No single wellness benefit drives retention, but taken holistically, wellness benefits show your company cares. And that does drive retention.
If employers are choosing to focus on educating their employees on how to build and manage an investment portfolio, then, it’s vital to get it right. This means starting with and emphasizing the basics of building an investment portfolio that has, first and foremost, a strong and balanced core allocation to growth and income investments, with the right amount of cash holdings (not too much) and, only when that is in place, the addition of aggressive growth investments.
Design your financial wellness program to do more than “educate” employees about finance. Design it to effect behavioral change.
We are in the Wild West phase of financial wellness. No one area of financial wellness is emphasized by a majority of employers. For employers tackling financial wellness in these early stages, here’s my advice for cutting through the confusion.
With the advent of artificial intelligence, which can identify patterns and relationships on a scale impossible for humans, institutions finally have the opportunity to overcome one of the biggest obstacles to engaging clients in their own financial wellness: the challenge of providing each client with the highly personalized, actionable advice they need, in the exact moment they need it.
To give everyone the financial advice and tools they deserve – that will engage and empower them to improve their situation – we need to meet each individual where they are, and offer them the actionable advice they need, in the moment they need it.