Much attention has been paid to the effects of physician turnover on the health care organizations that employ doctors—the cost to replace them and in lost revenue, particularly. But some experts say residents and fellows looking for their first physician jobs should seek roles that are satisfying for them individually and also for their co-workers.
“Every time someone enters or exits a system, it changes the dynamics,” said Carey Goryl, CEO of the Association for Advancing Physician and Provider Recruitment (AAPPR), a professional organization of internal physician and health care provider-recruitment professionals. “Over time, that constant churn can be exhausting.”
Even though physicians don’t always leave their positions because they’re unhappy, she noted, residents and fellows looking for a first job out of training shouldn’t overlook turnover as a factor.
“You may want to do something new. You want different geography. Your spouse gets another job, and you need to move. Maybe you've just been inspired by something else,” she said. “It’s not a negative. Often, it’s a positive pull toward a better personal or professional fit. It's not always dissatisfaction, but that decision to move on is a signal for you and the organization to pay attention to what’s working or not.”
Turnover rates stay in ballpark
Research reveals some of the statistics behind physician turnover and the causes that drive it. The “2025 AAPPR Physician and Provider Recruitment Benchmarking Report: Search Dynamics and Trends” includes information from 128 organizations that participated in the annual research study and includes details from more than 15,000 searches, 61% of which were for physicians.
Yearly physician turnover was reported in the study at an overall median rate of 7.3%, with the median in urban areas at 7.8% and at 6.7% in suburban areas. There was no rural turnover number reported in the study. Turnover rates for physicians have hovered at these levels since 2020, according to the report, though there was a small spike in the wake of the COVID-19 public health emergency.
According to the study, physician turnover rates were:
- 6.9% in 2020.
- 6.8% in 2021.
- 8% in 2022.
- 7.1% in 2023.
- 7.3% in 2024.
Previous research from the association dug into some of the reasons why physicians and other health care professionals left their jobs. Researchers found that the most common reasons reported for physician turnover were, in order:
- Retirement.
- Taking a similar role elsewhere.
- Geography.
- Burnout.
- Compensation.
- Advanced learning.
Physicians in smaller organizations—those that had 300 or fewer physicians and other health professionals—were more likely to say they were leaving to retire or to take another similar role elsewhere, and less likely to say they were leaving because of burnout, compensation or geography.
Physician job seekers should explore the JAMA Career Center®, which presents physician career opportunities, news and information relevant to the full spectrum of medical practice. Search for physician jobs by specialty and location or browse all the physician jobs by specialty.
The damage of physician turnover
Turnover doesn’t just affect health care employers and the physicians who leave their jobs. Their co-workers, even when they are not given extra work, can be negatively affected psychologically as well. Goryl said that physicians who see many of their colleagues depart may disconnect or avoid making as many personal connections as possible at work.
“We talk about burnout, wellness and workloads for physicians and the expectations on physicians,” she added. “But exhaustion from all the constant change and transition that we have had to reluctantly just accept as the normal part of business can push our system of medicine to feel more transactional as a way for physicians and others to create some psychological distance and protect their own well-being.”
Turnover rates for those in their first physician jobs are particularly high. A report from Jackson Physician Search and the Medical Group Management Association shows that nearly 60% of physicians will leave their first jobs after residency or fellowship training within three years. More than 25% said they considered leaving within just one year.
“Their turnover being so high is a real concern that we're not making those strong, sustainable matches between physicians and organizations at the outset,” Goryl said.
Determining a potential health care employer’s commitment to physician well-being can help. Not only will it indicate that the organization wants you to thrive, but it can also mean your coworkers are less likely to leave.
“From a resident's perspective, that's why it's so important to know what to look for in an organization when you're job-hunting,” said Heather Farley, MD, MHCDS, the AMA’s vice president of professional satisfaction. “Because we know that their well-being and professional satisfaction are influenced so heavily by the culture and the operations of the system that they're joining.”
How to avoid the turnover trap
Being newly out of physician training is a particularly vulnerable time, Dr. Farley said, as the structures that go with it are removed and less attention may be paid to mentorship and other formal support systems. Physicians fresh out of residency or fellowship may also struggle with the amount and type of work they are doing in their first jobs.
“Those first few years of practice can carry an elevated risk for burnout,” Dr. Farley said. “Studies also show that early-career physicians frequently report challenges with work-life integration, in particular during that transition period.”
Find out what your potential employer does to prevent burnout among physicians and see how deep their commitment to well-being goes.
The AMA Joy in Medicine® Health System Recognition Program creates a framework for shoring up physician well-being. If an organization’s efforts line up with what experts know to be evidence-based and practical, it can show a commitment to preventing and treating burnout.
Be clear about your needs, experts say, and look beyond the salary when evaluating potential employers.
“If the candidate hasn't been clear about what they’re looking for in terms of fit priorities, and in work-life balance, they may just pick a position based on compensation,” Goryl said. “There are plenty of employers who will play that particular part of the game and compete primarily on compensation, hoping the culture fit just works out.”
If you’re searching for your first physician job after residency, get your cheat sheet from the AMA now.
