I recently spoke with close friends—both physicians—who admitted something quietly alarming: They’re not resisting change in health care. They’re just tired of constantly adapting while losing the essence of what brought them into medicine in the first place.

“I spend more time documenting than actually caring for my patients.”

“Every time I adjust to one system, a new one replaces it.”

These comments stayed with me—not as complaints, but as confessions. As a doctor of organizational development and change, I immediately recognized the deeper issue: We’re not just asking clinicians to adopt new systems—we’re asking them to grieve what’s been lost, with no time to process.

In health care, the integration of technology has brought remarkable progress: Digital records, AI-assisted diagnostics, virtual care. But it has also introduced a new layer of emotional and psychological strain. Behind the streamlined systems are people—clinicians who must carry the burden of constant transition while still trying to be present, human, and effective.

It’s not resistance to progress. It’s resistance to disconnection.

According to JAMA Internal Medicine (2023), physicians now spend nearly twice as much time in electronic health records as they do face-to-face with patients. The shift is transforming medicine into a screen-driven, protocol-heavy profession where human connection often takes a back seat to compliance.

And it’s not just the older generation feeling the weight.

Veteran physicians are retiring early—not due to inability or reluctance to learn, but because the heart of their profession feels lost. A 2022 study found that 63 percent of physicians over age 50 listed loss of autonomy and relational care as reasons for stepping away.

Younger physicians may be more tech-savvy, but they’re entering a workforce with fewer opportunities to develop their bedside manner or build trust with patients in a system optimized for speed, not soul. According to Pew Research, newer clinicians feel less prepared to manage emotionally complex patient encounters—even as they excel in digital environments.

We’ve normalized burnout instead of preventing it.

Hospitals implement new platforms every 6 to 18 months, often with little regard for emotional impact or psychological onboarding. Training is fast. Integration is shallow. Debriefing is rare. And the result is chronic, low-grade resistance—where clinicians feel worn down, not willfully defiant.

As someone who’s researched psychological transition and change resistance, I believe the solution isn’t just about better tools—it’s about honoring the human transition behind every system upgrade.

What we can do, now:

• Plan for emotional shifts, not just technical ones.
• Use frameworks like William Bridges’ Transition Model to understand what people must let go of—not just what they must learn.
• Make space for processing.
  • Regular check-ins or team debriefs—even brief ones—reduce burnout by giving staff a place to voice concerns and reconnect.
• Model vulnerability.
  • When leadership acknowledges difficulty and supports questions, psychological safety grows.
• Bridge the generational gap.
  • Veteran physicians bring empathy and insight; newer physicians bring innovation and speed. Mentorship can unite them.
• Reground clinicians in their “why.”
  • Storytelling, patient impact moments, and shared values help clinicians reconnect with purpose.

Let’s build better—not just faster.

Health care innovation isn’t going away, and it shouldn’t. But if we don’t create systems that care for the people using them, we’ll continue to lose talent—not to incompetence, but to emotional exhaustion.

Technology can move us forward—but only if we’re also moving with empathy.

Tiffiny Black is a health care consultant.