Through communication, resources, and a supportive, caring culture, employers can build awareness around financial well-being.  Consider a top-down approach in the communication plan that lets your employees know why the company has decided to prioritize financial well-being. As with any program, its success will depend on how it is communicated, supported, and ultimately, used by employees. Strive to develop a regular schedule or cadence of communications to promote the program and the benefits it offers to employees.

Resources to leverage

• Recordkeeper relationship manager and communications consultant if applicable
• Retirement plan investment consultant
• Insurance provider and other vendors
• Paid benefits communication consultant
• Segal Benz
• Limeade

Quick tips

• Short, relevant and frequent messaging
• Target specific groups based on goals
• Encourage small steps, not giant leaps
• Use multiple types of communication delivery systems

Create excitement

• Focus on the employee and how the program will assist them with their financial goals
• Consider incentives for engagement
• Recruit well-being champions to hype the program and build interest

Financial well-being employee resource group (ERG)

• Along with other company sponsored ERGs, this group can provide a safe community for individuals to share their experiences and lend support to each other

Multiple modes of engagement

• Videos
• Onsite and/or virtual employee education programs
• Written education through text, email, flyers
• Use simple, straightforward language
• Keep messages brief and consistent across all delivery channels

Communication plan

• Develop a regular communication schedule to promote the program and opportunities it offers