We’re an ageing population, all living and working longer, but many of our employees (and perhaps even us included) could be heading for a very bleak retirement unless we change our savings behaviour. Arguably companies have a moral responsibility to ensure this doesn’t happen and it makes business sense for them to help ensure people have a positive retirement.
Our research has established that employees believe their employer should play a significant role in guiding, communicating and supporting them with their workplace pension savings. We realise that one size does not fit all and what is needed is a more systematic and strategic approach if we are serious about changing savings behaviour for the better.
This model is a systematic process for optimising pension communications. It’s led by our clients' objectives meaning we effectively create a bespoke communication strategy for them.
Find out more
*charts represent actual survey data
An effective and meaningful pension communications strategy is based on the unique outcomes that a business requires.
These outcomes will allow you to identify the pension behaviours needed from employees.
A key first step when defining your pension communications strategy is to assess whether a clear and current understanding of your employee demographic is in place - or whether further research and employee interaction is required to give you greater insight into their existing behaviours and communication needs.
To help organisations better understand their workforce’s DNA we have built an online reporting tool structured around the research conducted for this ‘It’s Time to Change’ document.
Organisations of all sizes can now use this tool to model their own demographic to provide key insights into employee behaviours and communication needs.
This unique picture will significantly improve decision-making when progressing through our 7-Step Strategy Model, and is an integral part to the development of a meaningful pension communications strategy.
Contact us to find out more