Retention in Eye Care: Why Clinicians Leave and How to Keep Them Engaged

Introduction

Recruiting great talent is only half the battle. Retaining optometrists and ophthalmologists has become just as important — and in many cases, even more challenging. In 2025, vision recruiters report that retention is the number one concern voiced by employers, particularly as competition intensifies. For optical recruiting firms, conversations about why clinicians leave and what keeps them engaged are now central to every strategy session. High turnover disrupts patient care, erodes revenue, and adds substantial cost to recruiting budgets.
 

The True Cost of Turnover

Turnover is expensive, both financially and culturally. Ophthalmology Management estimates that replacing an optometrist costs between $50,000 and $75,000, factoring in lost productivity, recruiting expenses, and onboarding. But the impact goes deeper. Every time a clinician leaves, patients are disrupted, remaining staff carry heavier workloads, and morale suffers. For candidates evaluating employers, high turnover is a red flag — word spreads quickly in the vision care community, making reputation a powerful recruiting factor.
 

Why Clinicians Leave

Understanding the reasons clinicians leave is critical for building retention strategies. Surveys conducted by the American Academy of Ophthalmology and Review of Optometry reveal several recurring themes.

• Burnout: Long hours, heavy documentation, and limited technician support lead to exhaustion.

• Lack of growth opportunities: Clinicians who see no path to advancement often leave within three years.

• Compensation misalignment: Salaries not adjusted to market benchmarks drive candidates to competitors.

• Culture problems: Poor communication, lack of mentorship, and weak leadership are cited as top reasons for attrition.

The Role of Culture in Retention

Culture has emerged as one of the most decisive factors in retention. In a recent AAO workforce survey, 70% of ophthalmologists and optometrists reported culture and growth opportunities outrank salary when evaluating job satisfaction. Clinicians want to work in environments where they feel respected, supported, and part of a mission-driven team. Employers who fail to prioritize culture may find themselves constantly in recruiting mode, while those who invest in it build loyalty and stability.

Retention Strategies That Work

Leading employers and vision recruiters are identifying several strategies that make a measurable difference in retention.

• Mentorship programs: Structured mentorship for early-career clinicians reduces turnover by up to 30%. Pairing new grads with experienced ODs or MDs creates trust, builds skills, and fosters belonging.

• Continuing education support: CE stipends and sponsorships for specialty training show clinicians that employers are invested in their growth. Offering funding for certifications in areas like myopia management, dry eye, or glaucoma attracts and retains ambitious candidates.

• Flexible scheduling: With burnout at an all-time high, flexible schedules are no longer perks — they’re necessities. Practices offering four-day workweeks or hybrid teleoptometry shifts are reporting stronger retention.

• Technician and staff support: Adequate staffing allows clinicians to focus on patient care, not paperwork. Employers who invest in training and retaining support staff create a healthier workplace for everyone.

Employer Branding and Retention

Retention and recruiting go hand in hand. An employer that demonstrates a strong culture of retention automatically becomes more attractive to prospective candidates. Vision recruiters encourage employers to highlight low turnover rates, long-tenured staff, and professional development programs in their job postings and career pages. These factors differentiate employers in a crowded market and build credibility with both candidates and recruiters.

The Candidate Perspective

Candidates are increasingly prioritizing retention-related factors when evaluating opportunities. Optometry recruiters report that questions about mentorship, advancement opportunities, and staff support are asked just as frequently as questions about salary. For many clinicians, knowing that colleagues have stayed in a practice for years is a strong indicator of whether they’ll thrive there. Candidates also use networks and social media to vet employer reputations. A single negative review about turnover or culture can influence decisions, making transparency and proactive communication essential.

The Recruiter’s Role in Retention

Optometry recruiters are uniquely positioned to help employers identify retention blind spots. Through ongoing conversations with candidates, recruiters gain insights into why clinicians leave roles and what they are looking for next. By relaying this information back to employers, recruiters act as both matchmakers and advisors. Recruiting firms like Hëda Global help employers not only fill open roles but also refine retention strategies that reduce long-term hiring costs.

Preparing for 2026

As we enter 2026, retention will remain one of the most pressing issues in optical recruiting. Employers who fail to address burnout, growth opportunities, and culture risk losing talent to competitors. Those who invest in mentorship, CE support, and flexible schedules will not only reduce turnover but also enhance their recruiting appeal. For clinicians, evaluating potential employers through the lens of retention is just as important as reviewing the compensation package. For recruiters, advising both sides on how to align expectations ensures better long-term outcomes.

Conclusion

The future of vision care recruiting depends on more than just attracting talent — it depends on keeping it. Employers who build cultures of growth, support, and balance will stand out in the eyes of candidates and recruiters alike. Retention is not just a defensive strategy; it is an offensive one that drives stability, patient satisfaction, and financial success. By working closely with experienced vision recruiters and committing to strategies that address why clinicians leave, employers can build teams that last well beyond 2026.

References

• Ophthalmology Management — Workforce Insights
• American Academy of Ophthalmology — Workforce Studies
• Review of Optometry — Career Development Surveys
• Bureau of Labor Statistics — Optometrists