Ten Keys to Physician Retention
3. Have a Vision To help ensure positive physician relations, healthcare leaders need to express their vision to physicians about the future direction of their facilities. One key is to delineate where the facility will be along the continuum between traditional fee-for-service and the integrated, value-driven model. While the latter model is proliferating, often through ACOs in which physicians usually are employed by a healthcare system, variants are possible. These include bundled payment models in which health systems and independent physicians share from the same revenue pool, the “practice leasing” model, in which hospitals provide management services to independent doctors, and physician/hospital joint ventures. The vision statement also may include how the facility intends to build its medical staff – whether through recruitment of new doctors, through the acquisition of practices already in the community, or through some combination of the two. Clearly articulating a vision removes uncertainty and promotes the retention of physicians likely to buy-into the direction the facility is heading, while allowing those physicians who may impede the facility from realizing its vision to move on. When developing an organizational vision, it is important to solicit physician opinions and allow physicians to have a direct influence on the direction the organization will take (see #4 below). 4. Seek Physician Input Healthcare facilities should develop a formal survey for seeking input from physicians regarding their practice patterns, how they rate facility services and management, their practice needs and their concerns. The content of the medical staff survey may vary depending on a variety of factors, including the facility’s size and its relationship with its physicians. Below is an example of a medical staff survey that offers a general template and which should be modified by individual facilities as appropriate.
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