An exclusive survey from the AMA reveals a promising shift in the physician workforce: fewer doctors now say they intend to leave their current health care organizations within the next two years. The downward trend suggests that health systems are making meaningful progress in addressing long-standing issues such as physician burnout, work-life balance and administrative burden. While the needle is moving in the right direction, sustained effort and deeper structural changes are needed to retain and support the nation’s physicians.
Nearly 19,000 responses from physicians across 38 states were received from 106 health systems and organizations who participated in the AMA Organizational Biopsy® last year. Of the organizations that participated, 34 health systems were recognized in 2024 and 2025 from the AMA Joy in Medicine® Health System Recognition Program.
The National Physician Comparison Report is exclusive data to the AMA and the Organizational Biopsy. The report reflects 2025 trends on five key performance indicators—job satisfaction, job stress, burnout, intent to leave an organization and feeling valued—as well as additional analysis of drivers and key findings.Download the National Physician Comparison Report (email required to access).
In 2025, 31.1% of physicians reported a definite, likely, or moderate likelihood of leaving their current organization within the next two years, according to the report. Among male physicians, 31.5% reported planning to leave, compared with 29% of women doctors.
The 10 physician specialties with the lowest intent to leave were:
- Nephrology: 17.6%.
- Dermatology: 20.5%.
- Infectious diseases: 24.5%.
- Pulmonary disease: 25.3%.
- Pediatrics: 26%.
- Other non-surgery-related specialty (such as neonatology): 26.7%.
- Ophthalmology: 27%.
- Psychiatry: 27.2%.
- Orthopaedic surgery: 27.8%.
- Hospital medicine: 29.3%.
Meanwhile, the 10 physician specialties with the highest intent to leave were:
- Urological surgery: 43.2%.
- Anesthesiology: 42.2%.
- Radiology: 38.1%.
- Hospice and palliative care: 36.6%.
- Other surgery-related specialty (such as bariatric and metabolic surgery): 36.1%.
- General surgery: 35.3%.
- Gastroenterology: 34.7%.
- Cardiology: 34.3%.
- Neurology: 33.4%.
- Critical care medicine: 33.3%.
Among the survey respondents, 34.2% of physicians reported a definite, likely or moderate chance of reducing their clinical care hours over the next 12 months.
The exclusive report also highlights what resources physicians need to maintain their current workload, and which can help them stay at their current organization.
What resources are needed to stay
While the desire to reduce hours varied across physician specialties, doctors shared what would keep them in their role with their current workload. The top five resources needed for physicians to maintain their current workload were:
- Higher compensation: 54.6%.
- Enhanced workflow efficiency: 53%.
- Fewer EHR hassles: 51.6%.
- Less documentation and work outside of work: 49.6%.
- Consistent staffing: 46.5%.
Physicians also shared what resources they needed to reconsider staying in their current organization. Those resources were:
- Higher compensation: 57.9%.
- Enhanced workflow efficiency: 45.1%.
- Consistent staffing: 43.5%.
- Fewer EHR hassles: 40.8%.
- Less documentation and after-hours work: 40.3%.
As the leader in physician well-being, the AMA is reducing physician burnout by removing administrative burdens and providing real-world solutions to help doctors rediscover the Joy in Medicine.
Health systems are stepping up
It is important for health systems to recognize what physicians need to not only stay in their current position, but to also maintain their current workload. Here are examples from organizations that are part of the AMA Health System Member Program—which provides enterprise solutions to equip leadership, physicians and care teams with resources to help drive the future of medicine—that show commitment to recruiting and retaining doctors.
At HCA Healthcare, success with physician recruitment and retention is far more than a numbers game. It is the result of an approach fueled by listening, leadership and innovation. For the Nashville, Tennessee-based health system, that includes making use of augmented intelligence (AI) tools that reduce physician burdens, training more than 5,400 resident and fellow physicians across the nation and embedding physicians in every facet of its business decision-making.
Meanwhile, through the recognition from the Joy in Medicine program, Advocate Health can also enhance physician retention efforts. Part of the health system’s “Best Place to Care” initiative is the different pillars it covers, including onboarding and retention of physicians. The work Advocate Health is doing around Best Place to Care and recognition from the Joy in Medicine Program begins with when the organization recruits physicians and care teams—starting with day one of orientation.
CenterWell and Conviva Senior Primary Care take a bit of a different approach to retention of physician by investing company time and resources to offer multiple opportunities in professional growth and continuing education. This investment in professional growth translates to stronger retention across organizations.
Retaining physicians and care teams is another key objective for Sanford Health who focuses on the greatest areas of need. The health system launched a Sons and Daughters scholarship and scholar loan program, which primarily serves physicians, certified nurse anesthetists and clinical psychology. If a son, daughter, niece or nephew of a Sanford Health employee wants to train in any of these areas of medicine, the health system will provide financial support through a scholarship and give them access to the loan program. The aim is to keep these trainees connected to Sanford Health.
The work to retain physicians and reduce their intent to leave also extends to retiring doctors. Several years ago, any physician seeking retirement from Baptist Health Medical Group would have 90 to 120 days to give notice of termination. In most cases, this just isn’t enough time to recruit another physician. The situation called for a reassessment of the early notice of retirement program. Through this program, retiring physicians can remain in their positions for a year or more to mentor new physicians onboarding with Baptist Health. In turn, retiring doctors feel valued in their mentorship roles as they transition their practice to a new doctor, ensuring their patients are well taken care of.
Learn more from a JAMA Network Open™ study about physician intent to reduce hours or leave their organizations.
Download the 2025 AMA Joy in Medicine magazine (log into your AMA account to view) to see whether your organization is part of the prestigious group of 164 organizations across 40 states and the District of Columbia that are currently recognized for their dedication to physician well-being.
AMA STEPS Forward® offers real-world solutions to common challenges in health care today. Explore a variety of innovative, physician-developed resources designed to help prevent physician burnout, optimize workflows, improve well-being and enhance patient care.
