In the past, healthcare organizations would pay physicians based on the number of hours they worked and the number of patients they saw. Sadly, this led to many physicians working long hours, resulting in burnout. Today, physicians want a better work-life balance, and they are willing to take less pay to achieve it. Flexible work for today’s physicians benefits not only the doctors but the healthcare organizations they work for.
Prioritizing Work-Life Balance
Doctors prioritize work-life balance more than they have in the past. In fact, a survey conducted in 2024 found that physicians stated a better work-life balance was their primary motivation for changing careers. This statement held regardless of what career stage the doctors were in. Physicians just starting in the field want flexibility and are willing to accept less pay to achieve it. Those who have been in the field for some time wish to scale back their hours but don’t want to lose financial ground. With the help of flexible physician work, these goals can be achieved.
Building Flexibility into Healthcare Organization Schedules
Healthcare organizations must find ways to build flexibility into their schedules. Planning for variability is hard for these organizations. Nevertheless, the organizations must meet doctors where they’re currently at or risk losing top talent. Thanks to staffing shortages in the industry, filling open positions is challenging, particularly when the organization does not offer flexible scheduling. Doctors won’t want to work for this company. Until these positions are filled, the organization is forfeiting revenue.
Burnout
Doctors who don’t have flexible schedules are at higher risk of burnout. A recent graduate may be willing to work long hours, but they won’t sign a contract when their initial one is up. The organization has lost out on the money spent recruiting and onboarding this individual, and could spend tens of thousands of dollars to complete a search to replace the doctor who chose to seek employment elsewhere.
Defining Flexibility
What healthcare organizations must understand is that flexibility looks different based on the individual. One doctor might want a 4-day work week, while another doctor would like to provide more telehealth accessibility. Administrative days may be carried out at home, and many physicians appreciate having access to job-sharing opportunities. Some doctors are willing to work part-time and allow another physician to cover the hours they don’t work. Between the two, the organization gains a full-time employee.
Updated Compensation Models
Healthcare organizations also need to reevaluate their compensation models. Older doctors may remain tied to a compensation model that doesn’t allow for flexibility or reduced hours. Many physicians make up to half of their pay through bonuses linked to patient volume. They don’t want to lose these bonuses, so the organization should ensure they don’t. Those organizations that adjust their compensation models find they can retain top talent when their peers struggle to do so.
Reduced Costs
Many healthcare organizations hesitate to make these changes because they recognize that flexibility costs them more initially. They need to consider how this flexibility will simplify the recruiting process. These organizations will be able to attract top talent and meet their patients’ needs, leading to increased revenue.
Organizations that offer flexible scheduling gain an edge over their competitors. Doctors and other medical providers will want to work for this organization and feel valued when they secure a job. Recruitment challenges disappear when flexible work options are offered, so every healthcare organization should make this a priority today.
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