Most doctors like their jobs — here’s why they want to leave

Most doctors like their jobs — here's why they want to leave © Khunatorn - stock.adobe.com

Three-quarters of surveyed physicians and advanced practice providers (APPs) say they’re satisfied with their current jobs, but that doesn’t mean they’re planning to stick around.

A new national workforce report from LocumTenens.com, a health care staffing solutions company, and the Advisory Board, a health care research and advisory firm, revealed that 41% of clinicians are considering switching jobs within the next two years — including 28% of those who say they’re already satisfied where they are.

“The data in this report reinforces what we hear from clinicians every day: while compensation is important, it’s not the only factor driving career decisions,” said Chris Franklin, president of LocumTenens.com. “Flexibility, work-life balance and autonomy all play a significant role.”

The report, titled “Survey insights: What to know about the clinician workforce today,” is based on a March 2025 survey of 739 physicians and APPs across the U.S. The survey results show that satisfaction no longer guarantees retention, and that priorities like flexibility, autonomy and work-life balance are climbing the list of what matters most.

Satisfaction is high, but so is turnover

Contrary to popular assumptions, the survey found that job satisfaction remains strong amid high levels of burnout across the medical industry. Seventy-six percent of respondents said they were satisfied with their current roles — including 75% of physicians and 77% of APPs.

Yet, even among satisfied clinicians, many are still eyeing the exit. Nearly one-third of those who reported being satisfied with their positions said they are considering a job change within the next two years.

“Employers can’t assume that satisfied clinicians will stay with an organization,” the authors of the report wrote. “Job satisfaction no longer guarantees retention.”

Intent to leave wasn’t limited to younger clinicians, either. While half of those under 40 said they’re thinking about switching jobs, roughly one-third of clinicians in their 40s, 50s and 60s said the same.

Responding clinicians across all roles and age groups consistently ranked five factors as most important when choosing a job:

• Compensation
• Geographic location
• Schedule flexibility
• Work-life balance
• Non-compensation benefits (including malpractice insurance, flexible working arrangements, health insurance, time off and travel expenses covered)

Compensation still tops the list. But, when taken together, non-pay priorities like flexibility, balance and benefits outweigh pay alone. Among W-2 employees, most still prefer full-time work — but they want more say in when and how they do it.

“Clinicians don’t want to work less,” the report notes. “They want increased flexibility around when they work.”

For responding clinicians under 30, workplace culture edged out location on their priority list. Among those over 60, clinical autonomy took priority.

The rise of locum tenens

Roughly 36% of respondents said they had a second job. Of those, 75% said that role was as an independent contractor — most often through a staffing firm.

That arrangement — 1099 work — offers clinicians more autonomy than traditional W-2 employment. Unlike salaried employees, 1099 contractors typically aren’t tied to one employer and can take on short-term assignments with greater control over their schedules.

Their reasons for doing so? Financial goals and scheduling flexibility.

“For a growing segment of the clinician workforce, locum tenens work is not just a career path — it’s a strategic choice that offers flexibility, autonomy and supplemental income without sacrificing quality of life,” Franklin said.

Clinicians who found work through staffing firms also reported higher satisfaction with their work environments, citing better alignment with organizational values, more recognition and a greater sense of autonomy.

Ultimately, it’s a matter of fit

The report analyzed how clinicians perceive different employer types — including corporate medical groups, independent practices and health systems — across four areas:

1. Compensation
2. Work-life balance
3. Loyalty
4. Work environment

Corporate-owned practices ranked highest for compensation and work-life balance. Independent practices led in clinician loyalty and overall work environment. Health systems consistently landed in the middle — and at the bottom when it came to compensation.

Still, no single employer type came out on top across the board. Preferences varied significantly based on age, employment model and career stage. For example, clinicians under 30 rated hospital systems highest for compensation and loyalty but favored corporate groups for workplace culture.

“These findings mean that employers can’t simply target younger clinicians when developing retention efforts,” the authors wrote. “All clinicians, even those later in their careers, are a retention risk.”

Health care leaders should understand that there is no one-size-fits-all solution, and compensation alone isn’t enough.

Instead, organizations should focus on the areas where they can realistically compete: offering more flexible schedules, improving benefits and creating a culture that values clinicians’ time and autonomy.

“Understanding what clinicians value — and aligning talent and workforce strategies to meet those needs,” Franklin said, is how health care organizations can support long-term satisfaction and continuity of patient care.