Aunque las organizaciones desean ayudar a sus empleados a prepararse para jubilarse de forma cómoda y a tiempo, saben que muchos de esos empleados ahorran muy poco para su jubilación. Y lo que es peor aún, algunos no se comprometen con el plan en absoluto. One way for plan sponsors to change employee behavior is to regularly evaluate their employee education provider’s service team to determine if the tools and resources they provide are the right fit for their workforce. Here are some key factors to consider when evaluating your retirement plan's employee education services:
La atención es importante
Dedicated: Is the plan employee educator always changing or randomly assigned from a large pool of instructors? A committed educator who works in collaboration with a plan sponsor can better customize content and choose delivery methods that effectively engage each distinct workforce. It is essential for education providers to offer ongoing, consistent support for the plan, as individuals are significantly more inclined to engage with educators who are familiar, reliable and able to establish a foundation of trust.
Experienced: How long has the plan educator worked in the retirement industry? An employee education provider that serves retirement plans exclusively will more likely provide knowledgeable educators able to provide training on the intricacies of the retirement industry and the plan. The educator should be accomplished and qualified to provide appropriate support and useful resources that drive positive outcomes for all employees.
Noncommissioned engagement: Is your employee educator encouraged to sell products during training sessions? Las organizaciones deben trabajar con los proveedores cuyos equipos de servicios no son estimulados para que hagan otra cosa que no sea proporcionar educación al empleado. Utilizar la educación como una oportunidad para vender servicios adicionales es una distracción en la atención de la capacitación y reduce la probabilidad de que el empleado crea que el educador trabaja para darle lo mejor. Además, los educadores contratados pueden enfocar demasiado su atención en aquellos empleados altamente remunerados en lugar de aquellos empleados que con frecuencia necesitan el mayor apoyo.
Proactive support: Does the employee education provider take the initiative to communicate with the plan sponsor? It’s a concern if plan sponsors must continually reach out to education providers, or if employees can only access educators through a call center or voicemail. La planificación y realización de reuniones regulares resulta algo esencial, ya que ofrece a los empleados la oportunidad de comunicarse de forma individual con el educador del plan. Sin embargo, la realización de actividades de divulgación de forma proactiva demuestra la voluntad de hacer un esfuerzo mayor para los patrocinadores de plan que cuentan con una multitud de responsabilidades, muchas de ellas desvinculadas del plan de jubilación.
Herramientas y recursos
Comprehensive: Does the employee education provider offer comprehensive financial training beyond the retirement plan? Con frecuencia, los empleados se enfrentan a una multitud de desafíos relacionados con sus finanzas personales, las que pueden hacer que les resulte difícil planificar de forma adecuada para la jubilación. Con este conocimiento, los mejores educadores asumen un enfoque holístico hacia la educación para la jubilación y cubren una amplia gama de problemas para mejorar el bienestar financiero general.
Custom: Is the provider’s employee education program offered in a one-size-fits-many format? Cada empleador es único, al igual que cada base de empleados. It is important to work with an employee education provider that can create a tailored program designed to achieve specific plan goals while taking the organization’s complexities and voice into consideration. Las comunicaciones deben ser siempre claras, precisas y que se puedan relacionar, ya que los empleados serán mucho más receptivos cuando sientan que son vistos como personas.
Versatile: Is the employee educator equipped to quickly adapt when the unexpected inevitably occurs? Many employees embrace technology, but others may not have access to a computer or smartphone. Some employees prefer in-person group seminars, others like virtual one-on-one meetings, still others want to learn on their own. Often a workforce includes personnel who can only meet after hours. The ability to deliver education in a wide range of mediums and at a time that works for everyone is essential and, as the last few years have displayed, the ability to adapt is sometimes not just a preference but a necessity.
Measurable: Does the plan educator regularly review data and use insights derived from it when creating future campaigns? The employee education program should focus on processes: set goals, define a strategy, and measure outcomes with relevant metrics.
Accessible: Employee communications, educational materials, websites, and videos must be designed for use by your entire workforce, including employees with varying accessibility or non-English language needs. Resulta importante tener en cuenta si el proveedor de educación del empleado ofrece capacitación con características que cumplen con la ADA (Ley para los Estadounidenses con Discapacidades), incluyendo subtítulos y más.
Is it time to consider if a different provider would be a better fit? To explore our employee education capabilities, visit pnc.com/retirementsolutions or contact your PNC representative.
