Benefits July 2, 2014

More Employees Value Stock Purchase Plans

July 2, 2014 (PLANSPONSOR.com) – Employee stock purchase plans (ESPPs) are increasing in importance when it comes to employee retention and recruiting, says a new study from Fidelity Investments.
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When asked about the importance of company stock plans as part of their compensation and benefits package, 86% of respondents under the age of 40 say they would want their new employer to offer a company stock plan if they changed jobs. In addition, 40% of all respondents consider a company stock plan as a must-have when making a decision to change employers, and over one-third of respondents (37%) say that giving up their ESPP would make it harder for them to leave their current job.

A rebounding job market has intensified the competition for talented workers, says the study, and employee retention has emerged as one of the top corporate human resource challenges for 2014. More employers are using ESPPs to attract and retain employees at all levels, from senior executives to recent college graduates.

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Nearly one-third (29%) of employees consider an ESPP as one of their most valued benefits. In fact, 10% of respondents ranked an ESPP as a more valued benefit than others such as health care, 401(k), dental plan, and child care.

“The availability of a company stock plan can tip the scale in a company’s favor when employees are evaluating job opportunities, especially in industries that demand highly skilled or specialized workers,” says Kevin Barry, executive vice president of stock plan services at Fidelity Investments, based in Boston. “Employers who recognize this fact will be well positioned to attract and retain the best employees for their business needs.”

The study also finds that ESPPs can strengthen employee loyalty, as well as increase productivity and engagement. More than half of employees (57%) say equity compensation plans contribute to their feeling loyal to their employer, and 54% indicate their company stock plan “provides an incentive to work harder and be rewarded for the company’s performance.”

In addition, the study found employees participating in ESPPs are highly engaged in their companies’ performance, with 89% of respondents knowing the current price of their company stock, and 85% knowing the overall value of their stock plan assets and their vesting schedule.

Company stock plans, such as ESPPs, are increasingly used as supplemental savings vehicles that can be easily accessed and used for nonretirement expenses, without any fees or Internal Revenue Service penalties, according to the study. Company stock has been playing a growing role in meeting workers’ ongoing financial needs, with 34% of respondents saying they liquidated when their company stock hit a certain price, while 60% have sold company stock to generate funds.

“Today’s workers increasingly understand that a company stock plan is a great savings option to complement their traditional workplace savings plan,” says Barry.

Benefits July 2, 2014

Perceived Expense Stops Many from Seeking Advice

July 2, 2014 (PLANSPONSOR.com) – Nearly one in four investors say they aren’t sure why they haven’t sought professional financial advice, a survey shows, and an equal number feel advice is too expensive.
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A recent survey report from American United Life Insurance Company (AUL), a OneAmerica company, tells a conflicted story about workplace retirement investors. Twenty-three percent of respondents weren’t sure why they do not work with a financial professional. Others said they prefer to make their own decisions (24%), or they feel financial professionals are too expensive to hire (23%). Investors under the age of 50, as well as those with household income less than $75,000, are the most likely to go it alone.

Men and women engage with a financial professional at about the same rate overall, at 35% and 34%, respectively, according to AUL. Marsha Whitehead, vice president of marketing for retirement services for the companies of OneAmerica, says financial professionals may have greater success connecting with participants through small forums, one-on-one meetings and in ways where they can answer questions and demonstrate their expertise.

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“Resources like webinars, podcasts and videos can introduce consumers to financial concepts and help them feel more comfortable seeking out a financial professional for more personalized and ongoing assistance,” she adds. “These findings underscore the importance of earning and building participants’ trust.”

To put clients at ease, financial professionals should clearly explain fee structures, the negative impacts of forgoing an advice relationship, and other basic concepts right up front, Whitehead says. Advisers need to dispel any misconceptions and keep consumers interested in learning and doing more.

The 35% of respondents who do work with financial professionals share some traits, the survey shows. For example, those who consult a financial pro are more likely to have calculated their retirement income need; 53% say they are confident or very confident about maintaining their lifestyle through retirement; and 68% of these respondents plan to continue to work with a financial professional through retirement.

“Knowing why individuals choose not to work with a financial professional and understanding the characteristics of those who do, will help us determine how to best reach out to consumers and address their concerns,” Whitehead explains. “Being ready to explain the tangible benefit of working with a financial professional is critical in helping [investors] reach retirement readiness.”

A summary infographic providing survey methodology and additional insights is available here.

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