Is it too late for your employee?
Your organization needs to think of positive outcomes for your employees, whether they want it or not.
Most employees left to their own time and effort will fail to accomplish all of the goals until the last minute. However, life long goals are very much effected by when and how long the effort is made.
Consider the fact that many employees pay for health care and child care expenses out of their pocket and do not have flexible spending accounts. They not only spend for the services they need but are paying the government taxes on money they use for these expenses when they could be using the taxes they pay on this money for their use.
AARP has been pushy and I agree that employees need to be automatically enrolled in retirement plans. The employee should be the one who has to go through a process of opting out of the program. Make your organization’s incentives tied to their participation no matter how small. It needs to be clear to them that if they opt out they will not be eligible for possible matches by your organization. In addition, have flexible spending plans and emphasize their savings.
Other areas for use in employee retention are health, dental, death benefits, college tuition, fiscal planning, housing and time off. I will cover these areas in more detail at another time.
But in the meantime you do not need to be alone in these efforts. Use expertise in the field.
For retirement I would suggest John Wasiejko at Fischer Investments john@fischerig.com 603-361-4540
For Flexible spending accounts and benefits contact Matt Hedges at Great Harbor Benefits ghbcapecod@aol.com 508-540-7940 x 11
No fees for these referrals are paid to NPCM or myself.
