Break from the Grind August 27, 2019

Being a Morning Person Boosts Productivity and Income

However, what early risers do in the morning was shown by a survey to have an effect on income.
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A survey of 510 early risers and 506 late risers found early risers were significantly more likely to be productive that day.

Less than half of late risers (48.6%) labeled themselves highly productive, compared to 61.2% of those who woke up by 7 a.m. The most extreme wake-up time yielded the more intensely productive respondents. Those who managed to get out of bed at 4 a.m. were highly productive 71% of the time. The least productive days were started at 11 a.m., with only 36% of these late risers finding high productivity levels in the ensuing day.

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The survey from Amerisleep also found early risers earned an average of $14,917 more every year than those who slept in. Again, the 4 a.m. wake-up time resulted in the highest average income. On average, 4 a.m. risers earned $48,582 per year. On the opposite end of the spectrum, the lowest earners didn’t get out of bed until noon, and they earned just $22,689 annually.

However, what early risers do in the morning was shown to have an effect on income. Fifty-four percent spend the early morning checking their email, but those who choose to exercise in the morning instead make nearly $5,000 more per year, according to the survey.

Respondents were asked how they’d rate their quality of health, sleep and social life, and those who got up early felt better about all three aspects than those who slept in. Eighty-seven percent of early risers ranked their health as good to excellent, compared to 73.7% of late risers.
Data and Research August 27, 2019

NQDC Plan Sponsors Focusing on Retirement Savings for the Highly Paid

PSCA notes that the percent of organizations stating that their primary goal for offering a NQDC plan is “to help employees accumulate assets” has increased by 40% in the last three years.

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Asked why they offer nonqualified deferred compensation (NQDC) plans, plan sponsors responding to the 2019 NQDC Plan Report from the Plan Sponsor Council of America (PSCA) said to “have a competitive benefits package” (32.7%) followed by “to help employees accumulate assets” (22.7%).

The third choice was to “help HCEs defer the same proportion of their income as other employees” (19.1%).

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PSCA notes that the percent of organizations stating that their primary goal for offering a NQDC plan is “to help employees accumulate assets” has increased by 40% in the last three years. Meanwhile, respondents who indicated their primary purpose was to offer a competitive or above-average benefits plan declined from 41.6% in 2016 to 35.4% in 2018. PSCA says this indicates a shift in focus to helping employees increase their retirement savings.

The vast majority of plan sponsors are either satisfied (48.2%) or very satisfied (30.9%) with the current structure of their NQDC plan to meet the overall objectives of the organization. PSCA says this is further proven by the fact that two-thirds of plan sponsors did not make any changes to their plan in 2018, and two-thirds said they had no plans to make changes in 2019.

The survey also found more than half of employers say they provide specific NQDC plan education to eligible participants. The most common methods used are via email communications (84.3%), enrollment kits (68.6%) and individually targeted communications (41.4%).

The 2017 annual Prudential/PLANSPONSOR Executive Benefit Survey, found that although 87% of respondents don’t plan on making any changes to their NQDC plans, of the few that are, the majority cited additions or enhancements to plan education and communication programs (52.6%).

PSCA’s 2019 Non-qualified Plan Survey reports on 127 active account balance nonqualifed deferred compensation plans.  The report may be purchased from here.

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