worksite financial wellness
healthy finances
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.
organization
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.
education
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.
advice
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.
benchmarking
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.
the
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.
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