We see the same five factors rise to the top when broken out by generation, with two exceptions. First, for clinicians under 30, workplace culture replaced geographic location in their top five. Location rises in importance with each subsequent age cohort — ranking second only to compensation for clinicians over the age of 51.

Second, for clinicians over 61, clinical autonomy replaced non-compensation benefits in their top five. This isn’t surprising given that many older physicians started their careers in independent practice, where clinical autonomy is prized.

Clinical autonomy also replaced non-compensation benefits in the top five for 1099 contracted clinicians. This isn’t unexpected, since many clinicians prefer contracted models because they offer more independence. In addition, 60% of our 1099 survey respondents were over 50, so this prioritization likely reflects generational preferences.

Clinicians across all roles, generations, and employment models consistently prioritized compensation above all other factors. However, when taken together, schedule flexibility, work-life balance, and benefits outweigh compensation alone. While organizations can’t control geographic location — the other non-compensation factor in the top five — they can inflect these three.

Individually, these factors may not be enough to win talent, but delivering effectively against all three in combination can outweigh preferences for compensation — and outcompete organizations that rely on compensation alone to attract candidates.

This is good news for employers. As it becomes increasingly hard to out-pay competitors, this data reinforces that non-compensation factors can and do make up the difference. Instead, organizations should turn their focus to schedule flexibility, work-life balance, and benefits to differentiate themselves.

You can see the top five benefits that clinicians value in the graphic above. Next, we dive deeper into what it looks like to deliver on schedule flexibility and work-life balance.

Leaders have anecdotally reported a growing interest in part-time work, but our survey found that W-2 employed clinicians overwhelmingly preferred a full-time schedule. However, most clinicians — employed and contracted alike — preferred a more flexible schedule to a predictable one.

These responses show what schedule flexibility means to clinicians. It isn’t about working less. It’s about more flexibility around when they work.

Question 1: “What type of work schedule do you prefer?”

Top three responses

1. Full-time, fixed schedule
2. Flexible, variable shifts
3. Part time
   Note: Responses only collected from W-2 employees

When it comes to work-life balance, clinicians are most concerned with time. Four of the top five work-life balance components ranked by clinicians (listed below) are about time — and the other is flexible scheduling. Organizations should implement proven workflow interventions to save time in clinician schedules in addition to offering paid time off.

“What work-life balance components are most important to you?”

1. Adequate time for family commitments
2. Flexible scheduling options
3. Paid time off
4. Coverage when taking time off
5. Adequate time for rest and relaxation

Clinicians today have more practice options than ever before. To assess clinician experience by employer type, we compared data across four categories: compensation, work-life balance, clinician loyalty and work environment. Ultimately, corporate and independent medical groups “tie” for best employer, with each ranking highest in two of four categories. Health systems were consistently in the middle of the pack — except for compensation, where they ranked lowest.

Determining the “best” type of employer is also difficult when breaking out responses by age group. However, two notable trends emerged. First, independent medical groups almost exclusively ranked highest on work environment, claiming the top spot in five out of six age groups. Second, clinicians under 30 were the only age group with a different winner compared to all clinicians combined across every single category, highlighting the unique experiences of early career clinicians relative to those in the middle or late stages of their careers.

Ultimately, this data suggests that the “best employer” is in the eye of the beholder. All employer types have strengths and weaknesses. Depending on their age and unique priorities, individual clinicians may perceive different employers as being the best for them.

Compensation winner: Corporate medical groups

Corporate medical groups rank highest for both overall compensation and compensation relative to amount of work performed. While competing with corporate-backed medical groups on compensation is difficult for health systems and independent practices, these employers have an advantage when it comes to non-compensation benefits. They perform better than corporate medical groups on benefits, and that is important given satisfaction with benefits is fairly low across the board, ranging from 34% to 43%, relative to the other metrics in our analysis. This means there is more opportunity for improvement on benefits than compensation. Rather than trying to outcompete with corporate medical groups on compensation, health systems and independent practices should leverage their upper hand on non-compensation benefits to differentiate themselves.

Work-life balance winner: Corporate medical groups

On work-life balance, corporate medical groups held a slight edge over other employer types. That said, no one crossed the 50% threshold on the statement, “My organization effectively promotes work-life balance among providers.” Independent medical groups ranked highest at just 46%. All employers have room for improvement on work-life balance which, as discussed earlier in this report, is a top five priority for clinicians. While corporate medical groups lead on work-life balance today, their position is tenuous, presenting an opportunity for health systems and independent medical groups to differentiate themselves in this area.

Clinician loyalty winner: Independent medical groups

Clinicians at independent medical groups are most loyal to their employer. Interestingly, despite being the least satisfied with their overall compensation, independent clinicians were still the least likely to seek a job elsewhere due to dissatisfaction with compensation. This means factors other than compensation are what keep independent physicians loyal. While independent medical groups took the lead on clinician loyalty rankings, intent to leave remains high across the board. Sixty percent of clinicians at independent medical groups reported that they agreed, strongly agreed, or were neutral about considering switching jobs in the next two years — and an even higher percentage of clinicians from the two other employer types reported the same. As outlined earlier in this report, organizations must break the assumption that satisfied, and even “loyal,” clinicians are guaranteed to stay. All employer types must remain laser focused on retention.

Work environment winner: Independent medical groups and staffing firms