Understand how we got here — and how to move forward.



Five insights from Advisory Board's 2022 Clinician Survey


To help recruit, retain and support frontline talent, leaders across the industry need to know what clinicians are thinking and how they are making career changes. Read the top 5 takeaways from our clinician survey and to learn how you can better retain and recruit your clinical workforce.


Overview of survey and respondents


Advisory Board sent the 2022 Clinician Survey to clinical and workforce leaders via email. Leaders distributed it to their frontline staff. Responses were collected from May 2022 to June 2022.


  • Understand what clinicians want and need from their jobs and their employers.
  • Learn what drives clinicians’ career decisions.
  • 1. Most clinicians are satisfied with their current roles—except for specific subsets of employees
  • 2. Clinician burnout and not feeling valued are the primary motivators for turnover
  • 3. As burnout worsens, clinicians seek better compensation and benefits
  • 4. Clinicians desire flexibility, but it doesn't look the same for everyone
  • 5. Clinicians are loyal to colleagues and patients, not employers

What to do now

1. Match staff scheduling preferences to business needs.
Clinicians want the agency to select their own schedule according to their preferences. This can look like weekend-only shifts, shorter or longer shifts than standard, and night-only shifts among other variations. Offering clinicians choices may also be beneficial to the organization, as a subset clinicians are likely to want "less-desirable" shifts if those shifts better fit their lifestyles.

2. Offer a flexible menu of benefits to appeal to unique generational needs.
Your organization must offer a comprehensive benefits in order to attract and retain clinicians in different stages of life. While all clinicians value benefits like 401k matching and paid leave, there are some benefits that appeal particularly to younger clinicians, who are looking for financial stability, and older clinicians, who are moving toward retirement. Younger clinicians might value parental leave and tuition reimbursement. Clinicians approaching retirement age might prefer retirement planning assistance and part time work options leading up to retirement.

3. Prioritize hands-on training and career advancement opportunities for early-tenure clinicians.
Offering residency programs and preceptorships will increase clinician skill level and close learning gaps caused by the pandemic. This can also be an opportunity to open the training to all staff, including experienced staff, who want to continue to build their skills.

4. Mitigate clinician burnout to retain clinicians.
Burnout is a universal problem and was widespread even before the pandemic. Covid-19 has worsened burnout as clinicians have had to navigate high patient acuity, staffing shortages, evolving protocols, and even workplace violence all while trying to keep themselves and their families safe from infection. Organizations must focus on supporting staff to mitigate burnout. Reducing administrative burden to lessen workload, reconnecting clinicians to the meaning of their work through storytelling, and involving clinicians in decision-making to give them autonomy are just a few ways your organization can help lessen the impact of burnout.

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