Healthcare is changing, and so are the people delivering it. As millennial and Gen Z physicians continue to represent a larger share of the workforce, they’re values are reshaping the appearance of a successful medical career.
For many younger physicians, flexibility is a priority, not a perk. And for today’s hospital practice partners, understanding what drives millennial and Gen Z physicians is essential to recruiting and retaining top talent.
Here’s a look at what millennial and Gen Z physicians want from their careers, why it matters to them, and how hospitals can stay ahead of the curve.
Redefining Success in Modern Medicine
Millennials make up 36% of the US workforce, and Gen Z accounts for 18%, a number that’s rising fast. With this generational shift comes a new definition of career success.
Unlike previous generations who often equated fulfillment with long-term loyalty or climbing the ladder, today’s early-career physicians are focused on autonomy, balance, and overall well-being.
According to Deloitte, work-life balance is the top priority for both Gen Z and millennial professionals when choosing an employer. Nearly 1 in 5 said flexible hours or a reduced workweek played a key role in their decision, and 14% of Gen Z and 13% of millennials left a job because of poor work-life balance.
As one millennial internist put it plainly in a KevinMD article: “I didn’t go into medicine to spend my best years working 80 hours a week with no time for my family. I want to practice medicine in a way that’s sustainable.”
What’s Driving the Demand for Flexibility?
Gen Z and millennial physicians aren’t afraid to walk away from steady roles that no longer align with their goals. For healthcare employers, this means that compensation alone isn’t enough to retain top talent.
Several key trends are shaping how Gen Z and millennial physicians evaluate their options and what it takes to earn their loyalty.
Burnout Prevention
Gen Z and millennial physicians have seen firsthand what long hours and constant pressure can do. Nearly half of Gen X providers report symptoms of burnout, and younger clinicians are taking note. It’s no surprise that many now prioritize mental health.
According to a 2023 Medscape report, 38% of millennial physicians experience burnout themselves, often due to administrative overload, lack of autonomy, and unsustainable schedules.
That’s why mental health and well-being have become top priorities. Flexible roles, such as short-term contracts or part-time shifts, offer a healthier way to stay engaged in patient care without compromising personal well-being. For Gen Z and millennial physicians, flexibility isn’t a bonus. It’s essential to career longevity.
Career fluidity and exploration
Unlike previous generations, today’s early-career physicians aren’t staying in one place for decades. In fact, workplace data shows most millennial and Gen Z physicians leave their roles within three years.
But this isn’t about job hopping. It’s about alignment. Younger physicians are looking for roles that match their clinical interests, lifestyle goals, and long-term vision. They’re drawn to assignments that offer schedule control, exposure to new environments, and chances to build diverse skill sets, whether through locum tenens, moonlighting, or project-based care.
Autonomy and decision-making power
Younger physicians are looking for more than a title; they want meaningful input into how, when, and where they work.
A recent study cited autonomy as one of the most important career values among millennial physicians, including the ability to prioritize family and personal needs without career penalties.
Rigid employment models can feel limiting. That’s why millennial and Gen Z physicians are increasingly seeking roles that allow them to practice at the top of their license, without being bogged down in bureaucracy.
Whether it’s the ability to shape their schedule or make independent clinical decisions, autonomy is no longer negotiable.
What Can Healthcare Employers Do?
To recruit and retain the next generation of physicians, hospital practice partners must rethink how roles are structured and what success looks like. Start by focusing on what matters most to early-career clinicians: flexibility, autonomy, and meaningful work.
Offer flexible scheduling options
Job-sharing, condensed workweeks, and short-term assignments are essential. Around 92% of millennial physicians rank work-life balance as their top priority. That means time for family, travel, and rest is a baseline expectation.
Flexible roles, such as locum tenens and moonlighting, allow younger physicians to choose when and where they work, while gaining experience in diverse clinical settings. Employers who embrace this model will see higher engagement, stronger retention, and deeper loyalty.
Embrace hybrid and remote roles
Telemedicine and hybrid opportunities are appealing to physicians balancing family life or seeking more control over their time. When clinically appropriate, remote care options can help expand your talent pool and boost satisfaction among current staff.
Younger generations are also tech-savvy. Even with limited telehealth experience, they adapt quickly to online care models, making remote assignments a smart, scalable solution.
Prioritize professional development
Career growth matters. Gen Z and millennial physicians are motivated by more than income—they want roles that help them grow. Whether it’s leadership training, diverse clinical exposure, or CME support, development opportunities are key to long-term engagement.
In a recent Cureus survey, about 70% of Gen Z participants said professional development played a major role in when and where they choose to work. They’re not afraid to move on if they feel stagnant.
Investing in their growth sends a clear message: they’re valued not just for productivity, but for their potential.
Flexibility Is the Future
Flexibility fuels better outcomes for physicians, helping them gain meaningful experience, avoid burnout, and stay in control of their schedules. It also gives hospital practice partners a way to fill critical gaps without the overhead of permanent hires.
As Dr. Ralph Gonzalez, OnCall’s Executive Chief Medical Officer, puts it: “Flexible staffing models aren’t just about convenience. They’re about creating the kind of career physicians can sustain and grow into, while also making sure patient care never skips a beat.”
Gen Z and millennial physicians are challenging outdated norms. And everyone benefits when they do. When clinicians feel empowered and supported, patient care improves. And when healthcare employers are willing to adapt, recruitment and retention become much easier.
If your organization is ready to meet the expectations of today’s physicians, OnCall Solutions is ready to help. Let’s build a more sustainable, engaged, and modern medical workforce together.