The Future of Financial Wellness is Taking Shape
Many employers are realizing the importance of adapting wellness programs and practices to reflect the new reality. Tips for adapting to the unique needs of your employees.
Creating a retirement solution that meets the needs of employees and encourages contributions isn’t just a good idea - it’s a strategic business decision. But, today’s workplace is evolving quickly.
As Boomers are retiring and Generation Z enter the workforce en masse, employers find themselves facing a critical question:
How do we design a retirement solution offering that fits the needs of every stage of life?
Across generations, preferences on money management, lifestyle and even the ideal retirement varies. Understanding the commonalities and differences of a diverse workforce can provide insight on plan features, support, education and outreach that’s most valuable to all employees.
Prefer phone or in-person communication
On average, carries $12,869 in non-mortgage debt3
Requires flexibility for continued wellness
Likely the last generation to rely heavily on a defined benefit pension plan, this generation likely valued long-term employment with the same company. They tend to be overly optimistic about their social security benefits and retirement savings4 , while underestimating health care expenses post-retirement. They are the least likely to ask for help, but would benefit from individualized support to help them build financial security long-term. Providing education that can be shared or extended to spouses can help build engagement and solvency for the entire household. For ongoing financial training and support, ensure retirees are connected to in-person or phone resources via their pension provider, bank or credit union.
Directly impacted by the 2008 financial crisis
33% of pre-retirees plan on working in retirement5
45% have no retirement savings6
Baby Boomers are transitioning into or quickly approaching their retirement window. Like the generation before them, Boomers can sometimes overestimate social security benefits and the monthly income they’ll earn from retirement savings.7 Combined with the impact of the 2008 financial crisis and COVID-19, many Boomers are facing financial hardship in retirement and will likely need additional resources and education to create a clear plan for the transition.
Are focused paying down debt, versus saving for retirement8
Nearly 9 out of 10 Gen Xers are not on track to meet their retirement readiness goals9
Only 65% of Gen Xers are optimistic about retiring by the age of 6510
Gen Xers are at the peak of their earning years, with anywhere from 15-30 years until retirement. Despite this, 69% are worried the money they have saved won’t be enough come retirement – and for good reason11 . This “sandwich generation” is likely contending with the expenses of college-aged children and aging parents. Providing a robust retirement readiness solution and support in establishing lifetime income could help for engagement with this group..
33% have already taken a loan or withdrawn money from their 401(k) in 202012
$23,000 is the median retirement savings for today’s millennials13
43% of Millennials expect to retire before the age of 6514
For the largest of the workplace generations, the pressure of “getting settled” — buying a home, marriage, kids, or professional development — can create conflict with retirement readiness. The 2008 recession, COVID-19, and an average of $33,00015 in student debt have made this group more likely to take a loan against their retirement than previous generations. Financial education around repayment plan options, loan consolidation, or student loan repayment benefits could make a substantive impact on retirement contributions.
25% are already carrying student loan debt16
53% of the Gen Z workforce prefers in-person contact rather than online tools17
35% say they plan to start saving for retirement in their 20’s18
For our youngest colleagues, retirement feels far away, but money management is a key concern. 71% of Gen Z report that finances stress them out.19 88% report they are actively saving on a monthly basis.20 But, as early entrants to the job market, COVID-19 has put the brakes on many of their big plans. For the Gen Z (and Millennial) workforce, providing education, planning tools, and offering retirement plans with age and risk-tolerance based investing solutions — like target date funds — can help set them up for success over the long term.
Designing a retirement solution that fits the full range needs of a diverse workforce can feel daunting at best. However, here are a few key components that can help make your retirement benefits work harder for all employees.
Despite the generational differences, one thing is common: Participants’ desire for a knowledgeable professional to help guide them through the unknowns of retirement. Experienced financial advisors can provide insight around financial decision making, education on how to plan effectively, and guidance on available options. They should also consult with their legal and tax advisors.
Finance-related anything can sometimes be inundating and complex. For this reason, providing a retirement solution that offers a wide range of self-directed content and education — both on site and digital — may be helpful. Content offered can work to provide guidance to the wide range of decisions that come at various points across generations.
Regardless of life stage, an essential consideration for reaching retirement readiness is planning early and often. Be mindful that the resources available to your workforce includes tools and investment solutions that allow for wealth planning — both near and long-term — and take into account holistic financial health and resiliency for a 360-view of financial wellness.
For businesses, providing retirement benefits is a strategic decision — with implications for talent retention, competitive positioning in the market, and culture. With a workforce spanning five generations, creating an innovative retirement benefits plan that helps meet the individual needs and challenges of a multigenerational workforce is important to the plan's success. Connect with Morgan Stanley at Work today – one of our Financial Advisors can help you to understand how you can make sure every generation in your workforce has the support and resources they need to help reach their unique goals for retirement.
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1 Pew Research, Millennials are Largest Generation in Workforce, 2018
2 Engaging the Workforce of the Future. Randstad. p.15
3 Experian, State of Credit 2020 Report
5 USA Today, Money, Baby Boomers Believe They Will Have Better Retirement Than Their Parents, Kids, 2020
6 Insured Retirement Institute, 2019 Report
8 Business Insider, Even 40-Something Americans Who Know They Should Be Saving for Retirement are Too Mired in Debt to do it
9 DHJJ Financial Advisors, 5 Ways Gen X Can Catch Up on Retirement Savings
10 DHJJ Financial Advisors, 5 Ways Gen X Can Catch Up on Retirement Savings
11 Gen X Facing Stark Reality of Retirement, Plan Advisor, 2020
12 Next Advisor, Time, Millennials are Sabatoging Their Retirement, 2020
13 Next Advisor, Time, Millennials are Sabatoging Their Retirement, 2020
14 Better by Today, T. Rowe Price, Millennials are Determined to Retire Early, 2019
15 A Look At Millennial Student Debt
16 Northwestern Mutual, Planning & Progress Study 2020
17 Plan Sponsor, Introducing Gen Z to Retirement, 2020
18 Plan Sponsor, Introducing Gen Z to Retirement, 2020
19 Plan Sponsor, Introducing Gen Z to Retirement, 2020
20 Employee Retirement Preparedness: Millennials & Gen Z 2020
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