How physicians feel about their workplace culture

For the report, Medscape surveyed 1,240 physicians across 29 specialties between Jan. 8 and March 6. Among the respondents, 61% were men and 37% were women.

Due to growing awareness of physician stress, poor work-life balance, and low job satisfaction, healthcare organizations have made more efforts to create a supportive workplace culture. In the report, over 60% of physicians said that the quality of their workplace culture was either holding steady or improving. However, 38% of physicians said that the quality of their workplace culture was declining.

When asked about how their workplace culture was with physicians, around half said that it was either supportive or very supportive. 

However, some respondents also had criticisms, with one saying that "[p]hysicians are treated like cattle." Another physician noted that while an organization hired them for their expertise, leaders "don't always listen when I point out things that need improvement and don't consult me about organization decisions."

Respondents also reported that nonphysician staff were likely to receive about the same amount of support as physicians.

Many physicians felt like their workplace culture was highly supportive of patients. Over 70% of physicians said the workplace culture was either supportive or very supportive of patients. 

What physicians are prioritizing when it comes to workplace culture

According to the report, 70% of physicians said that workplace culture is equally as important as compensation, while 18% said that it was more important.

When asked about their top priorities when it came to workplace culture, over 50% of respondents said a commitment to work-life balance or physician autonomy over patient care. Other top answers included a positive atmosphere, management treating staff well, and being consulted on organization and policy decisions. 

"A positive environment is essential for maintaining high job performance and satisfaction," said Ozan Toy, CMO at Telapsychiatry. "In general, if I feel valued at work and have the autonomy to work in a way that is empowering, then I am much more likely to stay in that job in the long run."

The respondents also outlined several potential areas where employers could improve their workplace culture. The top three responses were consulting physicians on organization and policy decisions, committing to work-life balance, and management treating staff well. 

"I have seen significant changes in our workplace culture over the years," said John Lowe, who practices at Restore Care, a health and weight-loss clinic in Utah. "The culture was (previously) a little hierarchical, with minimal communication between the various levels of staff. It has been deliberately changed to encourage an inclusive and collaborative environment in recent years."

"This change has come about through initiatives such as regular team-building sessions, open forums for feedback, and flexible work schedules," Lowe said. "Consequently, this has made a supportive and friendly atmosphere, which encourages teamwork among colleagues, leading to improved patient care."

Physicians' top non-salary benefits

Amid an ongoing physician shortage and new competition from retail clinics, telehealth companies, and more, physician salaries and benefits have increased. However, salary alone is no longer enough for many physicians to take on new positions.

Instead, more physicians are looking for other benefits that can support their interests, work-life balance, and financial stability.

Among early-career physicians, short-term financial benefits, such as relocation assistance and signing bonuses, can be important because they are less financially established than more experienced physicians.

Many early-career doctors are also looking for personal growth opportunities. Jobs that offer mentorship, teaching opportunities, access to leadership tracks, and more are likely to attract them.

"After dedicating so many years to medical training, you want to look for some degree of autonomy in building your practice," said Priya Jaisinghani, an endocrinologist and obesity medicine specialist in her second year of practice at NYU Langone Health.

For mid- to late-career physicians, financial incentives, such as signing bonuses or relocation allowances, are likely not a priority. Instead, these physicians are more likely to be interested in work-life balance benefits. Some of these benefits include four-day workweeks, flexible scheduling, remote work options, and more.

"Physicians were always in the driver's seat, and their bargaining power has only increased," said Marc Adam, a physician recruiter at MASC Medical. (Nelson, Medscape, 8/23; Taylor, Becker's Hospital Review, 8/23; Balasubramanian, Forbes, 8/29; Coffey, Medscape, 8/30; Taylor, Becker's Hospital Review, 8/30)

Physician employers are facing a shifting physician workforce. The classic playbook for physician recruitment and retention is no longer enough. Read on for the three trends driving the changes and tips for what your organization can do to win long-term loyalty.