By Rob Rector, Senior Vice President Recruiting
Few are immune to the “grass is greener on the other side” syndrome. You could argue that we’re hardwired to seek more in nearly every area of our lives, and career satisfaction is no exception. With physician turnover known to be on the rise, the one outcome you don’t want is a bad case of buyer’s remorse. When considering a new role, whether across town or on the other side of the country, knowing exactly what you’re getting into can save you and your family from another disruptive job search. Or better yet, you might find that some of your grievances can be resolved before you resign at all.
The physician shortage has many convinced (with good reason) that physicians are holding the power when it comes to recruitment and retention. Knowing that the industry is expecting a physician deficit of 61,700 to 94,700 physicians by 2025 as reported in 2016 by the Association of American Medical Colleges, means that few doctors will have trouble finding a new role when they decide the current employment situation is less than desirable. The most often cited reasons for leaving include:
- Too much call time
- Lack of autonomy
- Cultural and leadership mismatch
- Not enough time for patient care
- Productivity and reporting demands
- Lack of work/life balance
- Decreased overall joy
The modus operandi has been to hold hospital and physician group leaders culpable for improving physician retention, but that kind of thinking actually leaves physicians quite vulnerable. How? Trust and respect are the cornerstones of any relationship—professional or personal—and open communication is required for success. So it stands to reason that when one side is deemed responsible for keeping the other happy, then mutual engagement, accountability and cooperation are not likely to be in play.
Don’t be quick to quit—Speak up.
Employment relationships can often be saved. If you find yourself accepting recruiter solicitations or looking at job boards on your smart phone in the physician lounge, it makes sense to determine if there is a safe person for you to discuss and resolve your concerns with before you resign.
Physicians often decide to leave within the first three years of employment, which suggests that a more successful outcome may include a mentoring relationship between a culturally aligned, long-term physician and you. Onboarding programs usually cover the first few months, but acclimating to a new culture, earning trust and understanding internal politics takes years.
If you don’t have a physician mentor, no matter the stage of your career, we advise you to find one even if the organization doesn’t formally orchestrate such programs. But if despite your best efforts, you have personal or professional reasons for making a move, then exercise due diligence in the process.
Five questions to ponder before you sign a new contract
Employment contracts are to protect both parties entering a new relationship, and they tend to be more advantageous to the side that drafted it. That means physicians need to give careful thought to the sections that could prohibit a move down the road. Most don’t give much thought to the contract’s severability clauses until a resignation is pending, so ask yourself?
- How could the non-compete clause limit your choices in the future?
- How much of the sign on bonus will you have to pay back if you leave?
- Will relocation expenses and stipends need to be returned if you quit prior to the end of the contract?
- How much will malpractice tail coverage cost you personally upon resignation?
- Do the termination clauses (for cause) have the potential to be expensive or restrictive?
But even before moving to contract negotiation, we suggest that physicians focus on the big picture as that often determines long-term job satisfaction. Trust, but verify is always good advice. Have your discussions with the recruiter and hospital leadership been transparent? Is the information that you’re hearing from person to person consistent? How did the other physicians and staff behave during the site visit? Did they seem happy and engaged?
You also want to look at the detailed expectations such as call demands, patient volume, revenue goals and overall strategic direction of the organization itself. If anything is not in alignment with your own goals, it’s best to move on to another opportunity.
Everyone wants a meaningful, fulfilling career experience, and for physicians, that desire is heightened because most pursue medicine with the primary goal to improve people’s lives by providing quality care. By keeping that goal in the forefront, you’ll likely be more open to resolving conflicts in your current role or carefully reviewing new opportunities for a long-term stay.
For those physicians who enjoy frequent change, seeing new parts of the country and an opportunity to be exposed to multiple corporate cultures, Locum Tenens might be the right career path. If you consistently find yourself feeling restless, contact us about open Locum Tenens opportunities.
Pinnacle Health Group offers permanent physician search, Locum Tenens and advanced practice providers. Together, we’re committed to meeting your staffing needs. Call 800-492-7771 to learn more.