Recruiting a dermatologist takes time and money, and the simplest way to avoid the recruiting process is to retain the staff you currently have. Consider the common reasons why dermatologists leave their jobs and work proactively to make sure your staff don’t have a reason to depart. Of course, this won’t prevent every resignation since some may have a need or desire to relocate or change jobs regardless of what you do. However, it can prevent unnecessary resignations. Do yourself a favor and consider these seven reasons why dermatologists change jobs and what you can do about it.
Reason #1: More Money
Of course, this is an obvious reason that could lead to a job change for anybody. While it may be easy to view dermatologists as greedy, consider other reasons for wanting higher compensation, such as paying off medical school debt.
Don’t assume your employees have no knowledge of their colleagues’ compensation. Conduct a compensation analysis periodically and make sure your compensation is competitive in your market.
If you can’t increase salary, consider improving benefits, such as health insurance and 401(k). Also consider enhancing your soft benefits, such as flexible schedules.
Reason #2: Better Work Environment
While it’s easy to assume money is the top influencer of job decisions, work environment may weigh more than you think. The Great Resignation that followed the COVID-19 pandemic happened in part out of a desire for a greater work-life balance. Consider what your practice can do to improve the work environment:
- Make sure the hours and work demands are sustainable.
- Offer flexible and part-time schedules, which can be especially attractive to dermatologists with young families.
- Consider hiring scribes to reduce administrative tasks performed by dermatologists, including charting.
Reason #3: Lack of Support Staff
Work environment issues also spill over into another reason why dermatologists change jobs: a lack of support staff. Make sure your practice is attractive to employees at every position and pay grade. A lack of staff (and quality staff) causes unnecessary stress on a dermatologist. Let your dermatologists do what they do best – provide dermatology care – and hire other staff members to handle other tasks. Place the same amount of effort on retaining quality support staff as you do in retaining dermatologists. Continuity makes a big difference for every position.
Reason #4: Not Enough Patients
Too little business is another reason why dermatologists may leave. Make sure your practice location is a right fit. Are there enough patients in the practice area who aren’t already under the care of other dermatology providers?
Make the right decisions to help your practice grow. You may need to advertise a particular practice location or service. Or, you may need to consolidate locations to keep the overall practice viable.
Reason #5: Not the Type of Work They Want
Perhaps there are enough patients for the practice to succeed, but the practice may not offer the dermatologist opportunities to perform the types of procedures he or she would like to perform, such as surgical or cosmetic procedures.During the hiring process be up front with candidates about the types of patients at the practice. Better to find the right candidate for the position than to keep replacing dermatologists who are unhappy with the type of work they are performing.
Reason #6: Issues with Leadership
Make sure the practice leadership has an open door policy, ready to hear openly and honestly from all staff, including dermatologists. Listen to dermatologists’ input, and value their suggestions. No one wants to work in a role in which they are without some measure of influence. Provide leadership growth opportunities for dermatologists who would like to be more involved, including opportunities to educate staff or provide some oversight in practice operations.
Reason #7: Lack of Partnership Opportunities
Dermatologists may leave when a practice is sold or acquired because partnership opportunities no longer exist. Keep in mind what motivates the dermatologists on your staff, and consider keeping partnership opportunities open when possible.
The best way to prevent dermatologists from leaving is to be as up front as you can in the hiring process. Discuss expectations you have as a practice owner and hear their expectations as a potential employee. Make sure it’s a right fit for all. And, once the dermatologists are on staff, keep the lines of communication open at all times. Sometimes simple changes can help keep your most valued employees happy.
