top of page

worksite financial wellness

healthy finances
financial wellness

A proven financial wellness program designed to improve participant outcomes, and relieve the costs of employee financial stress and delayed retirements.

tomorrow's money...

the American worker is not prepared for retirement

  • 1-in-3 Americans has $0 saved for retirement

  • 28% of people over the age 55 have no retirement savings

  • 50% of workers age 60+ plan to work until age 70 or later

  • >50% of Gen Xers have less than $10,000 saved for retirement

today's money...

Americans can’t save for retirement tomorrow because they aren’t financially fit today.

  • 54% of Americans are stressed out about their finances

  • 37% of employees can't meet monthly expenses

  • 49% carry a credit card balance, with 41% of those finding it difficult to make the minimum payments

  • 25% of workers say financial stress impacts their job performance, with 43% of those spending at least 3 hours a week at work worrying about finances

financial stress

manifests as health risks

financial stress is the #1 cause

of stress-related illnesses:

of employees report

having some degree of

financial stress.

higher healthcare costs in

people who are stressed

about finances.

a financial wellness program that actually works

our 5-step process

set a goal

Conduct a formal workplace financial wellness assessment of your employees, identifyingthe “big issues”. You then set a m easurable goal for your financial wellness program.


A key to personal financial fitness is to first “get all your affairs in order.” Organizing all your assets, liabilities, and important legal documents in one place is mission critical.


This can include an online financial learning center but must also involve targeted messaging, onsite topical workshops and webcasts, and an 800# Financial Hotline staffed by financial advisors.


This is what workers want, and it is the missing ingredient in most financial wellness plans, and should include an affordable financial plan available to all employees.


Employee utilization, satisfaction, and behavior change, must be monitored annually. The best way to measure an employer’s return-on-investment, however, is to annually benchmark the aggregate retirement readiness rate of its workforce, and the aggregate cost of delayed retirements.


golden goal

75% of your employees on track to maintain their same standard of living during their retirement years that they were accustomed to during their working career. 

people smarts

great technology

get started

how to get started

The process is simple.  Once you decide financial wellness is a benefit you want to roll out to your employees, we will develop a timeline...

employee marketing

intellicents provides plan sponsor:

  • marketing plan

  • marketing materials

  • online financial learning center

  • financial helpline

assessment window

30 day assessment window runs for plan sponsor’s employees:

  • weekly emails

  • promotional updates

  • refinement of marketing plan

strategic reporting

Initial workforce financial wellness assessment presented to plan sponsor:

  • discuss utilization

  • amend assessment window as needed

  • review early results

campaign rollout

Employee education via...

  • onsite seminars

  • online financial learning center

  • one-on-ones

  • allmymoney® wellness app

  • planning services

annual benchmarking

ongoing support

Ongoing review of workforce assessment results:

Discuss goals:

  • review results

  • design programs to meet employee needs

  • discuss positive impact

  • marketing campaigns

  • employee education opportunities

  • benchmarking of employee satisfaction, utilization, deferral rates and behavioral change

bottom of page