The Executive Suite: Considering a practice change? Five signs it may not be a fit

As a physician, the decision to change jobs is one of the most critical moves you’ll make in your career. While new opportunities can offer leadership growth, better compensation or an improved work-life balance, they can also carry significant risks if the organization’s culture, structure and mission aren’t aligned with your driving passions and interests.Identifying red flags before accepting a new position is essential to ensure your next step truly leads to meaningful professional and personal growth. Here are a few red flags to signal a new career opportunity might not be the right move.

1. Ambiguity in job description and expectations

A well-defined position description is crucial for setting clear expectations. If the role’s duties, key leadership objectives, or reporting structure are vague or inconsistent, it could indicate a lack of organizational clarity. This ambiguity can lead to misunderstandings, unrealistic workloads or unmet expectations down the line. Be wary if the prospective employer cannot provide a detailed outline for your role or if they frequently change the job description during the hiring process.

2. High turnover rates

Investigate completely the turnover rates within the organization and your specific department. A high turnover rate among physicians or staff could suggest underlying issues such as poor management, lack of fiscal/political support or an unhealthy work environment. It’s essential to understand why previous employees left and if the organization has taken steps to address any cultural/resource issues. Speaking with current and former employees can provide valuable insights and should be a must in your evaluation process.

3. Lack of commitment to diversity

There’s no excuse for organizations to ignore the advancement and importance of diversity in their hiring processes. Initiating an inclusive search requires deliberative effort and understanding to remove and reduce the impact of implicit bias and provide standardization to the process. Several strategies have been successfully employed in academic medicine towards this goal including the use of equity advocates and creating high-performing teams through mandatory training and standardized evaluation tools and scoring systems. It speaks to the strength of the culture of the organization and will have an impact on your future success in building diverse teams that represent the patients that you serve.

4. Unexplained stagnation

Whether because of faculty loss, delay in implementing new initiatives, failure to make difficult decisions, awaiting a plan for interim leadership, etc., many organizations stagnate without the ability for timely decision-making and missional prioritization. If you assume a role and are left waiting in the wings while key decisions are being made, it will greatly impact your chances for meaningful impact and success. A healthy organization will be able to communicate the reasons for historic challenges effectively and give you an idea of what’s to come. It might be time to move on to other role considerations if there are significant present roadblocks to innovation with appropriate explanation.

5. Failure to prioritize family and personal considerations

All candidates are part of immediate and extended family scenarios whether married, unmarried, have a partner, have no partner but have children, have no partner and no children, have parents or pets etc. You are also part of a community of colleagues that you will be leaving in pursuit of a new opportunity. From the earliest point in the recruitment process, the interviewing team must work to understand all the factors that need to be addressed beyond the specifics of the position, title, start-up package and financial and benefit plans. An organization’s commitment to embracing your family, however that is defined, is a true window into the culture of the organization and its commitment to the wellness and work-life balance of its physicians. A recruiting team’s willingness to create a respectful environment where you can share information regarding the personal accommodations that need to be considered is critical. Invitations for spouse, partner, etc. social event participation early in the process is a great sign!

Conclusion

Changing jobs is a significant decision that requires careful consideration. The hiring process reveals a lot about the potential employer and its potential fit for your long-term career goals. By identifying and addressing these red flags during the job search process, you can make a more informed choice that aligns with your professional and personal goals and avoid being next up in a long line of failed leaders. Career changes impact every aspect of your life so it’s crucial to ensure you have a solid foundation with your employer as you embark on new opportunities.