But, when done the right way (and there is a right way), a move to CDH can engage employees, motivate them toward better health, help them understand their employers’ investment in benefits — and save money. To do that, we have to keep a focus on employees’ needs (and their families’ needs) through the whole process — while designing the plans, launching and enrolling, and supporting employees as they manage their health throughout the year.
Plan design
It should go without saying that there is not a one-size-fits-all solution for CDHPs. You must look at the demographics and health needs of your population and then match the plan design. While HSAs have been the big push the last couple of years, they can be a harsh reality for lower-income employees, especially families who are subject to the aggregate deductible. Employees on expensive maintenance medications may also be in for a shock. An HRA may be a better choice to get employees thinking about their expenses while not exposing them to such high deductibles or the full out-of-pocket costs of prescription drugs. HRAs may make sense for the company too, who won’t see their employer-contribution walk out the door when employees leave.
Either way, a priority should be placed on generous coverage for preventive care and an employer contribution to the account. Make sure the plan design is consistent with the message of better health and more focus on prevention. Also, keep in mind, there’s no shame in keeping HMOs around. HMOs are a great fit for many families. CDH enthusiasts will say they shield employees too much from the true cost of health care. That may be what keeps some workers healthy and on the job.
Launch and enroll
Of course, we know that communication is critical to launching these plans and getting employees to enroll, especially when traditional options are still on the table. Where I see companies stumble is in keeping too much focus on the big picture instead of really explaining what the plans mean for individual workers. You can be guaranteed that eyes will glaze over at the first mention of the “millions of dollars” spent on health care. You can explain the company’s investment in health care and the dollars added to each individual employee’s salary in the form of medical benefits. And, you can use examples and simple profiles to show how the plans work and their value, without overwhelming employees with facts and figures. In-person (or virtual) meetings are of huge benefit too — don’t just pile on the print materials and expect employees to dig through it all.
Also, it is often the spouse or another family member making the health care decisions during enrollment and throughout the year. Don’t keep valuable benefits information locked up behind a hard-to-access firewall. Get that information on the Internet or to homes where families can access it.
Be supportive
Once you’ve got employees in the plans, remind them about what they need to do and how to manage the accounts. Simplify all the overlapping programs like preventive care and health coaches and disease management and keep employee communication simple and action-oriented.
Also, keep an eye on vendors for their claims processing and customer service. Nothing can derail a CDHP faster than major complaints about claims being paid incorrectly or frustrations over doctors’ bills.
CDHPs can be a shining star in a rough economy. Just keep the focus where it should be: on employees and their health needs.
Benz, founder of Benz Communications, can be reached at jen@benzcommunications.com.
Your CDHPers still don’t get it?
Promoting key resources like personal health advisers or nurse lines, online tools and preventive care can make the difference. You can’t have an “if we build it, they will come” mindset. Employees and their families must be constantly reminded about the resources that are out there and why they should bother to check them out. Send easy-to-use tips and checklists so employees know how to take that next step.
