By Eliza Dailey

As burnout continues to worsen among physicians, some are stepping away from full-time positions in favor of temporary jobs, which many say have benefited their mental and physical health and allowed them to focus more on providing care rather than administrative duties.

More doctors are turning to temp work

Burnout among physicians has been a problem for decades, but it became significantly worse during the pandemic as many physicians faced longer hours and larger patient loads.

In a 2023 Medscape survey of over 9,100 physicians, 53% said they were burned out, up from 42% who said the same in 2018. Other research, including from the American Medical Association, has found similar rates of burnout among physicians and other healthcare professionals.

While the pandemic spotlighted physician burnout, the root causes are systemic. Since 2018, the top three factors contributing to burnout haven't changed: too many bureaucratic tasks, lack of respect from coworkers, and too many work hours.

But what's different today is that physicians have more employment options than ever before.

More doctors are now moving away from full-time careers to work as locum tenens or temporary physicians, similar to how many staff nurses switched to travel nursing during the pandemic.

According to medical staffing company CHG Healthcare, around 7% of the U.S. physician workforce, or 50,000 doctors, currently practice medicine through temporary jobs rather than full-time work — an almost 90% increase from 2015. Some of the most sought-after specialties for temp work include primary care doctors, cardiologists, pulmonologists, surgeons, and oncologists.

Compared to full-time doctors, those working temp jobs say they typically earn 30% to 50% more than hospital-staff physicians depending on their specialty and location. Many also say they have more time to take care of both their mental and physical health.

3 things organizations can do to win physician talent

This data isn't surprising — but it should put all employers on high alert. Physicians can and will change practice models in search of what they value. And increasingly, that's better work-life balance, particularly among younger physicians.

With nearly half of practicing physicians set to retire over the next ten years, employers will need to cater to this younger generation. According to a survey from Merritt-Hawkins, residents value factors like location, personal time, lifestyle, and overall compensation most when considering employment opportunities. 

In our research, we identified three ways organizations can distinguish themselves as a physician employer of choice:

1.       Meaningful autonomy: While autonomy has always been sacred to physicians, it has emerged as the most important factor when evaluating practice options, according to 2022 Advisory Board survey data. Employers of choice will offer some combination of clinical autonomy (I can practice the way I want), schedule autonomy (I can control when and how much I work), and strategic autonomy (I have a role in decision making).

2.       Ample time: Physicians need more time to do their jobs. They need time to reflect on their many responsibilities — including those during and outside the visit, clinically, administratively, personally, and professionally. Employers of choice respect physicians as both doctors and people with basic needs and expectations like any other employee.

3.       Seamless support: Wellness and emotional support are important, but physicians ultimately want the kind of support that makes their jobs easier. This requires both technology and care team support. Employers of choice remove barriers, streamline workflows, and make it easier for physicians to practice medicine.

Ultimately, employers who make the practice of medicine more sustainable will win physician talent. Doctors care less about who their employer is and more about what they offer — whether that's locum tenens or another practice model.  (Sausser, KFF Health News, 6/7; Tarrant, Wall Street Journal, 6/6)

Becoming the physician employer of choice

Implications of the new era of physician employment

The physician workforce: 2023 data unpacked