The American Medical Group Association (AMGA) and Cejka Search 2006 Retention Survey results are out.

The total average rate of physician turnover increased slightly to 6.7% in 2006, up from 6.4% in 2005.

Demographic Changes

• Turnover among male physicians increased to 6.8% in 2006 (from 5.9% in 2005).


• Turnover among female physicians decreased to 6.6% in 2006 (from 7.5% in 2005).


• Female physicians accounted for 35% of physicians employed in the responding groups (compared to 28% in 2005).
• The proportion of physicians, both male and female, who were reported as working part-time increased to 20% in 2006 (from 13% in 2005).

Why Do Physicians Voluntarily Leave a Practice?

• “Poor cultural fit” – 51%


• “Leaving to seek higher compensation” was mentioned 32% of the time, with “incompatible work schedule” and “excessive call schedule” each being mentioned 17% of the time.


• “Relocated to find a better community fit” was mentioned 20% of the time. Why? “To be closer to own or spouse’s family” (42%) and “spouse’s job required relocation” (22%).

“As the demographics of the physician workforce change, so will recruitment and retention efforts,” said Joseph Scopelliti, M.D., president of The Guthrie Clinic in Sayre, PA. “Turnover is a fact of life, but practices can minimize their rate of turnover with proactive efforts and a commitment to recruiting a physician whose needs match the needs of the practice.”

Data Dome Tip:
Using assessments, ask current physicians what it really takes to be successful in doing the current job. Establish an objective basis for starting a discussion about how to reorganize. Then, ask them what specific changes would make it easier for them to be successful in their positions. Do anonymous surveying with third-party administration.

Outside of background and training and gender and generation, different styles will simply prefer to do certain kinds of things in specific kinds of ways. It is very difficult (if not impossible) to change yourself or others. The work environment is much easier to change – if you have the right information.

Where there is a good job fit, there is less turnover and more engagement. By extension, physicians who do not have to deal with as many unnecessary environmental stressors are freer to focus on the actual job.

Not only will they be less inclined to leave, but they will tend to provide better patient care.

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