Retirement outlook by role

Takeaway: Be cognizant of the different outlook on economic conditions and share any insights you might have. Know who makes the fee decisions—and who influences them—and tailor your approach accordingly. And add more focus to improving plan metrics when talking with the C-suite.

Takeaway: Both groups are concerned, but HR is clearly on the front lines of these issues. Reinforce the positive power of retirement benefits when it comes to recruiting and retention, especially with HR. The C-suite may be interested in strengthening the retirement offering, too, so make sure to touch on how a stronger plan will likely have better success metrics.

Takeaway: General knowledge of these investing choices needs a boost. Help your client understand the purpose—and the demand—for them. Remind your clients to keep employee demographics in mind. Both managed accounts and guaranteed income are likely to appeal more to those with an older employee base.

Takeaway: HR has stronger feelings about the education needs of employees, centering on financial wellness and investments. Know your audience and touch on the topics they find necessary—unless you feel you need to educate and advocate for something missing in their plans’ education program.

Takeaway: The great news here is that employee financial security drives both groups with the highest response. But differences abound and the issue of cost fits nicely in the C-suite’s focus on the bottom line and program metrics. Conversely, HR’s proximity to all employees drives their attention to the people impacted, as shown by more focus on demographics, employee feedback, and worry about the impacts of COVID-19. Consider what might be motivating your contact and hit those points to better meet their needs.