Executive Financial Planning

Connecting the Dots for Executives: Insights on the Intersection of Work and Wealth

Discover why more executives are seeking consolidated solutions spanning both their workplace and personal financial responsibilities.

Access the Full Report

Executives who make equity compensation plan decisions while also participating in those plans must often wear multiple hats when making financial decisions, navigating a unique intersection of professional and personal financial responsibility. In acting as fiduciaries for their teams and stewards of their own complex financial lives, they’re tasked with balancing employee, organizational and personal needs.

 

To meet these needs, executives are increasingly seeking equity compensation providers capable of delivering trusted solutions across the board. In fact, 89% of executives would rely on their equity plan provider for wealth management outside the workplace, while 76% want their provider to offer plan participants broad-based financial advice.

 

These findings and more are explored in the 2025 Connecting the Dots for Executives White Paper, where we dive into the intersection of work and wealth. Based on the responses of 200+ executives involved in selecting or managing equity compensation plans at companies with $10M+ in revenue, this study:

 

  • Uncovers how executives can balance the financial demands of employees, the business and their personal wealth management
  • Explores why many executives are not optimizing their personal financial situation
  • Shows why customization counts when it comes to meeting executives’ complex financial needs
  • Explains how consolidation can streamline currently fragmented approaches
Read the Full White Paper

Fill out the form and get access to the full white paper.

Successfully Unlocked
Thank You! You can download the full report now using the "Access The Full Report" button above.

Four Key Survey Findings:

  1. 1
    As Company Executives, Equity Leaders Must Balance the Demands of Employees and the Business

    Today's equity compensation leaders are tasked with shaping the strategies and programs that help employees make informed decisions about their equity and driving organizational value. To navigate these dual demands, these executives seek equity plan providers who can cost-effectively help them enhance employee engagement, deliver best-in-class participant service and support plan customization.

  2. 2
    Many Executives Are Not Optimizing Their Personal Financial Situation

    Despite being seasoned investors with financial needs that encompass advanced wealth management, estate planning, tax optimization and equity compensation strategies, 44% of executives still have no formal personal financial plan. Among executives without a plan, only 41% are very confident they will reach their financial goals, compared to 73% of those with a plan.

  3. 3
    Personalized Guidance is Needed

    To enhance the effectiveness of both their equity compensation plans and their personal wealth management, 98% of executives say they are very or somewhat interested in additional guidance. They particularly value customized support for complex financial needs, both within and outside the workplace, and want to work with a dedicated representative who can provide targeted advice that helps enable better informed personal and business financial decision making.

  4. 4
    Complexity is Driving Demand for Consolidation and Simplicity

    With equity plan leaders juggling multiple providers, tools and platforms, 96% say they are very or somewhat interested in having a consolidated view of both their workplace and non-workplace wealth. This goes beyond reducing the number of workplace benefits providers and personal investment advisors they work with. In fact, executives are increasingly looking for one unified provider to act as an equity plan provider, an educational resource for employees and a personal wealth advisor.

     

    Discover more insights in the 2025 Connecting the Dots for Executives White Paper. 

Related Stories

Discover more unique perspectives to motivate your employees and fuel your business.

Disclosures

PLEASE READ THE IMPORTANT DISCLOSURES BELOW.

Employee stock plan solutions are offered by E*TRADE Financial Corporate Services, Inc., Solium Capital LLC, Solium Plan Managers LLC and Morgan Stanley Smith Barney LLC (“MSSB”), which are part of Morgan Stanley at Work. Morgan Stanley at Work services and stock plan accounts are provided by wholly owned subsidiaries of Morgan Stanley.

Morgan Stanley at Work stock plan accounts were previously referred to as Shareworks, StockPlan Connect or E*TRADE stock plan accounts, as applicable. In connection with stock plan solutions offered by Morgan Stanley at Work, securities products and services are offered by MSSB, Member SIPC. E*TRADE from Morgan Stanley is a registered trademark of MSSB. All entities are separate but affiliated subsidiaries of Morgan Stanley. Content and services available to non-US participants may be different than those available to US participants.

The laws, regulations, and rulings addressed by the products, services, and publications offered by Morgan Stanley and its affiliates are subject to various interpretations and frequent change. Morgan Stanley and its affiliates do not warrant these products, services, and publications against different interpretations or subsequent changes of laws, regulations, and rulings. Morgan Stanley and its affiliates do not provide legal, accounting, or tax advice. Always consult your own legal, accounting, and tax advisors.

Morgan Stanley Smith Barney LLC offers a wide array of brokerage and advisory services to its clients, each of which may create a different type of relationship with different obligations to you. Please visit us at http://www.morganstanleyindividual.com or consult with your Financial Advisor to understand these differences.

Clients executing a 10b5-1 Plan should keep the following important considerations in mind: (1) 10b5-1 Plans should be approved by the compliance officer or general counsel of the company; (2) A 10b5-1 Plan may require a cessation of trading activities at times when lockups may be necessary to the company (i.e. secondary offerings, pooling transactions, etc.); (3) A 10b5-1 Plan does not generally alter the regulatory requirements (e.g. Rule 144, Section 16, Section 13D) that may otherwise be applicable; (4) 10b5-1 Plans that are modified or terminated early may weaken or lose the benefit of the affirmative defense; (5) Public disclosure of 10b5-1 Plans (e.g., via press release) may be appropriate for some insiders; (6) Most companies will permit 10b5-1 Plans to be implemented only during open window periods; and (7) Morgan Stanley Smith Barney, as well as some issuers, imposes a mandatory waiting period between the execution of the 10b5-1 Plan and the first sale pursuant to the 10b5-1 Plan.

Preset Diversification Program is a registered Trademark of Morgan Stanley Smith Barney LLC, protected in the United States and other countries.

Initial public offerings (IPOs) and secondary offering suitability requirements apply. There is no guarantee of receiving IPO shares. Please be advised that public offerings are not suitable for all investors. IPOs are highly volatile and risky and should not be considered by investors with conservative investment objectives or low tolerance for risk. show less

© 2025 Morgan Stanley. All rights reserved.

CRC#4846238 (11/2025)

 

View Disclosures Hide Disclosures