We know employees are not saving enough for retirement. We also know that traditional methods of presenting retirement options for employees are not adequately encouraging participation.
It’s time to change the conversation in a way that empowers participants to self-correct behavior and move towards fulfilling their financial goals. This can be done with strategically implemented financial wellness programs.
There are a few basics that need to be considered when developing a financial wellness program.
Knowledge Base
Financial wellness programs take into consideration the individual’s level of knowledge and work to increase employee education and ease monetary burdens so that they are less stressed, happier, and more productive.
Personal financial education and assistance programs can be implemented to help employees learn how to conduct everyday financial business more effectively by changing poor spending and decision-making habits.
They teach people how to make the right financial decisions here and now that directly improve their immediate financial state, as well as how to properly apply freed-up funds for future investment.
Pain Points
The reason that financial wellness programs work is that we are touching employees at their own points of financial pain and not trying to force the conversation about retirement.
In this way, we connect with them more effectively at the point where they are in the here and now, concerning issues that truly stress them and keep them up at night. Such programs provide practical guidance for improving the status of debts, mortgages, emergency funds, credit scores, and various assets.
By addressing current needs and providing workable solutions, employees will be able to improve their financial decisions and more efficiently save for future retirement needs.
Comfort Level
Both employees attending financial training sessions and those selected to lead such programs, should understand that talking about financial illiteracy and associated problems is not a “taboo” discussion.
People can be quite embarrassed to admit that they know little about finances, or that they are drowning in financial problems. Discussion on such topics should be encouraged, and all involved should be made to feel comfortable talking about such issues.
This can be achieved by explaining that increasing financial understanding can relieve financial problems, and the stress that tends to accompany them.
Encouragement
It should be made clear to employees that financial education programs are meant to be a source of guidance as well as information. People tend to wallow in their financial misery for years because they do not know where to go to receive help. If workers realize that their employer is taking action toward assisting them with alleviating their financial stress, then they will be more appreciative.
Appreciation leads to loyalty and loyalty leads to greater efforts in job performance.
A well thought out financial wellness program can help workers climb out of the financial abyss, improve and meet their savings targets, and give them more confidence. These characteristics will, in turn, produce employees that are physically and mentally healthier, happier about their financial well-being, and more focused and productive at their jobs.
The ultimate goal is to have happy and healthy employees that have the willingness and ability to participate in their retirement programs and be better prepared for their futures.