Why I’m Passionate About Personalized Participant Education for Retirement Plans

As a corporate retirement plan advisor and former retirement plan wholesaler, I’ve come to realize that the true key to improving these numbers isn’t just smarter investments or plan features, it’s effective, personalized participant education.

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Why Traditional Retirement Plan Education Falls Short

If you’ve ever hosted a workplace retirement seminar with low turnout or handed out educational materials that went unread, you’re not alone. The issue isn’t that employees aren’t interested in saving for retirement. The problem lies in the approach; generic, one-size-fits-all content that doesn’t connect.

Standardized education is often included with bundled services from plan administrators or 401(k) plan advisors. While this convenience has appeal, it rarely addresses the unique needs of each workforce segment. A 25-year-old employee and a 55-year-old nearing retirement shouldn’t be treated as if they’re in the same financial situation. If your organization has ever wondered why retirement plan engagement lags despite available education, this may be your answer.

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The Value of Personalized Education from a Fiduciary Advisor

As a fiduciary advisor for retirement plans, I’ve found that when education is tailored to different groups within the workforce, employees not only engage more, they act more decisively. They increase contributions, better understand plan features, and make more confident investment choices.

For small business owners working with a retirement plan advisor, this personalized approach can dramatically elevate the perceived value of the benefit. A company retirement plan isn’t just a compliance requirement; it’s a strategic tool for attracting, retaining, and supporting great employees.

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How We Customize Education as Part of Retirement Plan Consulting

Personalizing participant education is not as complex as it may seem. Here's the process we follow when delivering company retirement plan consulting:

1. Demographic & Behavioral Analysis

We begin by gathering data and conducting surveys to understand where employees are starting from—their financial knowledge, challenges, and goals.

2. Customized Learning Tracks

We then create tailored content for different career stages:

• Early-career: Basics of saving, debt prioritization, and understanding employer matches
• Mid-career: Increasing contributions, portfolio diversification, and preparing for long-term goals
• Pre-retirees: Social Security timing, Medicare, catch-up contributions, and withdrawal strategies

3. Delivery Format Preferences

Whether through webinars, in-person workshops, digital tools, or one-on-one financial wellness consultations, we match the method to the audience’s preferences.

4. Ongoing Feedback and Refinement

We continually track what’s working, what’s getting results, and adapt accordingly. Education isn’t static, and neither is your workforce.

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SECURE 2.0 and the Need for Better Education

The SECURE 2.0 Act has introduced many new options and responsibilities for plan sponsors. From automatic enrollment mandates to Roth matching contributions, changes like these need to be communicated clearly and effectively.

A retirement plan advisor can help break down what these changes mean for both employers and employees. A generic pamphlet won’t cut it, tailored guidance ensures your plan stays compliant and participants are informed.

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Education Plus Design: A Winning Combination

Even with strong participant education, plan design still matters. Auto-enrollment, smart default investment options, and thoughtful employer match formulas lay the groundwork for better outcomes.

The most successful programs integrate fiduciary-focused design with ongoing education. That’s why, as an ERISA 3(38) advisor, I always work to ensure education complements fiduciary oversight and compliance.

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Why Measuring Education Success Matters

Too often, success is measured by attendance alone. But that’s only part of the picture. We focus on results like:

• Increased elective deferrals
• Reduced plan loans and leakage
• Enhanced investment diversification
• Improved plan-wide confidence scores

Whether it’s through a retirement plan fee audit or a plan fee benchmarking analysis, we believe success must be measurable and always aligned with plan goals.

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Planning for 401(k) or 403(b)? Start With Education

If you're wondering how to offer a 401(k) plan or how to set up a 403(b) plan, participant education should be built into your strategy from day one. The difference between a 403(b) and a 401(k) isn’t just about technical structure, it also affects how employees engage with the plan.

An advisor who understands the nuances of each, especially one with experience in 403(b) AND 401(k) plans, can ensure your education supports those differences effectively.

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Let’s Build a Financial Wellness Program That Works

Today’s workforce wants more than just access to a plan, they want guidance. Partnering with a retirement plan advisor to craft a wellness program helps you deliver lasting value to your employees beyond just investments and matches.

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Take the 90-Day Engagement Challenge

In 90 days, we believe we can implement a customized education approach that results in measurable improvements in plan engagement, attendance, and contribution behavior. If you don’t see progress, we’ll offer an additional quarter of consulting at no charge.

If you're ready to partner with a retirement plan advisor who understands small business challenges and fiduciary responsibilities, reach out today and mention the “90-Day Challenge” in your message.

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