In this episode of the MGMA Insights Podcast, host Daniel Williams, Senior Editor at MGMA, sits down with Tony Stajduhar, President, and Neal Waters, Regional Vice President of Recruiting, Jackson Physician Search, to discuss insights from the new research report From Contract to Connection: How Authentic Relationships Foster Early Career Physician Loyalty and Retention.
The conversation explores how healthcare leaders can strengthen physician relationships beyond the recruitment phase — from pre-boarding and onboarding to long-term engagement. Tony and Neal share actionable strategies to close the gap between administrative expectations and physician realities, emphasizing culture, communication, and connection as key drivers of retention and satisfaction.
Key Takeaways
- Bridging the Expectation Gap (1:39)
Nearly 60% of physicians leave their first job within three years, yet administrators expect six-year tenures. This misalignment reveals a critical need for better communication and expectation-setting during recruitment and onboarding. - Spotting Red Flags Early (3:57)
Engagement is a strong indicator of longevity. Lack of participation in staff events, community involvement, or peer engagement can signal an at-risk physician. - Generational Shifts in Retention (09:44)
Newer physicians approach employment differently than past generations. They expect employers to prove that a practice is worth their long-term commitment, rather than assuming loyalty from the start. - The Power of Pre-boarding (11:09)
Relationship-building begins before day one. Consistent communication — such as assigning mentors, sending local updates, or small welcome gestures — keeps new hires connected and prevents cold feet during long start-date gaps. - Compensation Gets Them In, Culture Keeps Them There (18:10)
Financial packages may attract candidates, but organizational culture — where physicians feel heard, valued, and connected — is what sustains engagement. - Establishing Feedback Loops That Work (22:25)
Effective feedback systems pair structured mentorship (monthly check-ins) with informal peer relationships, ensuring physicians have safe spaces to share concerns before they escalate. - Culture as a Retention Engine (25:34)
A thriving culture is personal, not transactional. When physicians feel known as individuals — not employee numbers — they’re more likely to stay and invest in the organization’s success. - Action Step for Leaders (29:19)
Administrators should “put themselves in physicians’ shoes,” understanding their personal and professional motivations to create environments where physicians feel supported and seen.
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