The Asymmetric Lever for Physician Retention: A 5-Step Guide to Onboarding the Family
How to Onboard a Family A Simple Guide:
1) Start with a Conversation
Begin by talking with the physician about their family’s needs, concerns, and priorities essentially a family needs analysis. Ask about spouse employment, children’s schooling/extra circulars, and other critical factors that will influence their decision to settle down.
Build a checklist for yourself with community contacts that can support that area.
2) Offer Spousal Employment Assistance
Create a network of local contacts and career support for the spouse. Start at the highest level contact you can find for that profession. Send an email that you are recruiting a physician and need to help the partner integrate gets read by everyone. Senior leaders might not be hiring but they may know who is.
3) Help with Schooling and Childcare
Assist in finding local schools, daycare options, and family-oriented communities. Share resources that help the family feel comfortable with the move, such as open house invitations, school rankings, or parent reviews.
I used to take them on daycare tours while their partner was at the hospital tour.
4) Plan Community Introductions
Organize social events or informal meetups with local families, professionals, or community leaders to help integrate the family into their new surroundings if that is wanted by the family.
Connect them with networks or interest groups that can offer support as appropriate. For example I always ask if I can connect incoming UK doctors with a group that has already made the transition. The group that is here already and can share incredible tips on the differences between the UK and Canada.
5) Provide a Relocation Package
Offer a comprehensive relocation package that includes not only financial support but information on housing, neighborhoods, local amenities, and anything else that helps ease the family’s transition.
Physician retention isn’t just about the doctor—it’s about the people standing beside them. When we focus on the holistic well-being of the entire family, we create a foundation for long-term success and satisfaction.
This entire framework is a lesson in asymmetric thinking. The common approach is to focus 100% of your resources on the physician. The asymmetric approach is to dedicate just 10% of that effort to ensuring the family is happy and integrated. That small, strategic investment is the single greatest lever you can pull to turn a two-year contract into a ten-year career in your community.
