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Whether you’re a seasoned physician or a recent graduate, relocating for a new role is a significant decision that affects not only your career but also your personal life. Over and above salary and job satisfaction, moving involves adapting to a new environment, community and lifestyle. That means physicians should research and prepare for this transition. Here are few things for physicians to consider when evaluating relocation for a new job: 



1: Cost of living and salary adjustments One of the most important considerations when relocating is the cost of living in the prospective area. While a salary might seem appealing on paper, the local cost of housing, utilities, groceries and transportation can vary significantly from region to region. For example, a $200,000 salary might go further in Indianapolis, where the average cost of a home is $271,000 than it would in San Diego, where homes average $975,000.



Steps you can take:



<ul>
<li>Use online cost of living calculators to compare your current location with the potential new area.</li>



<li>Investigate local real estate markets. If you are considering buying a home, understand housing prices, property taxes and homeowners’ insurance rates.</li>



<li>Ask potential employers if they provide relocation stipends or salary adjustments to account for higher costs of living.</li>
</ul>



2. Community and lifestyle The community you’ll be living in has a direct impact on your quality of life. Research the culture, activities and amenities available in the area to ensure it aligns with your lifestyle preferences and personal needs.



Key points to consider:



<ul>
<li>Social life and entertainment&#8211; Explore the local dining, arts, music and recreational scenes. Do they offer what you enjoy during your downtime?</li>



<li>Schools and education&#8211; If you have children or are planning to have a family, research the quality of local schools, daycare options and extracurricular programs.</li>



<li>Healthcare-&nbsp;As a physician, you’ll naturally want access to excellent healthcare services for yourself and your family. Investigate the local healthcare facilities and specialists.</li>



<li>Outdoor activities-&nbsp;If outdoor activities like hiking, skiing or going to the beach are important to you, make sure your new area provides easy access to them.</li>
</ul>



3. Professional growth and job market stability Moving for a position is a long-term investment in your career, so you’ll want to ensure there’s room for growth and development. While the job offer may look promising, especially on paper, it’s essential to assess the long-term professional prospects in the area.



Questions to ask:



<ul>
<li>What is the demand for physicians in your specialty within the new area? A thriving job market may offer you more job security.</li>



<li>How does the local healthcare system rank in terms of patient care, industry leadership and innovation?</li>



<li>Does the hospital or clinic offer opportunities for professional development, continuing education or leadership roles?</li>



<li>Are there other healthcare facilities in the area in case you wish to change employers in the future?</li>
</ul>



4. Commute and transportation The length and convenience of your commute can greatly impact your job satisfaction and worklife balance. A shorter, less challenging commute not only reduces stress but also gives you more personal time. 



Key aspects to research:



<ul>
<li>Understand traffic patterns during peak work hours.</li>



<li>Consider the climate of the area and your confidence in driving in inclement weather conditions.</li>



<li>If public transportation is an option, check on the reliability and cost.</li>



<li>Consider proximity to airports if frequent travel is part of your job or if you value easy access to family and vacation destinations.</li>
</ul>



5. Licensing requirements and state regulations Licensing requirements vary by state, so be prepared to navigate paperwork and certification processes. Before moving to a new state, you will need to ensure your medical license will be valid there.



Steps to take:



<ul>
<li>Check the state’s medical licensing board to learn the requirements and application processes. Some states may require additional exams or training.</li>



<li>Review malpractice insurance regulations, since policies differ from state to state.</li>



<li>Investigate the state’s laws regarding telemedicine, patient care and physician practice rights, especially if your work in a specialty is impacted by legislation.</li>
</ul>



6. Worklife balance and work culture Every employer or healthcare facility has its own work culture and expectations when it comes to patient volume, work schedule and after-hours responsibilities. Be sure the culture aligns with your personal goals for a healthy worklife balance.



Things to clarify during interviews:



<ul>
<li>What support systems are in place for physicians (e.g., nurse practitioners, administrative support)?</li>



<li>What are the typical work hours and on-call expectations for physicians in your specialty?</li>



<li>Are there opportunities for flexible work arrangements such as part-time or telehealth options?</li>
</ul>



7. Climate and weather conditions In addition to your daily commute, the climate of a new location can have a profound impact on your day-to-day life and overall well-being. If you’re accustomed to a warm, sunny climate, moving to a region with cold winters and short days may affect your mood and lifestyle.



Things to consider:



<ul>
<li>Investigate average temperatures and weather patterns throughout the year.</li>



<li>If you have a medical condition, such as asthma, consider how the local climate may impact your health.</li>



<li>Be prepared for potential adjustments in wardrobe, heating or cooling costs and outdoor activity options.</li>
</ul>



8. Local physician community Finally, being part of a supportive professional network is key to thriving in your new location. Having a community of fellow physicians can offer you not only friendships but also professional mentorship and guidance.



Steps to take:



<ul>
<li>Research local physician groups or societies in your specialty. Having the opportunity to join one of these organizations can help you quickly build a network.</li>



<li>Ask about mentorship programs offered by your new employer. Mentors can help you navigate the transition and adjust to the new healthcare environment.</li>



<li>Attend local medical events or conferences to meet peers and establish connections in the community.</li>
</ul>



Relocating for a new role necessitates careful consideration that goes beyond just thinking about the job offer itself. With the right preparation, your new role can be the foundation for both career advancement and personal fulfillment.



For more information and insights on relocation, visit the&nbsp;<a href="https://www.practicelink.com/resource-center/" target="_blank" rel="noopener">PracticeLink Resource Center.</a>

post

Jackie Farley

What physicians should research before looking into a new role

With medical school averaging more than $200,000, student loan debt is a significant burden for many physicians, necessitating they find ways to reduce their financial obligations. One potential solution is negotiating loan repayment assistance as part of a job offer. For physicians and physician job candidates, understanding how to approach this conversation with a recruiter can be a key factor in securing financial relief.&nbsp;



Let’s explore best practices for asking an employer about loan repayment: 



<h2 class="wp-block-heading">1. Understand the types of loan repayment assistance</h2>



Before initiating discussions about loan repayment, it’s important to be well informed about the types of assistance commonly offered in the healthcare field. Some employers offer direct financial assistance, while others participate in federal or state programs.



Types of assistance to be aware of:



<ul>
<li>Employer-based loan repayment programs&#8211; Some healthcare systems, hospitals or clinics offer their own loan repayment programs as a recruitment incentive, especially in rural or underserved areas.</li>



<li>Public service loan forgiveness (PSLF)&#8211; Nonprofit and government-affiliated organizations may qualify for PSLF, which forgives remaining student loan debt after 10 years of qualifying payments.</li>



<li>State and federal loan repayment programs&#8211; Programs like the National Health Service Corps (NHSC) and state-specific loan repayment initiatives offer loan forgiveness for physicians working in health professional shortage areas (HPSAs).</li>
</ul>



By understanding what options are available, you can better tailor your request to the employer’s resources and ensure you’re maximizing potential benefits.



<h2 class="wp-block-heading">2. Research ahead of time to be prepared for the conversation</h2>



Before bringing up loan repayment during a job interview or negotiation, research the organization’s policies and current offerings. Review the employer’s website, job listings and any information provided by recruiters. Many larger healthcare systems openly advertise loan repayment assistance as part of their benefits package, especially if they are in regions with a high need for medical professionals.



What to know before you begin the conversation:



<ul>
<li>What are the employer’s existing policies? </li>



<li>Do they already offer loan repayment assistance? If so, what are the terms?</li>



<li>Is the employer located in an underserved area that qualifies for federal or state loan repayment programs?</li>



<li>Are similar positions in the region offering anything regarding loan repayment? If so, is your prospective employer’s offer competitive?</li>
</ul>



<h2 class="wp-block-heading">3. Timing truly is everything</h2>



Bringing up loan repayment at the right time is crucial. If you mention it too early in the interview process, it may make you seem overly focused on compensation rather than the job itself. However, waiting too long could result in a missed opportunity for negotiation.



How to know when the time is just right:



<ul>
<li>During initial negotiations&#8211; Loan repayment is best brought up after a job offer has been made but before you’ve signed any contracts. This is the ideal time to discuss your total compensation package, which includes not only salary but also benefits like loan repayment.</li>



<li>After expressing interest in the position&#8211; Wait until you’ve demonstrated your enthusiasm for the role and confirmed that the job is a good fit for your career goals. Once mutual interest is established, discussing loan repayment is appropriate.</li>



<li>At an appropriate point in the conversation&#8211; If the employer mentions benefits like sign-on bonuses or relocation stipends, this can be a natural opening to inquire about loan repayment as part of the compensation package.</li>
</ul>



<h2 class="wp-block-heading">4. Know how to ask in the right way</h2>



When it’s time to ask about loan repayment, approach the conversation with confidence and clarity. Be direct but professional in your request. Frame the discussion around mutual benefits. Highlight how loan repayment can contribute to your financial stability, which in turn allows you to focus on delivering excellent patient care.



What to include in your request:



<ul>
<li>Express your interest in the position&#8211; Start by reiterating your enthusiasm for the role and the organization.</li>



<li>Highlight loan repayment as a benefit&#8211; Explain how loan repayment assistance would be a valuable component of your compensation package and allow you to make a long-term commitment to the position.</li>



<li>Reference industry standards&#8211; Mention loan repayment is a common benefit in the healthcare industry, especially for physicians in high-demand specialties or underserved areas.</li>
</ul>



<h2 class="wp-block-heading">5. Negotiate, but be realistic</h2>



Once you’ve initiated the conversation, be prepared to negotiate. While employers may not offer loan repayment assistance outright, they may be open to discussing it. If loan repayment isn’t available through the employer, they may be able to offer alternative benefits, such as a higher salary, a sing-on bonus or additional vacation time, which you could use to make loan payments.



Negotiation tips:



<ul>
<li>Know your worth- If you’re in a high-demand specialty or willing to work in a rural or underserved area, you may have more leverage to negotiate for loan repayment assistance.</li>



<li>Be flexible- If the employer can’t offer a full loan repayment program, they may be able to provide a partial repayment or supplement the amount with other financial incentives.</li>



<li>Ask about other benefits- If loan repayment isn’t an option, ask if there are other financial perks, such as signing bonuses or educational stipends that could help you manage your debt.</li>
</ul>



<h2 class="wp-block-heading">6. Get everything in writing</h2>



If the employer does agree to loan repayment assistance, make sure the terms discussed are clearly outlined in your employment contract. Verbal promises may not hold up if they aren’t included in the final agreement.



Be sure the final agreement spells out:



<ul>
<li>The total amount of the loan repayment&#8211; Detailing how much the employer will contribute, and the time period agreed upon.</li>



<li>The conditions of repayment&#8211; Make sure any specific conditions you must meet, such as staying with the employer for a certain number of years, are included in the contract.</li>



<li>The payment structure&#8211; Be sure to lay out if the loan repayments will be made directly to your loan services or if you will receive the funds and make the payments yourself.</li>
</ul>



Discussing loan repayment with a potential employer is a delicate but essential part of the&nbsp;&nbsp;negotiation process, especially for physicians facing significant student loan debt. But with the right strategy, you can reduce your financial burden and focus on building a fulfilling medical career.



For more information and insights on financial wellness and loan repayment, visit&nbsp;<a href="https://www.practicelink.com/resource-center/" target="_blank" rel="noopener">PracticeLink.com/resource-center</a>.

Animated image of doctors discussing student loan repayment.

Asking an employer about loan repayment

Being a physician can be one of the most rewarding yet challenging professions. The demands of patient care, daily administrative tasks and the emotional weight of the job can often lead to stress and burnout.



Here are some practical tips and tricks for staying calm and practicing wellness during physician shifts that can be implemented directly during your in-office working hours:



<h2 class="wp-block-heading">Focus on mindful breathing</h2>



One way to pursue wellness is to use the transition between patients to practice mindful, meditative breathing, using the simple instructions of closing your eyes, taking deep breaths for four seconds, holding your breath for four more seconds and then exhaling for six seconds.



This standard technique can help center your mind and reduce anxiety. Consider setting reminders on your phone to practice mindful breathing every couple hours.



<h2 class="wp-block-heading">Schedule breaks</h2>



If possible, incorporate short breaks throughout your shift, moments where you can focus on yourself. Even just stepping away from the clinic area for five minutes and going on a short walk or drinking a glass of water in silence can rejuvenate your mind and body. Use this time to clear your head, which will allow you to return to your patients with renewed focus.



<h2 class="wp-block-heading">Optimize your work area </h2>



Another way to stay calm during your shift is to make the environment around you tranquil. Tips such as adding thriving plants to the workplace, flooding the area with calming images or hanging artwork with soothing colors are recommended. In addition, keep your desk area organized and free from clutter to minimize distractions. It’s known that a well-structured environment can enhance your focus and tranquility.



<h2 class="wp-block-heading">Practice gratitude</h2>



At the end of each patient interaction, take a moment to reflect on something positive. Whether it’s a successful patient outcome or something positive from your personal life that has been on your mind, acknowledging these moments and being grateful can shift your mindset and promote a sense of fulfillment. For even more reflection, consider jotting down all these reflections in a journal at the end of your shift to look at later.



<h2 class="wp-block-heading">Stay hydrated, stay nourished</h2>



Keeping your energy up is essential for maintaining calmness throughout your day. Making sure to keep a water bottle handy in your workspace and refilling it when necessary, in addition to keeping healthy snacks like nuts, fruits or yogurt handy, can help keep you hydrated throughout the day and full without the crash that often comes from sugary snacks.



<h2 class="wp-block-heading">Utilize technology</h2>



Utilize the endless technology at your fingertips to your advantage. Use your smartphone or smartwatch to set reminders for tasks and follow ups to streamline and simplify your workflow. However, be cautious about the distractions from notifications and consider designating specific times to check outside messages and emails, allowing you to stay focused on patient care and be present in the moment.



<h2 class="wp-block-heading">Engage with those around you</h2>



Usually, your day-to-day interactions with colleagues can significantly influence your mood. Take a moment to connect with your team — share a joke, give a compliment or simply check in to see how someone’s day is going. Fostering positive relationships can create a supportive atmosphere that benefits everyone, and being excited to enter your work environment in the morning will help set a positive tone for the entire shift.



<h2 class="wp-block-heading">Set clear boundaries</h2>



While it’s essential to be available to patients and coworkers, establishing clear boundaries for your time is equally important. If possible, set specific times for administrative tasks and patient follow ups in your office, and stick to them whenever possible. This can help prevent feeling overwhelmed by constantly shifting focus from one thing to the next.



<h2 class="wp-block-heading">Reflect</h2>



At the end of your shift, take a few moments to reflect on what worked well and what didn’t so you can improve your calmness and overall wellness on your next shift.&nbsp;&nbsp;Consider keeping a written journal of your feelings and challenges during the day. Over time, this can help you identify patterns and adjust for greater wellness so you can provide the most positive experience for your patients.



By integrating these tips and tricks for prioritizing wellness into your daily routine, you can cultivate a calmer, more balanced work environment. For more physician wellness tips, visit the&nbsp;<a href="https://www.practicelink.com/resource-center/" target="_blank" rel="noopener">PracticeLink Resource Center.</a>

Stephen Leggitt

Animated image of physician practicing wellness technique.

Staying calm and practicing wellness during physician shifts

As a provider, your primary responsibility is to care for your patients. For some patients, when they leave your care, that responsibility falls to someone else. Oftentimes, someone with no medical knowledge or training at all must step in to administer meds, dress wounds and oversee their day-to-day care.&nbsp;



In fact, sometimes a significant part of patient care a physician provides involves interacting with the individuals caring for them at home. Whether it’s a parent, spouse, adult child or professional caregiver, these individuals play a vital role in managing the health and well-being of adult and elderly patients.&nbsp;



It’s important to communicate effectively with caregivers as a provider, because it can improve patient outcomes, reduce misunderstandings and create a more positive experience for everyone involved. Here’s how to help build a strong, effective communication channel with your patients’ caregivers.



<h2 class="wp-block-heading">1. Understand the role of a caregiver </h2>



Before diving into specific communication strategies, it’s essential to recognize the diversity of caregivers. Some may be professional healthcare aides with a deep understanding of medical protocols, while others could be family members who have been suddenly thrust into the role due to their loved one’s illness or decline. Understanding the caregiver’s background and emotional state is crucial.



When dealing with a professional caregiver, the conversation is likely more straightforward and unencumbered by a prior relationship between the patient and nurse. Patients may even be more likely to cooperate with non-relatives once a level of trust has been established. In addition, professional caregivers have prior experience and training to fall back on.



Familial caregivers are often overwhelmed by the complexity of medical care, the stress of managing appointments and concerns about their loved one’s future. Additionally, there are many instances where an adult child, or even grandchild, must step into the caregiving role and are faced with the daunting task of “parenting the parent” by giving them medicine, overseeing dietary restrictions or helping facilitate various types of therapy. These situations may be met with somewhat mixed success, but as the population ages and medical costs add up, they are becoming more common.



When you acknowledge the challenges caregivers deal with daily, and validate their role, it fosters trust and opens the door for better communication.



<h2 class="wp-block-heading">2. Provide clear, simple explanations</h2>



Always aim to explain diagnoses, treatments and care plans in simple, clear language. Avoid complex medical terminology unless you are certain the caregiver can follow it. For those not in the medical field, hearing a complex diagnosis or treatment for a loved one isn’t just overwhelming – it can be terrifying.  Effective communication with caregivers can prevent this fear of the unknown.



When medical terms need to be used, provide explanations and offer written materials caregivers can refer to later. For example, instead of saying a patient is experiencing atrial fibrillation, say their heartbeat is irregular and can lead to problems like shortness of breath or fatigue, and it will need to be monitored. Try to strike a balance between keeping an explanation simple, while avoiding talking down to the caregiver.



<h2 class="wp-block-heading">3. Encourage questions and active involvement </h2>



Many caregivers may feel hesitant to ask questions, either out of fear of looking uniformed or not wanting to waste your time. However, it’s important to create a space where caregivers feel comfortable asking for clarification or voicing concerns.



Encourage caregivers to ask questions and check in with them frequently to ensure they understand the care plan. A simple, ”Does that make sense?” or “Do you have any questions?” can go a long way in making them feel engaged and valued. Active involvement of caregivers can also help catch any early signs of issues that could escalate if left unaddressed.



<h2 class="wp-block-heading">4. Shoe empathy and compassion</h2>



Caring for family members, especially the elderly with chronic conditions or cognitive impairments, can be physically and emotionally draining. Caregivers are often caring for not only their parents but also their children simultaneously. They may also be trying to juggle all that with a fulltime job. This results in a tremendous amount of stress, anxiety and even depression due to the demands placed on them. While your time with each patient is limited, showing empathy toward the caregiver’s situation can significantly improve the relationship.



Small gestures, such as acknowledging the difficulties they face or thanking them for their efforts, can create a more supportive environment. Empathy doesn’t just improve communication&nbsp;–&nbsp;it also strengthens the bond between you, the patient and the caregiver.



<h2 class="wp-block-heading">5. Set clear expectations for follow up and communication</h2>



When caring for elderly patients with complex needs, there may be multiple points of contact and several care team members involved. To reduce confusion and ensure the caregiver knows when and how to communicate with you or your team, set clear expectations upfront.



Discuss the best ways for caregivers to reach out for updates or concerns, whether that’s through phone calls, emails or in-person visits. If you know it will take time to respond to non-urgent matters, make sure the caregiver understands your schedule or when to expect a follow up.



Additionally, scheduling regular check-ins can help prevent caregivers from feeling isolated or unsupported in their roles. This ongoing communication helps address any small problems before they become major health crises.



<h2 class="wp-block-heading">6. Use technology to bridge communication gaps</h2>



Telemedicine, patient portals and other digital tools can be a wonderful aid to help maintain communication with caregivers even when face-to-face meetings are not possible. Consider using technology to send updates, provide educational materials or answer questions remotely.



Encouraging caregivers to use patient portals allows them to review the patient’s health information, track appointments and communicate with the healthcare team more efficiently. It also provides them with a sense of control, which can reduce anxiety around caregiving responsibilities.



<h2 class="wp-block-heading">7. Collaborate with other care providers</h2>



For elderly patients, caregiving may involve coordination with multiple specialists, home health aides and sometimes social services. Clear communication with caregivers means not only speaking to them directly but also ensuring other healthcare providers are aligned on the patient’s care plan.



Work collaboratively with the extended care team and consider facilitating meetings or discussions where caregivers can ask questions and express concerns. This multi-disciplinary approach ensures consistency in care, which can improve both patient and caregiver satisfaction.



Effective communication with caregivers is essential for providing holistic care to patients. By understanding their role, simplifying medical explanations and showing empathy, physicians can build stronger relationships with caregivers, which will ultimately lead to better patient outcomes. Leveraging technology and collaborating with other healthcare providers also strengthens this partnership, so caregivers feel supported and informed. By keeping the lines of communication open and accessible, you can make a meaningful difference not only in your patient’s health but also in the well-being of those who care for them.

Animated image of physician speaking with caregiver.

How to communicate effectively with caregivers

How to communicate effectively with caregivers as a provider

When it comes to beginning or advancing a career in medicine, a well-crafted physician curriculum vitae (CV) is an essential tool that can make all the difference. In an increasingly competitive healthcare landscape, your physician CV serves not just as a record of your professional journey but as a powerful narrative that highlights your skills, experiences and accomplishments. 



Whether you&#8217;re applying for residency, seeking a new position or even pursuing academic opportunities, a strong, informative and visually pleasing CV can open doors and set you apart from the pool of applicants.&nbsp;



Luckily, there are many tools created to specifically help you craft the perfect CV and stand out from the proverbial crowd. With one of PracticeLink’s flagship offerings, PracticeLink’s&nbsp;<a href="https://www.physiciancv.com/" target="_blank" rel="noopener">CV Manager</a>, you can actually build, manage and share your CV. Even better, it’s completely free.&nbsp;



Here is an overview of the simple steps you can expect when crafting your perfect CV with PracticeLink:



<h2 class="wp-block-heading">Setting up your account and background information</h2>



Like most online information forms, the first step is filling out the familiar background details to properly register your account and ultimately set up your CV for success. This includes contact information and education information such as your school/institution’s name, graduation year, type of degree and the location of the institution. There is also a subsection for academic honors and continuing education.



<h2 class="wp-block-heading">Experience and professional activities&nbsp;</h2>



The next step includes adding relevant information regarding past experiences, such as your graduate medical education, the name of your program/specialty and any internships or residencies you have completed. There is also a subsection for practice experience and accomplishments. Moving forward, there are areas to list any relevant information regarding clinical research, publications, presentations and membership in any professional societies.



<h2 class="wp-block-heading">Final sections</h2>



The final sections of the easy-to-fill-out online form are regarding licenses and a section labeled “other.” Under the license section, you have the option to add your license number, the state where you are licensed, the type of license and then both its issue date and its expiration date. After this, you can add your list of spoken languages and your skill level with each language.



Finally, after everything has been compiled, you can choose from various free CV design templates, then either email yourself the resume or directly download either a PDF version or a Microsoft Word Document.



<h2 class="wp-block-heading">CV Strategy and advice while reviewing your CV</h2>



When crafting your physician CV, it’s crucial to focus on including the most relevant information that aligns with your career goals while effectively highlighting your strengths. A tailored CV from&nbsp;<a href="https://www.practicelink.com/" target="_blank" rel="noopener">PracticeLink</a>&nbsp;not only showcases your clinical skills and experiences but also emphasizes the unique qualities that set you apart from other candidates.&nbsp;



By prioritizing your specific history and achievements, you can create a compelling narrative that resonates with potential employers. This strategic approach not only captures attention but also reinforces your commitment to excellence in your field, making a strong case for why you are the ideal candidate for the position in question.&nbsp;



In addition, with&nbsp;so much differing advice available from an endless amount of sources, PracticeLink’s CV Manager hones in on exactly what&nbsp;<a href="https://recruiter.practicelink.com/blog/title=Reviewing-a-physician-CV/category=Recruiter%20CV%20Prep/" target="_blank" rel="noopener">recruiters are searching</a>&nbsp;for by compiling the precise information they wish to view on your CV, one that is most likely to garner positive results. Visit&nbsp;<a href="https://www.physiciancv.com/" target="_blank" rel="noopener">PracticeLink’s CV Manager</a>&nbsp;today to build, manage and share your CV.

Animated image of a doctor creating a physician CV.

How to create a physician CV

Deciding not to renew your contract can be a complex decision based on a number of both professional and personal factors. So, when you’ve decided renewing is not for you, how do you handle this conversation without a negative impact on your professional relationships and future opportunities?



Whether you’re seeking new challenges, a career change, a better work-life balance or just a different geographical location, leaving your job on good terms is crucial.&nbsp;



Here is insight on leaving on good terms after declining a contract:



<h2 class="wp-block-heading">1. Give ample notice</h2>



One of the most important factors for leaving on good terms is giving your employer sufficient notice. Leaving your current employer in the lurch affects everyone by leaving them shorthanded and scrambling to adjust work schedules and cover shifts.



Check your contract to determine the notice period required. Typically, its 60 to 90 days, but depending on your industry, it may vary. By providing enough time, you allow your employer to begin the search for your replacement and maintain workflow continuity. This also shows respect for the organization and helps prevent any strain on your professional relationships.



<h2 class="wp-block-heading">2. Be honest but diplomatic</h2>



When approaching your employer, it’s essential to be clear and transparent about your decision not to renew. While you don’t have to provide an exhaustive explanation, sharing your reasons diplomatically will help the conversation go smoothly. Focus on factors like career growth, exploring new opportunities or personal changes rather than criticizing the company or management. This will help maintain a positive tone and avoid burning bridges.&nbsp;



Here is some phrasing you can use:



<ul>
<li>“I’ve had a great experience working here, but I’ve decided not to renew my contract to pursue new opportunities that align more with my long-term goals.”</li>



<li>“I’ve loved working with this team, and this decision wasn’t easy, but I feel it’s the right time for me to explore a new career direction.”</li>



<li>“I appreciate this opportunity so much, but I’d like to pursue an opportunity in an area closer to family.”</li>
</ul>



<h2 class="wp-block-heading">3. Show appreciation</h2>



Highlight the positive experiences you’ve had, what you’ve learned and the opportunities the company has given you. Expressing gratitude is key to leaving on good terms. This shows, while you’ve made the decision to leave, you recognize and appreciate the value the company provided. A little appreciation can go a long way in preserving a good working relationship. 



Here are some ways you can express your appreciation:



<ul>
<li>“This role has been instrumental in helping me grow professionally, and I appreciate the guidance I’ve received.”</li>



<li>“I’m grateful for the opportunities I’ve had here and for all the support the team has offered.”</li>
</ul>



<h2 class="wp-block-heading">4. Offer support during the transition period</h2>



If possible, offer to help with the transition process. This might mean training your replacement, documenting your processes or simply being available for questions after you leave. Offering assistance shows you’re committed to the company’s success even after your departure and leaves a lasting positive impression.



A proactive offer could sound like:



<ul>
<li>“I’d be happy to assist in the transition process, including helping train my replacement.”</li>



<li>“I can create a document outlining key processes to ensure a smooth handover.”</li>
</ul>



<h2 class="wp-block-heading">5. Keep your tone positive</h2>



Always avoid venting frustrations or making conversation about what went wrong. Even if you’ve faced challenges in your role, keep the tone of your conversation positive and professional. Make certain you frame your departure as a strategic step for your career while acknowledging any positive aspects of the job. A calm, professional demeanor will help you maintain a good reputation.



Phrases to consider:



<ul>
<li>“While this is a change for me, I remain grateful for the experiences I’ve had in this position.”</li>



<li>“I’ve enjoyed working here, and I’m excited for my next steps.”</li>
</ul>



<h2 class="wp-block-heading">6. Provide a written notice</h2>



After the conversation, follow up with a written notice confirming your decision not to renew the contract. This formalizes your decision and gives your employer a clear reference point for your departure timeline. Keep the letter brief, professional and to the point, restating your intention not to renew and expressing your appreciation of the opportunity.



Here&#8217;s what that letter could look like:



<ul>
<li>“This letter serves as formal notice that I will not be renewing my contract, which ends on [date]. I’ve enjoyed working with [organization’s name], and I am grateful for the experience and opportunities.”</li>
</ul>



<h2 class="wp-block-heading">7. Stay professional until the end</h2>



Once you’ve given your notice, it’s crucial to maintain your professionalism throughout the remainder of your time with the company. Continue to fulfil your responsibilities to the best of your ability, participate in transition efforts and remain engaged. Avoid the temptation to “phone it in” during your last days. 



Your professionalism in your final days will leave a lasting positive impression and may lead to future opportunities, recommendations or even a return to the company down the road. Remember, while first impressions are important, that last impression will be the freshest in people’s minds.



Not renewing your contract doesn’t have to mean burning bridges. By approaching the conversation with honesty, professionalism and appreciation, you can leave your current job on positive terms. Handling your departure will assure you maintain valuable connections and leave the door open for future opportunities.



For more information on physician contracts, visit the PracticeLink Resource Center at&nbsp;<a href="https://www.practicelink.com/resource-center/" target="_blank" rel="noopener">PracticeLink.com/resource-center/</a>

Animated image of doctors with contract concerns and declining a contract.

How to not renew your contract and still leave on good terms- JF_ga__MT__SL_

Leaving on good terms after declining a contract

From a lens of peril, the shortage of geriatricians is a perfect storm for healthcare of older persons. Individually, each crisis—the aging of our largest population, the shortage of physicians in general, the lack of comparable pay for geriatricians and the disinterest of medical students to go into geriatrics—is alarming by itself. Combined, they create a critical situation that’s been discussed with a sense of urgency since at least 2002, with national headlines asking why is there a shortage of geriatricians and online medical forums wondering if advanced training in geriatric care is worth it? 



From a lens of opportunity, however, the ongoing plight offers a chance to explore geriatrics fellowship programs and the future of geriatrics specialists.



<h2 class="wp-block-heading">1. Overview of fellowship programs</h2>



Geriatricians begin their medical careers as internists or family medicine physicians. Geriatric psychiatrists are first certified in psychiatry. As cognitive specialists, they’re required to complete a one-year, accredited fellowship after residency to command the unique qualifications and training needed to care for people 65 and older, often who have the most complicated medical and social problems.



Geriatrician and geriatric psychiatry fellowships follow strict medical education requirements outlined by the Accreditation Council for Graduate Medical Education (ACGME). At the forefront of geriatric education are Stanford Medicine, located south of San Francisco, CA, and St. Louis University School of Medicine in downtown St. Louis, MO. Both have distinguished fellowship programs for geriatricians and geriatric psychiatrists that date back to the 1980s. Graduates of geriatric programs go on to work as clinicians in various care settings, educators, scholars, researchers, administrators or quite often, a combination of these fields.



<h2 class="wp-block-heading">2. Behavioral health fellowships</h2>



The Geriatric Psychiatry Fellowship at Stanford is led by program director, Dr. Parnika Saxena, a geriatric psychiatrist with an embracing open-door policy and a growing wall of Post-it notes with praising comments from previous fellows. The program sponsors J-1 visas and includes clinical rotations on multiple services, including geriatric inpatient and outpatient psychiatry, didactic instruction and research training.&nbsp;



Offering insight into what geriatric education encompasses, Dr. Saxena explains Stanford’s program in relation to ACGME guidelines:



<ul>
<li>For patient care, we look for evidence you’re able to interact with patients effectively, gather essential information, understand psychotherapy, function in different care settings, adequately prescribe medication as well as when not to prescribe and can liaise with other specialists.</li>



<li>There’s an extensive list for medical knowledge, but in general, we ensure our fellows are able to assess and understand psychiatric complications of different illnesses and train you to be a psychiatrist in nursing homes and older care facilities.</li>
</ul>



We also cover how certain medications have an increased risk of side effects, and psychiatric conditions can sometimes manifest in non-psychotic patients.&nbsp;



<ul>
<li>For communication skills, we cover working with patients and their families from a wide variety of backgrounds. We train how to translate the info the patient gives you and how to explain what’s needed in a way they can understand. </li>



<li>As geriatric psychiatrists, being mindful of transference—the unconscious act of shifting one’s feelings, emotions or attitudes based on what the patient might have said, done or experienced—can’t be emphasized enough. Developing deep feelings to a person’s past trauma or experiences is a very human response. It’s understandable we might feel strongly. </li>
</ul>



As psychiatrists, it’s very important we recognize if we’re having these feelings. One person might feel empathetic by something that was said. Others might feel disgusted. In either case, we can’t let that impact the patient’s treatment.



We also train fellows to be aware of how their unique personality may not be a good fit for every patient. If you’re seeing 20 patients and their families a day—100 patients a week, 400 in a month—it’s not out of character for anyone to not get along with everybody.&nbsp;



There are certain things you can’t change. We teach the things you can change and to acknowledge what you can’t. We show the need and helpfulness in getting feedback and having different perspectives.”



<ul>
<li>The program also teaches fellows how to keep up with learning. We encourage practice-based learning and train fellows to be clear on what they do and don’t know and how to keep abreast of new information. You’re trained to interpret new evidence that comes in, know your own limitations and how to apply the learning. We also make sure you know when to get your own counselor.</li>



<li>Being professional is also a part of training. Are you committed to ethical practices, not just with patients but also with colleagues? We ensure you understand the system at large. For example, the limitations and advantages of different care settings, and how patient care gets impacted in each. </li>
</ul>



“Training and feedback happens in a dual format,” continued Dr. Saxena. “There’s on the spot feedback, where we might say something in the moment. For example, attendings might see an interaction or notice the fellow should have followed up on something. We might jump in and say “I wanted to add something” or we discuss when we step away from the patient.&nbsp;&nbsp;



“Other feedback is provided during weekly mentoring or coaching sessions. After that, we look for evidence of improvement.”



<h2 class="wp-block-heading">3. Medical geriatric fellowships</h2>



Dr. Julie Gammack directed the Graduate Medical Education program at St. Louis University School of Medicine for nearly 10 years. A board-certified geriatrician, Dr. Gammack has been named Best Doctor in St Louis several times in a row by St. Louis magazine. We asked her how SLU’s geriatrics fellowship program helps fellows develop or improve the core competencies needed to be a board-certified geriatrician.&nbsp;



“With our trainees,” she begins, “we&nbsp;&nbsp;observe them administering a number of functional and cognitive screening tools during OSCEs, which stands for observed, structured clinical exams. These simulations prepare them to accurately conduct&nbsp;&nbsp;assessments on clinical patients using these same tools. To ensure trainees have mastered the geriatric assessments, we review their findings and provide feedback after they leave the patient room.



“As health care providers, we’re mandatory reporters. Patients 65 and older are a vulnerable population for whom we have to report if we have concerns about abuse and neglect. Teaching that level of communication, professionalism and compassionate approach to people who are sort of blasé, may be harder. We compensate by giving you tools that make it easier to have these conversations and not feel like you have to sort of wing it.&nbsp;



“We impart to trainees the importance of what makes older adults different, giving them a greater understanding of why this population faces challenges that many younger patients don&#8217;t. That&#8217;s part of what we do in medical education. We help health care providers to function better in their role with older adults by giving them the knowledge and tools to do the job.



“To some extent, we also address billing and coding as a part of fellowship, because the practice of medicine—the business of medicine—is part of healthcare.&nbsp;



“Caregiver burnout is also something we talk about. In fact, the geriatric education center has a tools and resources posted on caregiver burnout and well-being. As geriatricians we&#8217;re definitely conscious that patients, caregivers, family, loved ones and neighbors sometimes carry a burden of care that can be overwhelming.&nbsp;



“Medical and behavioral health geriatricians work closely together. Our geriatrics lectures and educational programming is thus very multidisciplinary. We understand that the issues of older adults are often cognitive, so working with behavioral psychiatry is a standard practice for us. The training programs are very closely aligned.”



<h2 class="wp-block-heading">4. The future of geriatrics specialists</h2>



As for why geriatricians are the high demand, “Geriatrics is a growing field,” explains Dr. Saxena. “It’s no longer niche. More places require double-board certification and hospitals are recognizing they need specialists to help them. In fact, most hospitals I’ve been in have a geriatric division. Smaller, community organizations might also recognize the need but may have a hard time paying for it. Additionally, more people are seeing the value in getting the extra training. For many primary care physicians seeing mostly older adults, as well as those who want academic work and who do research, a geriatric fellowship makes sense.”

Georgia Scott

Animated image of doctor providing geriatric care.

Why geriatric care is in high demand

Why geriatric care is in high demand but training for it isn’t

For years, the healthcare industry, government and media have warned about the physician shortage and yet it continues to get worse. For physician recruiters hoping to hire geriatrics specialists, it’s hard to imagine how much worse things can still get. With such a limited supply and growing demand,&nbsp;recruiting geriatricians&nbsp;might require a complete overhaul of your recruitment strategy. By evaluating what geriatrics specialists want, you can update your job postings and develop creative ways that could make it feasible for recruits to join your practice. With that in mind, here’s a look at why it’s difficult to recruit geriatricians, what geriatrics specialists want and what physician recruiters across the country are doing to attract them.



<h2 class="wp-block-heading">Why is it difficult to recruit geriatricians</h2>



In 1996, there were 8,424 board-certified geriatricians in the United States. In 2013, the number plummeted to&nbsp;<a href="https://bhw.hrsa.gov/sites/default/files/bureau-health-workforce/data-research/geriatrics-report-51817.pdf" target="_blank" rel="noopener">3,590</a> according to the Bureau of Health Workforce. Today, with an older population of nearly 53 million, there are 7,300 board-certified geriatricians, which is fewer than 1 percent of all physicians, according to the American Geriatrics Society.&nbsp;



One of the obstacles with recruiting gerontologists is the declining enrollment into geriatrics fellowships. “In 2024 only 41% of the nation’s fellowship spots in geriatrics were filled,” explains Dr. Julie Gammack, a professor in Geriatric Medicine at Saint Louis University (SLU) School of Medicine. “Geriatrics has the lowest fill rate of all the internal medicine specialties and has been declining over the past 5 years.”



Another obstacle is the less competitive salary for geriatricians compared to other cognitive specialists. “One of the reasons people have given for not going into geriatrics,” Dr Gammack says, “is because the salary is so low. And it is. When I looked it up, the geriatrician salary is about 9% lower than a general internist’s and 14% lower than a hospitalist. Neither of those positions require fellowship training. So it&#8217;s kind of crazy to do an extra year of fellowship just to get paid less.”&nbsp;



Geriatricians who choose that pathway knowing about lower salaries do so because they genuinely love the clinical care of older people. That doesn’t mean they’re willing—or necessarily even able—to settle for a lower salary. Aside from allowing geriatrics specialists to feel valued and help improve their physician quality of life, a higher salary can help them survive. According to Dr. Parnika Prashasti Saxena, program director of geriatrics psychiatry at Stanford Medicine, “Unfortunately, medical school pricing is going through the roof. Cost of living is going up. It is harder to attract those with debt and young families.”&nbsp;



As a physician recruiter, fully understanding geriatrics and how it differs from general internal medicine, family medicine and psychiatry is a must. According to Dr. Angela Sanford, associate professor of IM-Geriatrics at SLU “Many people don&#8217;t know that a geriatrician, in most cases, is really someone that does primary care for older adults.”&nbsp;



Geriatric medicine and geriatric psychiatry encompass the care of patients 65 and older, elderly health, aging science and gerontological care, including illness, complex comorbidities, aging, cognitive decline, limited mobility, polypharmacy and social issues. They also tend to be better or more experienced at end-of-life issues and talking to patients and families about their goals at the end of their life. Most service multiple care settings, including the hospital, clinics, nursing homes, assisted living facilities and private homes—sometimes all in one week.



<h2 class="wp-block-heading">What geriatrics professionals want</h2>



Geriatrics specialists want the support and resources to develop and share materials about what they do and to educate others on caring for people 65 and older and related topics.&nbsp;



Unlike most physicians who can quickly assess patients of all ages, geriatricians only work with patients 65 and older. Doing that properly can require more time. Dr. Sanford explains, “My visits are not ten or 15 minutes like some internists. I get 30 minutes for a follow up visit and 60 minutes for every new patient. I don’t crank out huge numbers of patients every day. In the nursing home, I can work a little faster, but still, the most I would ever do in one day is about 12 patients.



Geriatricians also require the autonomy to work in different care settings, and access to a reliable team of specialists with whom to discuss patient care plans. Dr. Gammack explains, “We work as an interdisciplinary team. By regularly working in a team approach, we understand the role of physical therapists; we know occupational therapy, speech therapy, nutritionists and social workers, especially in different care settings. I work with a whole team of different specialties and disciplines. We come together, literally sitting at the table, coming up with the best plan for the patient from each of our viewpoints.”



As experts in their field, geriatricians want better salaries. “Geriatricians are hard to come by,” says Dr. Gammack. “And unfortunately, we&#8217;re in one of several cognitive specialties where we get more training to make less money than our peers with less training.&nbsp;&nbsp;It is a flaw of our health care system, but it&#8217;s what it is. If an organization wants to recruit a geriatrician, they might want to think about paying them something that&#8217;s a little bit more enticing. Maybe pay them what a hospitalist would make.”



<h2 class="wp-block-heading">What recruiters are doing</h2>



To recruit careers in geriatrics, it’s important your organization’s geriatric job description stands out from the others. Listings for geriatric physicians, psychiatrists, NPs and APPs on PracticeLink’s job board vary from narrative descriptions of the role and community to a bare bones approach focusing on the salary and benefits.



<ul>
<li>Prisma Health in South Carolina invites geriatricians to “Be the difference” and stands out by listing two unique opportunities: Help develop a geriatrics fellowship&nbsp;and pursue academic interests by teaching at University of South Carolina School of Medicine Greenville.</li>



<li>LTC Physician Care, PC in Michigan offers a sign on bonus in its post for a geriatric nurse practitioner, as well as CME allowance including paid time off for CME attendance, cell phone stipend and reimbursement for medical licenses.</li>



<li>CHI Health Clinic in Grand Island, NE (part of CommonSpirit Health) describes its compensation for a gerontologist as “lucrative” instead of simply competitive. They also offer relocation expenses, five weeks paid time off and CME allowance.</li>



<li>The post for a geriatrics physician at the VA’s Pacific Islands Veterans Healthcare System also offers 5 weeks paid time off (which include federal holidays), 13 days sick leave that can be rolled over and five days to attend a CME course. Additionally, the VA boasts details of the federal retirement plan including the perk of being vested in the federal pension after five years.&nbsp;</li>



<li>Citizens Memorial gives applicants the choice of being 100% based in the facilities or the option to include an outpatient clinic. Compensation includes residency and training stipends, a sign on bonus, relocation stipend, student loan assistance and a retirement match. Additionally, they highlight their status as being PSLF qualified.</li>
</ul>



That’s not to say recruiters can’t be selective. In spite of the shortfall, Summer Pharr, senior recruiter at Lange Recruitment Specialists, continues to look for evidence of the applicant’s qualifications and core competencies to confirm they’d be a good fit.



<ul>
<li>“Older adults often face complex medical, emotional, and social challenges… so empathy and compassion are some of the most important traits we look for. I want someone who can really take time to listen to patients and build trust during the exam.&nbsp;</li>



<li>“Having patience and strong communication skills is important for both the patients and their family. As well as someone who is flexible and has problem solving skills because a patient’s status can be constantly changing and sometime change very quickly.&nbsp;</li>



<li>“Aging patients often have multiple medical issues – so they need to be comfortable assessing a wide array of co-morbidities, have a solid understanding of polypharmacy and medication management.&nbsp;</li>



<li>“I like to see a team mindset as well – these physicians often collaborate with other healthcare professionals like nurses, therapists and social workers. My clients are typically looking for a team approach to provide the best care.&nbsp;</li>
</ul>



Most of this comes to light in video interviews. “I have a comprehensive zoom interview with our candidates. Just getting to know them and listening to their personal strengths and interests can tell me a lot about how they will interact with their patients. I also ask for examples as well—from them and their colleagues.&nbsp;



“We are looking for candidates that are sensitive to cultural and gender differences – as well as respecting diversities associated with aging – such as hearing, visual and mental challenges. These issues can affect communication during exams so providers need to be able adjust and make sure that patients feels as comfortable as possible &#8211; so their visit can be as productive as possible.”



<h2 class="wp-block-heading">How organizations can develop compromises</h2>



If resources are scarce, healthcare organizations can get creative and develop enticing compromises.&nbsp;



<ul>
<li>Reduce the number of hours worked and building partnerships with other care settings to help shoulder a higher salary.&nbsp;&nbsp;</li>



<li>Offer J-1/H-1B visa sponsorship.&nbsp;</li>



<li>Build in administrative responsibilities similar to Sutter Health’s California Pacific Medical Center in San Francisco &nbsp;By combining clinical work which is limited to CMS reimbursement with administrative duties. The geriatrician’s salary can be pulled from different sources.&nbsp;</li>



<li>Create an infrastructure and the culture in place that would be welcoming.”</li>



<li>Partner with a nursing home or assisted living facility that needs a Medical Director. They could work there one day a week, and their salary could be bumped up, maybe, $60,000 a year.&nbsp;</li>



<li>Develop a concierge clinic for older patients with commercial insurance or who can pay out of pocket.</li>



<li>Apply for a grant. Health Resources and Services Administration (HRSA) is a federal agency that provides grants to healthcare organizations for specific initiatives. For instance, organizations with drug abuse treatment facilities, such as VA medical centers, Kaiser Permanente in California and&nbsp;<a href="https://jobs.practicelink.com/employerprofile/the-ohio-state-university-wexner-medical-center/" target="_blank" rel="noopener">Wexner Medical Center</a>&nbsp;at Ohio State University, can leverage HRSA’s grant for Substance Use Disorder (SUD) treatment to address substance abuse among older people.&nbsp;</li>



<li>&nbsp;Assist with loan repayment programs. A lot of paperwork is involved with state and federal loan repayment. Provide legal support to help them successfully navigate the process.</li>
</ul>

Animated image of doctor and recruiting geriatricians.

Insight into recruiting geriatricians

“There’s a beauty in the aging process,” reflected Dr. Serhat Tunc, a psychiatrist in the geriatric psychiatry fellowship program at Saint Louis University (SLU) School of Medicine. Like most physicians who choose the geriatrics pathway and working in elder care, he speaks with a tremendous amount of respect and compassion for people over the age of 65. 



Across the country, gerontologists are reframing what it means to treat and support America’s most vulnerable population. It starts with changing how people see the elderly and includes normalizing conversations around the medical and behavioral healthcare of older people.&nbsp;&nbsp;



<h2 class="wp-block-heading">The beauty in working with older patients</h2>



“Old people need special attention,” Dr. Tunc explained. “And I’m happy to give it to them. They deserve respect and to live in dignity. For what they have done for us, we have to pay them back.” Originally from Istanbul, Turkey, Dr. Tunc said he decided to go into geriatrics in February 2023 after witnessing the extensive, disproportionate suffering older people went through in the aftermath of the worst earthquake in Turkey’s history. “I thought about how much harder it would be for them to recover compared to younger adults. Then I thought about how I wanted to help and what I could do.”



“Why are we so scared of age?” asked Dr. Angela Sanford, interim director of the Geriatrics Fellowship program at SLU. “It is a natural part of the life cycle. For geriatrics, I think you have to have a special compassion, and I have that. It&#8217;s my vocation.&nbsp;



“Some physicians don’t work with older people. You can offer whatever salary you offer. You can throw in whatever funding to do whatever work. They simply prefer to put old people away because they think old people are problematic. That they&#8217;re burdens. As a society, we just have this negative view of older people, and therefore that trickles down.&nbsp;



“I mean, it starts when kids are little. Think about the fairy tales our kids watch. Think about every villain in every Disney movie. It&#8217;s an old woman. In Snow White, the witch is an old woman. With Rapunzel, again, the wicked witch is an old woman. There’s Cruella Deville in 101 Dalmatians. She’s fashionable, but still an old woman who steals Dalmatian puppies. Ursula, the villainous sea witch in the Little Mermaid schemes to rip out Ariel’s voice because she wants to have a youthful singing voice.&nbsp;



“It starts from when we’re little and it just goes on. We&#8217;re taught to have this negative view of age, aging and the aging process. Therefore, when people grow up we have a negative view. No one wants to get old. Why? Because it’s been portrayed in such a negative view.”



Dr. Sanford developed a fondness for older people at a young age, which influenced her choosing geriatrics. “Why did I go into geriatrics? Probably because of my grandma. I loved my grandma. Granny was my favorite. She took me to the beauty shop every weekend, and I hung out with this old woman and her old woman friends, and I was like, I don&#8217;t really know how to hang out with kids my age. I like these old people. But if you don&#8217;t have those positive role models, then maybe aging is scary and it&#8217;s seen as something you don&#8217;t want to happen.”



As healthcare professionals, every physician and nurse and tech can play a part to help normalize the conversation with and about older people. Those efforts should also include building an awareness of ageism in the workforce and healthcare.&nbsp;



“When we talk about normalizing the education gap,” explained Dr. Sanford, “it’s not about the process, but the conversation around it. Even just burden, the caregiver burden. Why is it a burden and not a normal part of the relationship? Just a normal relationship. This person took care of you as kids and you take care of them as an adult. That shouldn’t be a burden. It&#8217;s just part of give and take. You know, we don&#8217;t call it childcare burden. I mean, it’s tough, but we&#8217;re not supposed to feel burdened with our children.



“The question is, how do you get people to intrinsically want to take care of older people? Until the culture changes around aging and the aging process, you&#8217;re not going to have more geriatricians, because it&#8217;s going to continue to be seen as a negative specialty to go into.”



<h2 class="wp-block-heading">The goal of improving older patients’ day-to-day lives</h2>



Dr. Julie Gammack, a geriatrician and head of Saint Louis University School of Medicine’s Graduate Medical Education program, said, “One of the things we keep hearing as we look into the declining numbers of geriatrics specialists, is that med students cite that they feel older adults just aren&#8217;t curable, like you can&#8217;t cure them. They have a desire to focus on curative medicine and that’s not necessarily what geriatric medicine is about.”



Because of that, Dr. Gammack said, “A lot of patients just get brushed off just because they’re getting old. Whereas we take our time and really look at the whole person, we hear them out about all their issues, and we take into consideration every aspect. We consider if something is just because of their age, or is it something we would consider pathologic, or something I can treat but need to look more into?



“We tend to focus on patients who have reached a cognitive, functional or behavioral challenge point in their lives. It’s not always about age. We have 80-year-olds who are playing tennis every day. And there are 50-year-olds who are maybe wheelchair bound and chronically debilitated. So, it&#8217;s less the age than where the patient is functionally.&nbsp;



“So, it&#8217;s really about care complexity and functionality impairment that makes a geriatrician different. As geriatricians, we provide a layer of expertise and can really take a very focused look at some of the syndromes and the challenges that are present in older adults that are functionally and cognitively challenged.”



<h2 class="wp-block-heading">The joy of enhancing cognitive abilities of older patients</h2>



Effective communication and being able to interact with others is as important to quality of life for people of 65 as it is for anyone else. Dr. Parnika Saxena, program director of Stanford Medicine’s Geriatrics Psychiatry program, helps ensure future geriatric psychiatrists have the tools they need to help as best they can. Methods can be through medication, group discussions, private therapy, cognitive behavioral therapy or a combination of these.



“The decision for treatment has to be based on guidelines, not the psychiatrist’s preference. We look at the entire patient, their comorbidities, their lifestyle, their age and cognitive diagnosis, then base treatment on clear, scientific rationale. First and foremost, it is always do no harm. Sometimes it might be a matter of choosing the option that will be the least harmful.&nbsp;



“We also have to consider what is the patient’s preference. Medically speaking, sometimes, not treating the problem can be less harmful. We might ask the patient; what do you think you would feel better with?&nbsp;&nbsp;We make sure they are making an informed decision. We discuss the issue and give them the options.&nbsp;



“Older adults have a greater propensity of side effects to medication. Often, psychiatric conditions manifest in patients who do not have a primary psychiatric disorder. Meaning, a patient with a urinary tract infection could present with symptoms that look like schizophrenia. Another example is with Parkinson’s disease. Five to ten years beforeParkinson’s presents, people can show strong signs of depression. Sometimes those with Parkinson’s disease &nbsp;can also have hallucinations.&nbsp;



“A big component in geriatric psychiatry is liaising with caregivers, geriatricians and other healthcare professionals.”

Animated image of doctor providing elder care.

The silver care playbook- perspectives on elder care from gerontologists

Perspectives on elder care from gerontologists

In today’s demanding healthcare environment, achieving a healthy work-life balance is a top priority for many physicians.&nbsp;



With the right balance, physicians can maintain their personal well-being while excelling in their careers. Choosing the <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/which-type-of-surgeon-has-the-best-worklife-balance/" target="_blank" rel="noopener">right specialty </a>plays a crucial role in this balance, as some medical fields offer more flexibility and lower stress levels than others. 



Let’s explore the <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/medical-specialties-with-the-best-worklife-balance/" target="_blank" rel="noopener">medical specialties with the best work-life balance</a> and find insights into which fields are considered the least stressful, the most lifestyle-friendly and have the lowest burnout rates.



By considering these factors, you can make informed decisions about your career paths enhancing&nbsp;physician quality of life.



<h2 class="wp-block-heading">Which medical specialty has the best work-life balance?</h2>



When it comes to balancing professional duties with personal time, some specialties stand out. Fields such as dermatology, family medicine and ophthalmology are often regarded as the&nbsp;best specialties in medicine for worklife balance.&nbsp;



Dermatologists, for example, typically work regular office hours and face fewer emergencies that require after-hours work, providing them with a predictable schedule. Similarly, family medicine doctors often have flexible hours and can tailor their practice environments to suit their personal needs.



Another top contender is psychiatry. Psychiatrists generally have less demanding on-call responsibilities and can choose between various practice settings, from outpatient care to private practice, which allows them more control over their schedules.&nbsp;



Specialties like ophthalmology and pathology also offer more structured workdays with limited demands for after-hours care, contributing to a balanced professional life.



<h2 class="wp-block-heading">Which medical specialty is the least stressful?</h2>



Stress is an inevitable part of any medical career, but some specialties are known for having a less intense atmosphere. Fields like psychiatry, dermatology and radiology are often cited as the <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/what-is-the-least-stressful-medical-specialty/" target="_blank" rel="noopener">least stressful medical specialties</a>. 



Psychiatrists typically work in low-stress environments focused on patient counseling and mental health, which often leads to fewer high-pressure situations compared to specialties that deal with acute or emergency care.



Radiology is another specialty that offers a less stressful environment. Radiologists primarily work with diagnostic imaging, which means their work is often scheduled and routine. Without the pressure of emergency situations or life-and-death decisions, radiologists can enjoy a more predictable and low-stress workday.&nbsp;



Additionally, dermatologists, whose work largely revolves around managing chronic skin conditions or performing minor surgeries, also report lower stress levels compared to their peers in other specialties.



<h2 class="wp-block-heading">Which medical specialty has the best lifestyle?</h2>



For physicians seeking a field that aligns well with personal time and interests, <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/which-doctor-specialty-has-the-best-lifestyle/" target="_blank" rel="noopener">lifestyle considerations</a> are crucial. Specialties like dermatology, ophthalmology, and anesthesiology are frequently ranked among the best medical specialties for lifestyle. 



Dermatologists often work a 9-to-5 schedule with minimal emergency calls, giving them ample time to enjoy personal activities outside of work.



Ophthalmologists, who specialize in eye care, often have predictable surgery schedules and minimal after-hours emergencies, which can make it easier to maintain a fulfilling personal life.&nbsp;



Anesthesiologists also have the advantage of working in a controlled, hospital-based setting, which sometimes allows for more stable and predictable working hours. However, depending on the type of surgery or specialty, their hours may be as unpredictable as surgeons.&nbsp;



These specialties offer opportunities for physicians to enjoy their personal lives while still excelling in their careers.



<h2 class="wp-block-heading">What specialty has the lowest burnout?</h2>



Burnout is a major concern in the medical field, with some specialties more prone to it than others.&nbsp;



Physicians in dermatology, psychiatry and radiology report some of the lowest levels of burnout, making these fields the&nbsp;happiest medical specialties.&nbsp;



Dermatologists, with their lower stress levels and flexible hours, often report high job satisfaction. Similarly, psychiatrists, who focus on long-term patient relationships and mental health care, tend to experience lower rates of burnout.



Radiologists also report lower burnout rates due to the controlled, less chaotic nature of their work. Since they primarily focus on diagnostic imaging, radiologists are less likely to be involved in emergencies or highly stressful procedures.&nbsp;



These specialties provide physicians with the opportunity to engage deeply with their work while maintaining their mental and emotional well-being.



Choosing a specialty with a focus on work-life balance can significantly enhance a physician&#8217;s career satisfaction and personal well-being.&nbsp;



Fields like dermatology, psychiatry and radiology consistently rank high for their low stress levels, better lifestyles and lower burnout rates. These specialties allow doctors to maintain a fulfilling career while preserving their personal lives.&nbsp;



For more resources on selecting a specialty that aligns with your goals, explore other articles on the&nbsp;medical specialties with the best worklife balance&nbsp;or learn more about enhancing your&nbsp;physician quality of life.



Don&#8217;t forget to check out PracticeLink for more career resources, job listings and physician-focused tools designed to support you at every stage of your medical career.

Megan Trippi

Animated image of doctors asking what medical specialty has the best work-life balance.

What medical specialty has the best work

What medical specialty has the best work-life balance?

Considering the substantial amount of time, effort, money and commitment involved in medical training, it’s natural—and perhaps even prudent—to think about the kind of return on investment you can expect after getting your medical license.&nbsp;



If your personal scale of success leans toward&nbsp;physician quality of life, then asking now about how your time might be spent is a good way to map your path for moving forward. If it’s a matter of time spent in the office, let’s consider&nbsp;what doctors work the least hours? For those who hate rigidity, we’ll explore&nbsp;what doctors have the most flexible hours,and for others driven by the freedom to spend time with family and friends, we’ll dive into&nbsp;which doctor gets the most free time. Lastly, if your ideal is measured by leaving it all behind while you’re on vacation, we’ll investigate&nbsp;what are the best specialties in medicine for worklife balance.



<h2 class="wp-block-heading">What doctors work the least hours?</h2>



According to a survey by the&nbsp;<a href="https://www.ama-assn.org/practice-management/physician-health/how-many-hours-are-average-physician-workweek" target="_blank" rel="noopener">AMA</a>, only 13% of doctors aged 40-69 work fewer than 40 hours per week. Among those lucky few are pain physicians, geriatricians and podiatrists. Most doctors, however, work 40-60 hours per week. Among them, according to a survey by Medscape, allergists and immunologists work the least number of hours at 44.1 hours per week, followed closely by dermatologists, emergency medicine doctors and psychiatrists.



Factors keeping specialists at the lowest end of the spectrum include practice setting and the level of patient care. Those with the least hours often work in a private practice or have non-urgent patients in ambulatory settings. Psychiatrists are different because they are increasingly trending toward telehealth. While emergency medicine doctors work in the hospital and their hours can be all over the place (days, nights, weekends), the nature of their schedules doesn’t call for long hours at a time.&nbsp;



If you’re interested in a field that averages longer hours per week, there are time management skills you can work on: spending time charting, building up a reliable support staff and adjusting your style of working, such as talking to patients and their families.



<h2 class="wp-block-heading">What doctors have the most flexible hours?</h2>



Whether you work 44 hours or 58, it’s a lot easier to deal with if you know there is some flexibility to move your schedule around when something arises. Even so, some fields have intrinsic barriers against flexibility like acute settings that require intensive monitoring. Other fields have formal or informal workarounds that enable physicians to manipulate their schedules.&nbsp;



Among doctors working more than 40 hours per week, dermatologists, allergists, family medicine doctors, psychiatrists, pathologists, otolaryngologists and ophthalmologists tend to have more flexibility.



Malleable schedules are more common with specialties that typically work out of private clinics, giving them better control over how many patients they see and when.



Psychiatrists often have shorter work weeks than other specialties and can take their practice fully virtual, allowing them the most flexibility of any specialty.&nbsp;



<h2 class="wp-block-heading">Which doctors get the most free time</h2>



Generally, physicians in VA clinics work 9-5, with the rest of their evenings and most weekends free. <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/which-doctor-specialty-has-the-best-lifestyle/" target="_blank" rel="noopener">Other specialists with regular free time </a>include preventive medicine/occupational health specialists, cosmetic surgeons, dermatologists, pathologists (with the exception of forensic pathologists) and anesthesiologists in an ambulatory surgery center. 



Surprisingly, doctors who work the most hours also have a lot of free time. Surgeons,&nbsp;cardiologists and a few other physicians that work an average of 60 hours a week or more have salaries upwards of $400,000 a year. Their higher salaries shield them, to some degree, from the burdens of financial stress. On the other hand, physicians whose average compensation is around $250,000 or less have reported the growing need to take on side gigs to supplement their income.&nbsp;



In online forums, hospitalists, nocturnists and intensivists boast having some of the most free time. Even though most hospitalists work 84 hours a week doing 12-hour shifts for seven days straight, they have the next seven days off. It’s grueling, but many insist it’s worth it.



If you want periods of extended free time but are more interested in fields that average long hours, you might consider locum tenens. With locum tenens, you won’t get sign on bonuses, health insurance or a 401(k) plan, but most locum tenens make extremely good salaries and can refuse a new assignment for as long as they wish.



<h2 class="wp-block-heading">What are the best specialties in medicine for worklife balance</h2>



Work hard, play hard, or so the saying goes. One of the best indicators of physician worklife balance is how long you can get away. On that note,&nbsp;<a href="https://www.npr.org/sections/health-shots/2024/05/04/1247608167/doctors-physicians-pto-vacation-struggle-breaks-burnout" target="_blank" rel="noopener">59.6%</a>&nbsp;of doctors in a recent survey reported taking 15 days or less of vacation per year—which is on par with the average working American. The difference is over 70% of doctors said they work while on vacation. Some tasks they reported doing were responding to emails, logging into virtual meetings, medication refills and unfinished paperwork.



Some of this can be contributed to workaholism, but more times than not, physicians&nbsp;<a href="https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2813914" target="_blank" rel="noopener">work during vacations</a>&nbsp;because they couldn’t find coverage of the patient workload, financial concerns or fear of returning to work with a backlog of EHR messages.



Ultimately, for the best <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/what-medical-specialty-has-the-best-work-life-balance/" target="_blank" rel="noopener">physician worklife balance</a>, the specialty itself isn’t the determining factor. It’s how well you negotiate your contract and manage your time. To avoid succumbing to working while on vacation, it’s never too late to develop effective ways to deal with those issues such as planning ahead, setting boundaries, signing out of work accounts and nurturing relationships with colleagues so they’ll be more willing to step in when you need them.



To ensure the kind of physician quality of life that will allow you to thrive and not get burned out, you have to negotiate time off during the recruitment process and get it in your contract. Negotiating time off is similar to negotiating other benefits, like pay or sign-on bonuses, although you may need to make compromises, such as less pay, in order to come to an agreement.



To find the best career fit for you, <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/medical-specialties-with-the-best-worklife-balance/" target="_blank" rel="noopener">including positions that prioritize work-life balance</a>, visit the PracticeLink.com physician job board.



Need a good CTA that hooks with this last paragraph. Thinking… thinking

Animated image of several doctors regarding blog about what doctors work the least hours.

Which doctors work least

What doctors work the least hours?

Choosing the right medical specialty is a huge decision for physicians for both their career growth but also for personal well-being. The importance of maintaining a balance between professional obligations and personal life has made physician quality of life a topic of increasing focus.&nbsp;



Stress levels, burnout rates and work hours all vary significantly between specialties, and these factors play a critical role in determining which specialties align with a doctor’s preferred lifestyle.&nbsp;



Let’s explore what is the least stressful medical specialty, which are the most stressful ones and the specialties with the lowest burnout rates, offering insight for physicians aiming to <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/medical-specialties-with-the-best-worklife-balance/" target="_blank" rel="noopener">achieve work-life harmony</a>.



<h2 class="wp-block-heading">What is the least stressful medical specialty?</h2>



While no specialty is entirely stress free, certain fields are generally perceived to be less stressful than others due to factors such as work hours, patient outcomes and the nature of the work itself. Below are some of the&nbsp;least stressful medical specialties:



<ol start="1">
<li>Dermatology Dermatologists primarily deal with skin conditions that are rarely life threatening. The nature of dermatological issues means most cases do not require emergency care, allowing for more predictable work hours and less overnight call duty.</li>



<li>Ophthalmology Ophthalmology is another specialty that tends to offer a balanced lifestyle. Many ophthalmologists work in outpatient settings, and their patients usually face manageable, non-emergency conditions, leading to a less stressful work environment.</li>



<li>Family Medicine While family medicine physicians do work with a broad spectrum of patient concerns, they often establish long-term relationships with their patients. The continuity of care and manageable schedules contribute to making family medicine one of the least stressful specialties.</li>



<li>Psychiatry Though mental health is a critical field; psychiatrists often work in controlled environments with predictable hours. While they may handle complex emotional cases, they typically have the time to build patient relationships and employ long-term care strategies, reducing the urgency and pressure compared to acute care specialties.</li>
</ol>



Which medical specialty causes the most stress?



On the other end of the spectrum, there are specialties known for their high-stress and high-stakes environments. Specialties that demand quick decision making, have high patient mortality or involve unpredictable work hours are generally considered more stressful. The&nbsp;most stressful medical specialties&nbsp;include:



<ol start="1">
<li>Emergency Medicine Physicians in emergency medicine face fast-paced environments where they must make critical decisions under pressure. The unpredictable nature of emergency cases, combined with long shifts, makes this specialty one of the most stressful.</li>



<li>Surgery Surgeons, particularly those in trauma and cardiac surgery, work in high-pressure situations with life-or-death outcomes. The stress of performing complex procedures and the long, irregular hours contribute to the high levels of stress in surgical specialties.</li>



<li>Obstetrics and Gynecology Obstetricians and gynecologists (OB-GYNs) are responsible for delivering babies and managing pregnancy-related complications, often during irregular hours. This specialty carries significant responsibility, particularly in high-risk pregnancies, making it one of the more stressful fields in medicine.</li>



<li>Critical Care Physicians in critical care handle the most severely ill patients, often in ICU settings. The severity of their patients’ conditions and the emotional weight of end-of-life care lead to elevated stress levels for these professionals.</li>
</ol>



<h2 class="wp-block-heading">Which medical specialty has the lowest burnout rate?</h2>



Burnout is a pervasive issue in healthcare, and different specialties have varying levels of risk. Burnout typically stems from prolonged stress, long hours, and emotional fatigue. Interestingly, some specialties perceived as less stressful also tend to have lower burnout rates. Below are some of the specialties with the lowest burnout rates compared to the&nbsp;highest burnout medical specialties:



<ol start="1">
<li>Pathology Pathologists generally work in lab environments, focusing on diagnostics rather than direct patient care. This allows for a more predictable work schedule and fewer emotional demands, leading to lower burnout rates.</li>



<li>Radiology Radiologists are another group of physicians who work primarily in diagnostic roles, often in outpatient settings. Their ability to work regular hours and avoid high-stakes patient interactions helps keep burnout rates lower.</li>



<li>Allergy and Immunology Allergists and immunologists tend to manage chronic conditions with long-term treatment plans. Their work environments are often calm, with regular working hours, which significantly reduces the likelihood of burnout.</li>
</ol>



<h2 class="wp-block-heading">What doctors work the least hours?</h2>



For many physicians, a specialty’s average work hours play a significant role in their career choice. Specialties with less demanding hours can make it easier to achieve work-life balance and reduce stress.&nbsp;



Here are some fields where doctors tend to <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/what-doctors-work-the-least-hours/" target="_blank" rel="noopener">work fewer hours</a>:



<ol start="1">
<li>Dermatology As previously mentioned, dermatologists often enjoy regular office hours with minimal emergency call duties. Many dermatologists even work a four-day week, allowing them ample time for personal pursuits.</li>



<li>Ophthalmology Like dermatology, ophthalmologists typically work in outpatient settings and have the advantage of predictable hours. The non-emergency nature of most eye conditions helps limit the need for extended hours or night shifts.</li>



<li>Psychiatry Psychiatrists often have more control over their schedules compared to other specialties. Many psychiatrists work in private practice or outpatient settings, which allows for flexible hours and a more consistent work-life balance.</li>
</ol>



Selecting a medical specialty involves balancing career aspirations with personal well-being. Physicians must carefully consider factors like stress levels, burnout rates and work hours before making a decision. For those prioritizing work-life balance, specialties like dermatology, ophthalmology, family medicine and psychiatry offer less stressful environments and lower rates of burnout. On the other hand, more demanding fields like emergency medicine and surgery, while fulfilling, come with heightened stress and longer hours.



As you explore different options, understanding these dynamics is key to finding the right fit for your lifestyle and career goals. If you’re ready to take the next step in your career, explore the opportunities available in specialties that align with your ideal <a href="https://www.practicelink.com/resource-center/physician-quality-of-life-wellness/what-medical-specialty-has-the-best-work-life-balance/" target="_blank" rel="noopener">work-life balance</a> and personal goals.



For more insights, check out PracticeLink.com for information on&nbsp;physician quality of life&nbsp;and start planning your career with your well-being in mind.&nbsp;

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