Community Culture: A Top Physician Concern

Community Culture: A Top Chysician concern

By: Leah Worthy

Group of medical professionals brainstorming in a meeting. Team of healthcare workers discussing in boardroom, with female doctor presenting her plan.

A recent Jackson Physician Search survey polled rural physicians and administrators on the factors that influence recruitment. While both parties agreed that compensation is a top influencer, it was their differing opinions that revealed the more interesting insights. For example, administrators underestimated the importance of culture-related factors like autonomy and leadership opportunities. In fact, only 28% of physicians ranked compensation higher than community culture. 

 

Tony Stajduhar, president of Jackson Physician Search, said, "Compensation will always be a driving factor in recruitment and retention, but this survey confirms how a variety of less easily quantified factors play as important a role in rural physicians' practice location decisions. It's vital for hospital administrators to understand that physicians place heavy emphasis on other aspects such as community and workplace culture…” 

 

Compensation and culture go hand-in-hand

 

We’ve long believed that compensation and culture go hand-in-hand. That’s why all of our compensation programs are designed to support medical staff alignment and positive working environments.  

 

Our Call Pay Solution does this by turning call pay, which is a historically divisive topic, into a tool for alignment by providing a platform for physician participation and establishing a fairness standard for all call pay arrangements. 

 

Our Physicians’ Advantage Plan builds trust between an administration and its medical staff by making it easier for the hospital to offer meaningful rewards while containing costs.  

 

Similarly, our Physician Employment Strategies fosters alignment by allowing hospitals to maximize the impact of employed physician compensation. 

 

Finally, our Hospital Executive Advantage Plan supports culture by promoting continuity in top leadership positions.

 

Whenever compensation is thoughtfully designed, it can build trust between staff and administration. This leads to improved alignment and physician engagement, the benefits of which are nearly endless. Ultimately, a positive culture touches every aspect of an organization’s wellbeing, and now we know it is also one of the top influencing factors in recruitment. 

REQUEST OUR WHITE PAPER

Complete the form below and receive a copy of our latest white paper, The Call Pay Solution: Stabilizing budgets with a fair and sustainable approac
Something went wrong. Please check your entries and try again.

Want to Learn More?

The Politics of Pay

The Politics of Pay Why nonprofit hospitals boards must be prepared to defend their executive compensation Competition for healthcare executive talent is on the rise. This is evidenced by reports that the average tenure of a hospital CEO is only 5.6 years and that 67% of executives who leave their…

Ambulance diversion and the struggle to secure 365 coverage

Ambulance diversion and the struggle to secure 365 coverage Last week, a bill was introduced in congress that would require hospitals to report instances of diversion. Failure to do so would result in funding cuts. Diversion is the practice of turning away ambulances when an emergency department is full. The…

Healthcare leadership and the illusion of transparency

Healthcare leadership and the illusion of transparency As we discussed last week, physician burnout is a pressing issue in healthcare right now. Doctors have cited a lack of recognition and appreciation as a contributing factor to the growing problem. Having a strategy in place for demonstrating appreciation might be more…

Call Pay: It’s not just about the money

Call Pay: It’s not just about the money Whenever we suggest that call pay isn’t really about the money, the idea is met with skepticism. This is understandable given that on the surface, the money matters quite a bit. Doctors are demanding to be paid more, and many have even…

The hidden cost of executive turnover

The hidden cost of executive turnover Executive turnover, which has held steady at 18% for the past five years now, is taking a toll on healthcare organizations. From a financial perspective alone, turnover can be devastating. The replacement of a CEO, for example, can cost anywhere between four and eight…

Call Coverage and Physician Burnout

Call Coverage and Physician Burnout A recent survey found that physician burnout is as widespread as ever. 42% of respondents,  who represented 29 different specialties, reported that they had experienced burnout. Office tasks, a lack of respect from administrators, and the reduction in reimbursement rates were cited as contributing factors…

Employment, alignment, and the surgical specialist

Employment, alignment, and the surgical specialist By: Kyle Worthy The rise in physician employment has been well documented. Now the trend is spreading to surgical specialists. Illustrating this shift, a recent survey found that employment has risen 25% among orthopedic surgeons in the past year. In the same survey, 48%…

Courage In Healthcare: Dr. Grace Terrell

Courage in Healthcare: Dr. Grace Terrell By: Kyle Worthy A true pioneer in the transition to value-based care   This week we speak with Dr. Grace Terrell. Dr. Terrell is a highly regarded internal medicine physician from High Point, NC. In addition to practicing medicine, she has also served as CEO…

Why Call Pay is still an issue at many healthcare organizations

Why call pay is still an issue at many healthcare organizations A few years ago, call pay was a hot topic in the healthcare community. Today, the issue has fallen off many people’s radar. Is this because the crisis was solved? Our observations suggest otherwise. Reimbursements in the fee-for-service model…

Hire to retire: How an organizational goal can transform a culture

Hire to retire: How an organizational goal can transform a culture A hospital board member recently shared one of his organization’s top goals with us, stating, “We only want to hire executives who retire from here.” This is a striking goal for an organization in the healthcare industry given that…