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[ 42 ] HRO TODAY MAGAZINE | MARCH 2014 The Benefits Package models. Where are the issues and concerns? • 72 percent have never even heard the phrase consumer-driven healthcare • 54 percent would prefer not to have more control over their insurance options • 30 percent of workers say that when selecting an insurance plan they have a full understanding of the deductible cost • 15 percent did not even check that their coverage deductibles were correct or that their preferred medical professional was in their network. Most concerning of all: While 75 percent of the workforce thinks their employer will educate them about changes to their healthcare coverage as a result of reform, only 13 percent of employers say educating their employees about healthcare reform is important to their organization. This needs to change. Organizations should take steps to educate employees about the scope of options. Here are some best practices for engaging your workforce in CDHPs: 1. Offer a robust menu of options. To succeed in turning what most employees see as an unfavorable form of "cost-shifting" on its head, present a robust menu of benefits options. In a defined contribution model plan, for instance, the fixed contribution amount helps employers keep costs predictable, and the flexibility allows employees the opportunity to select a plan based on their needs. The greater the coverage, the most expensive the contribution from the employee. These fixed contributions can and should be allocated to different pockets, such as major medical, dental, voluntary insurance, and HSAs. Voluntary insurance plans can provide a much-needed financial safety net in the face of a high-deductible health plan. 2. Customize the conversation. In preparing for a move to a consumer-driven model, assess the demographics and health status of the covered workforce. Begin by determining health opportunities and risks by participating in biometric screenings and health-risk assessments. Having this data can help dictate the best model for your organization, and allow you to tailor your communication program to fit the needs of your company structure and industry. Some companies offer their workers customizable worksheets to plug in their own individual information and calculate their potential medical costs for the year. 3. Increase and diversify communication. Frequent communication is paramount for instituting healthcare changes—sending a yearly message during open enrollment is no longer adequate. Diversify materials to include print, email, Intranet, and face-to-face meetings. Be sure to utilize social and mobile media such as texts, Twitter, and Facebook to remind workers of upcoming open enrollment deadlines. 4. Simplify the language of benefit communications. Include clear explanations of healthcare jargon. Often employees are embarrassed to admit they don't understand concepts such as deductibles or copayments. Use the same terminology and clear explanations in every communication vehicle, keeping benefit materials consistent. 5. Engage brokers. Insurance agents can help keep the lines of communication open by helping employers where and when employees want guidance. Nearly eight in 10 employers see "lack of engagement" as the biggest obstacle to building a healthier workforce, reports the National Business Group on Health and Towers Watson.