1.Educate on Benefits: Try to make them understand the benefits of the new system. 2.Continuous Communication and Training: Keep communicating the same message and provide initial training so they adapt to it and feel comfortable, developing a habit. 3.Reward and Share Experiences: Reward employees who embrace the new system and ask them to share their

Handling staff resistance to new health IT systems requires a mix of clear communication, practical training, and empathy. Start by explaining the why—help staff understand how the new system improves patient care, reduces workload, or enhances accuracy. Involve key stakeholders early, gathering feedback to address concerns before rollout. Provide hands-on training tailored to different learning styles, ensuring staff feel confident rather than overwhelmed. Offer ongoing support through a help desk, peer mentors, or quick reference guides. Acknowledge frustrations, celebrate small wins, and highlight success stories to reinforce the benefits. When people feel heard and supported, adoption becomes much smoother.

I address staff resistance by involving them early in the process, providing clear training, and highlighting how the new system benefits their workflow. Open communication, continuous support, and listening to their feedback help drive adoption and minimize pushback.

We tackle staff resistance through in-depth interviews, identifying the root causes and addressing concerns head-on. By showcasing how our process optimizations simplify workflows, we help employees see the direct benefits. A critical step is uncovering any distrust or hesitation toward IT systems in healthcare, ensuring smoother adoption and long-term success.

Rolling out new health IT systems is tough—not because of the technology but because of the people. Let's face it, this is likely a new piece of technology in a very long list of new installations. When we face resistance, our instinct is to explain, persuade, or push through. But sometimes, the best thing we can do is stop talking and truly listen. Not just to what we think the problem is but to what’s really going on. Fear of getting it wrong? Worries about job security? Feeling overwhelmed? The list is long, but if we don’t take the time to understand, we’re just talking—not helping. When we uncover real concerns, we can support, encourage, and build confidence through reassurance, training, or simply showing why the change is worth it.

Engaging your teams early helps reduce resistance as they will feel they are a part of the process from the start. Also, could you explain why you are introducing these changes and what benefits a new system is expected to deliver?

Step 1: Educate them on the benefit of technology and ease of work Step 2: Assure them, it will not affect their job /layoff etc Step 3: Appropriate training and support Step 4: Give a reasonable time line to adapt. Step 5: Tell them all this is non-negotiable.

From my experience, introducing a new health IT system often faces resistance — not because people don’t want to improve, but because change can be intimidating. Many fear handling new technology, increased workload, or failing to adapt. Involving key staff early makes a huge difference, as feeling heard boosts support. Clear communication builds trust by explaining why the change matters. Q&A sessions and regular updates keep everyone informed. Hands-on training tailored to comfort levels builds confidence. Phased rollouts ease the transition, while reducing workload and recognizing efforts keeps morale high. Celebrating small wins and offering ongoing support ensures a smoother journey.