Gap Between Employer and Employee Views on Retirement Preparedness Through 401(k) Plans

This is a press release from Charles SChwab.  It continues to point to the failure of the 401k system to effectively motivate and educate employees.  for the full release, click here.


SAN FRANCISCO, May 07, 2012 (BUSINESS WIRE) — Employers and their employees hold different perspectives on how to best achieve retirement preparedness through 401(k) plans, according to the results of two newly released studies from Schwab Retirement Plan Services. Taken together, the studies indicate that, despite efforts by employers to educate workers on the 401(k) offering, most workers are unengaged and financially unprepared for retirement.

CFO Research Services, on behalf of Schwab, surveyed more than 200 senior finance and human resources executives from large and mid-sized U.S. companies about their perceptions of 401(k) plans in the workplace. Key findings include:

— More than half (54%) of employers report that employees participating in plans are not taking full advantage of the investment options, features and services offered in connection with their 401(k) plan.

— In order to better engage employees, the majority of employers plan to make as much or more extensive use of traditional outreach methods, including interactive planning tools (93%), printed educational materials (93%), and in-person workshops (81%).

— Only 16 percent of employers plan to adopt or promote personalized savings and investment management through a third-party adviser, despite evidence outside this survey of its positive impact on employee savings and investing behavior(1).

— A growing number of employers are using or considering the use of automatic solutions. In total, 45 percent are currently auto-enrolling employees and another 25 percent are very or somewhat likely to do so.

A separate survey of 401(k) participants finds that relatively few have the desire to manage their own workplace savings plan. Koski Research, on behalf of Schwab, surveyed more than 1,000 workers enrolled in 401(k) plans across the country and found that:

— More than half (52%) say they don’t have the time, interest or knowledge to properly manage their 401(k) portfolio.

— Nearly three-quarters (73%) spend less than eight hours per year managing their 401(k) plan account.

— Many (56%) do not review plan-related education materials they receive.

— Nearly one-third don’t know they pay any fees for their 401(k) plan. Of the 70 percent that understand they pay some sort of fees, 95 percent don’t know about investment fund operating expenses, and 67 percent don’t know about plan administration fees.

— A significant majority (83%) say they are interested in receiving professional investment management from their employer. However, this interest does not translate into action based on Schwab data that shows just one in 10 participants actually takes advantage of 401(k) investment management advice when it is offered(2).

“This data suggests that employers and their employees, while sharing a common goal of retirement preparedness, have different points of view on which engagement strategies are most effective in helping employees achieve that goal,” said Dave Gray, vice president of 401(k) client experience at Charles Schwab.

Other noteworthy findings from the 401(k) participant survey include:

— A majority of respondents (61%) have calculated the savings they believe they will need for retirement. Among this group, 84 percent were confident that their savings would last.

— Respondents reported on average that they feel they need to bridge an eight-fold gap between how much they have saved and how much they calculated they would need in retirement.

“It is encouraging that many of the respondents took steps to estimate how much they need for retirement, but the eight-fold gap between their current savings and their stated goals may reveal a misplaced confidence in their ability to reach those goals. Employers have a unique opportunity to help their employees bridge that savings gap. An approach that integrates automatic enrollment features, including a built-in advice solution and annual savings increases, coupled with lowering costs for employees, may help them save more for retirement. An approach like this is a good step toward meeting the goals of both employers and employees, based on the concerns reported in these surveys,” concluded Gray.