Sample Initiatives to Improve Physician Retention

Physician turnover not only drains time and resources due to the need to continually recruit new physicians, but it can also result in increased stress, heavier workloads, and decreased morale for physicians who remain on staff. In an effort to address these challenges, many hospitals and physician practice groups are increasing their focus on physician retention initiatives:
▪ More intensive and longer orientation and mentoring programs
▪ Assignment of both a senior- and junior-level mentor to a new physician
▪ Increased family and spouse focus; intermittent social events throughout the first year
▪ Performance reviews at three, 12 and 24 months
▪ Retention committee and physician satisfaction team; three-year follow-up on all new
physician hires
▪ Flexible work schedules and job sharing
▪ Increased contact with medical directors and leadership
▪ Concierge services
▪ Loan repayment and salary advances (five-year paybacks)
▪ Involvement of newer physicians in portions of the orientation or interviews processes
▪ Different bonus options – vacation or pay or a mixture or sabbaticals
▪ Interview for cultural fit
▪ Prior to hiring, contract with physician candidates for a one-week locum assignment (spouses and children come with a physician)
▪ Exit interviews with both human resources and the CEO