PLANADVISER’s Post

Non Qualified plans are one of the hottest topics in my field at the moment. This article about a new product launch from Voya is something that caught my eye. I see this as an opportunity to bring a complicated process in a simplified package for smaller sized businesses making it more accessible. Are you considering a Non Qualified Plan? - Voya introduces "Business-ready," a simplified nonqualified deferred compensation (NQDC) solution aimed at smaller-sized employers, catering specifically to those with less than 400 employees. - The new offering features a pre-built investment lineup with 21 asset categories managed by Voya Investment Management, offering diversification without overwhelming participants with options. - Designed for easy implementation and administration, "Business-ready" extends the core attributes of NQDC plans to smaller employers without the complexities of a custom plan, providing flexibility in contribution and distribution schedules. https://lnkd.in/gdVV-YFV #401k #erisa #hrbenefits #retirementplans #fiduciary #wealthmanagement 

Bravo to Kerry Hannon and Catherine Collinson and the Transamerica Institute for an excellent analysis of the ageism issue in the United States. Age is not an active element/driver in corporate diversity & inclusion programs. There is a perception gap. Employers strongly believe they are “age friendly”. Employees do not see that as strongly. Ageism can (and should) be addressed. Companies implementing retirement transition programs. Growth of fractional consulting, senior Advisor/Mentor programs are good models for engaging older workers in their measured transition to full retirement. Covid transformed the workplace with remote work, technology for a distributed workforce, greater recognition of individual contributors. That provides a great foundation for an older, productive workforce.

You may believe your HR policy adequately caters for older colleagues but when was it last overhauled. Having a policy is only one aspect of this process the bigger part involves respecting colleagues, harnessing their talent to future proof business and stewardship to help with succession. This sensitive subject requires a softer authentic approach. If we are genuinely going to embrace our ageing workforce, there’s a need for businesses to provide job role flexibility, make changes to their culture and offer personalised sympathetic Leadership. Retention is far better than recruitment. Well done to Barclays for doing just this by adopting the 3-Step Retirement Transition Plan. This gliding solution to the Q3 stage of life offers multiple stakeholder wins. Ageing is a subject matter we all have a vested interest in. Please reach out if you would like to know more, its people at the end of the day, your businesses biggest asset. Happy New Year!

I recall my father and grandfather discussing with me the benefits of the loyalty that employees would give their their employers. And how loyalty between employers and employees meant a lifelong commitment, but times have changed. Today, factors like 401k's and 'At-Will Employment' states have shifted this dynamic. Could it be that employers need to step up to meet the loyalty test? Check out this insightful article from Business Insider: #AtWillEmployment #PensionsNoMore #WhereIsEmploymentLoyalty Read more: https://lnkd.in/gddewP_R

Pooled employer plans (PEPs) are top of mind for advisors and clients alike. Find out what’s driving the interest—and how it pays to work with a partner like Ascensus, who provides a full array of resources that help you sell PEPs with confidence to grow your business. #AscensusGetThere

Pooled employer plans (PEPs) are top of mind for advisors and clients alike. Find out what’s driving the interest—and how it pays to work with a partner like Ascensus, who provides a full array of resources that help you sell PEPs with confidence to grow your business. #AscensusGetThere

Pooled employer plans (PEPs) are top of mind for advisors and clients alike. Find out what’s driving the interest—and how it pays to work with a partner like Ascensus, who provides a full array of resources that help you sell PEPs with confidence to grow your business. #AscensusGetThere

Pooled employer plans (PEPs) are top of mind for advisors and clients alike. Find out what’s driving the interest—and how it pays to work with a partner like Ascensus, who provides a full array of resources that help you sell PEPs with confidence to grow your business. #AscensusGetThere

Pooled employer plans (PEPs) are top of mind for advisors and clients alike. Find out what’s driving the interest—and how it pays to work with a partner like Ascensus, who provides a full array of resources that help you sell PEPs with confidence to grow your business. #AscensusGetThere