Boardroom
What you need to know
How does my company teach its employees and their families to proactively manage their own health?
Building a culture of health and wellness is a critical component to implementing a successful CDHP. A good place to start your program is by finding out what health problems your employees are most susceptible to, either by reviewing claims experience (if your company is large enough to receive it) or by taking an employee survey and conducting an environment analysis.
Employee demographics and claims experience reveal that the top five diagnostic categories are typically the same for any organization: orthopedics; cardiac disease; diabetes; respiratory illness, and behavioral health. Once armed with the knowledge of the major categories that are most manageable for your employee population, you can begin to implement worksite wellness programs tailored to your specific health risk issues and the claim costs driven by those categories.
Coaches' Takeaway
The mechanical design of a CDHP engages your employees in understanding the real costs of healthcare and asks them to make responsible choices about how they access care and take care of their physical health. As employees use their CDHP, they begin to make different choices, and that is where the learning takes place—in everyday use. You want to build a level of enthusiasm among your management and HR teams, and get most of them onboard prior to offering the plan to the rest of the company, as they are the people with whom your employees will be speaking.
Tools & Resources
CDHPCoach’s Storage Facility, where the Coach has organized and compiled a vast amount of tools and resources for you to access.
Library
Housed here are key components and information within the book, Bend the Healthcare Trend which was the impetus behind the CDHPCoach.
Boardroom
What you need to know