With a career focused on healthcare Business Development and Service Line performance, Paul had recently been at the forefront redefining the traditional In-house Provider Recruiting role. In his position as Medical Staff Development Officer at University Hospitals, Lake Health Region in Cleveland, Ohio, Paul integrated collegial interaction, analytics, and provider experience expertise to drive a differentiated recruitment strategy.

 

Paul has brought that knowledge and experience to Client Sourcing at PracticeMatch. Joining PracticeMatch in 2021, Paul supports Client Sourcing’s pro-active recruiting model that generates a robust prospect pool, creates an effective and efficient recruiting experience, and identifies key metrics to ensure optimal performance for the client. Paul has a commitment to learning, development and passion for building a team of recruiting professionals to leverage their national footprint which benefits its client organizations and their candidates.