Articles

Key takeaways

• Health systems are building paths to keep experienced clinicians engaged, including flexible schedules, phased transitions, and mentorship.

• An AMA study cited by Becker's estimates that raising the average physician retirement age by two years could close about 40,000 positions of a projected shortfall of 13,500 to 86,000 by 2036.

• Essentia Health restructured duties for two physicians nearing retirement, and both said they had about five more years in them.

• Flexible, part-time arrangements are one of the few retention tools a hospital can put in place quickly.

Hospitals spend a lot of energy recruiting the next generation of physicians. A growing number are also paying attention to the physicians they already have, especially those nearing retirement.

Becker's Hospital Review looks at this shift in How Hospitals Are Fending Off a Retirement Wave.

Two more years can make a big difference

The piece cites an AMA study estimating that if the average physician retirement age rose by two years, it could close about 40,000 positions of a projected physician shortfall ranging from 13,500 to 86,000 by 2036.

That's a striking number. It suggests that keeping experienced physicians practicing a little longer could do as much for the workforce as many recruiting efforts.

What hospitals are doing

According to Becker's, health systems are focusing on three approaches:

• Flexible schedules that reduce hours without ending a physician's clinical work

• Phased transitions that let physicians step down gradually instead of all at once

• Mentorship that puts experienced physicians' knowledge to work with younger clinicians

One example stands out. Essentia Health restructured duties for two physicians nearing retirement, with one moving to inpatient work only and the other to outpatient only. According to Essentia's CEO, both physicians then said they had about five more years in them.

Small changes to how a physician works can change how long they want to keep working.

Why flexibility is a fast lever

Recruiting a new physician takes time, and a full-time hire is a big financial commitment. Flexible arrangements can be put in place much faster. Many experienced physicians are ready to keep practicing if the schedule fits. As we've written, there's often a quiet inflection point for independent specialists over 55, when the right option can keep them in medicine.

What this looks like for rural hospitals

Large health systems can restructure roles internally. Smaller and rural hospitals often don't have that option, because they may not have the specialist on staff in the first place.

That's the gap Midwest Doctor Link fills. We connect rural hospitals with experienced specialists who want to work part time, from a few days a month to a few days a week. The hospital gains a specialist without a full-time hire, and the physician keeps practicing on a schedule that works. Learn how it works for hospitals.

FAQ

How big is the projected physician shortage?

Estimates cited by Becker's range from 13,500 to 86,000 physicians by 2036.

How are hospitals keeping physicians from retiring early?

Through flexible schedules, phased transitions, mentorship, and restructured duties, like Essentia Health's inpatient-only and outpatient-only roles.

Can a rural hospital add a specialist without a full-time hire?

Yes. Part-time specialist coverage lets a hospital offer local specialty care a few days a month or a few days a week.

Available Providers (as of October 22, 2026)

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Ron Booth, Founder & CEO, Midwest Doctor Link

Have a staffing gap, a provider to refer, or a question about anything here? I'm glad to talk it through, no obligation.

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