Let’s face it: high deductible health plans have a bad rep. Employees tend to describe them in negative terms, using words like “risky” and “disappointing,” according to a recent poll. (Positive terms like “affordable” and “a good value” pop up less frequently.)

But with premiums on the rise, HDHP enrollment continues to grow. How can your benefits team keep everyone healthy and happy? We’ve put together three actionable tips to make the transition a little smoother.

1. Start with the basics

When it comes to healthcare, the biggest challenge you’re up against is — you guessed it — education. Research shows that 96% of Americans can’t correctly define what a deductible, co-pay, co-insurance, and out-of-pocket maximum are, and less than half say they’re very confident that they can choose the right insurance plan.

Adding a HDHP to the mix can create even more confusion. In fact, 68%of employees whose company offers a HDHP say it feels more expensive than other options, even though that’s not necessarily the case. Communicating the value of a HDHP starts with explaining exactly what it is — and what it isn’t.

• Answer a few key questions before they ask. Get ahead of misconceptions by explaining what a HDHP is, how it’s different from their old plan, and what switching to a HDHP could mean for them.

• Cut out the jargon. Avoid information overload by keeping your communications simple and easy to read. Explain insurance terms (like “deductible” and “co-pay”) before using them, and try to stay away from acronyms when possible.

• Offer educational resources for those who want to learn more. Not everyone will want to dive in headfirst, but make sure to provide resources for those who do. We’ve put together a comprehensive guide to HDHPs here that you can share with your team.

2. Acknowledge the cons, highlight the pros

When people hear “high deductible,” they think high cost. It’s important to acknowledge this concern upfront — but HDHPs can actually be lower cost for many employees. Below are three major pros you can highlight in your communications to encourage people to switch:

• Highlight the lower cost of coverage. Your cost of coverage could be substantially lower with a HDHP. Mercer found that employees, on average, save more than 30% on premiums.

• Explain how their total out-of-pocket cost could be lower, too. Basic preventive care (like yearly check ups) is still covered 100% by your insurance, even before you’ve hit your deductible. If you don’t expect you’ll need major medical care this year, your total out-of-pocket cost could be lower with a HDHP.

• Entice them with an amazing HSA. You can only open a health savings account (HSA) if you have a HDHP — and HSAs are pretty darn useful. Use the cost-saving benefits of an HSA to entice people who are wary of making the switch.

3. Offer an all-in-one savings solution

One of the biggest concerns people have about switching to a HDHP is their out-of-pocket cost. Among privately insured adults with employment-based coverage, those enrolled in a HDHP are more likely to forgo or delay medical care and have problems paying medical bills. Not only can this create stress and dissatisfaction among your workforce — it can also drive up your long-term costs as employees delay preventive care.

We conducted a survey with nationwide research firm Ipsos to find out what employees are really looking for from their healthcare benefits. It turns out that three out of four millennials want to lower their healthcare costs but don’t know where to start, and 57% feel that their insurance provider doesn’t offer enough information on cost.