• Salary — The need for better compensation including better benefits, incentives, bonuses, more vacation time, and more compensation for extended hours and loan repayment.


• High Malpractice Premiums — Many physicians are taking dramatic steps for relief, including relocation.


• Underutilized Medical Skills; Need for Upward Advancement; Long Hours and Busy Call Schedule — Positions are not challenging and did not use available skills. Upward advancement is also important and physicians felt bogged down by long hours and high call schedules.


• Lack of Autonomy/Appreciation — Physicians asked for more control and they want more respect in their practices. They want to be appreciated and have their concerns taken seriously


• No Choice Due to Restructuring/Declining Practice — For example, physicians feel they have no choice when a practice is forced to close shop as a result of decreased revenue, or when a practice is restructured


• Proximity of Work to Family — Physicians will look for career opportunities that are closer to family and friends. Over time, this distance could compel the doctor to move closer to relatives


• Poor Relationships with Hospital Administration — Administration does not allow for discussions on how to improve a practice and make the office atmosphere more patient-friendly


• Poor Relationships with Medical Faculty/Colleagues — Politics with partners and the way power or influence is handled can create problems


• Desires Another Climate — Not much can be done when a doctor requires a warmer climate, this does not mean that all physicians seek warmer climates


• Family Uncomfortable in the Community — If a physician’s spouse and children are unhappy, chances are the physician will not stay long, regardless of whether they are offered a good compensation, and state-of-the-art technologies and advancements. A good Cultural fit enhances successful retention......

Physician Retention rests on whether doctors enjoy practicing at your group