Most programs miss the mark. Here’s how to design one your employees will actually use—and thank you for.
Companies roll out digital tools, workshops, or one-size-fits-all content libraries and then wonder why employee engagement is dismal and retirement plan participation hasn’t improved.
The problem? Financial wellness initiatives often check a box without solving a real problem.
If you’re investing in a program that nobody uses—or one that doesn’t move the needle—you’re not alone. Let’s break down the biggest hurdles holding back financial wellness efforts and how you can make yours actually work.
- Generic Programs That Miss the Mark
The problem: Most financial wellness programs offer cookie-cutter content that doesn’t reflect your employees’ actual lives or income levels. Telling someone living paycheck to paycheck how to diversify a portfolio? Tone-deaf.
The fix: Tailor the content to your team. Segment by income, life stage, or job type. Real impact starts with relevance. If your wellness tools don’t reflect your employees’ reality, they’ll tune out.
- No Human Guidance or Follow-Up
The problem: Self-serve portals and eLearning modules are great—until employees hit a wall. Without someone to ask questions, clarify advice, or build a plan, they stop using the tool and stay stuck.
The fix: Add access to a real person. Whether that’s a benefits advisor, financial coach, or HR partner, giving employees a go-to human can turn passive education into active change.
- Lack of Connection to Core Benefits
The problem: Many financial wellness tools exist in a vacuum. They’re not tied to your 401(k), HSA, or voluntary benefits. That disconnect makes it hard for employees to apply what they’ve learned or take action.
The fix: Integrate your wellness efforts with your actual benefits. Educate employees on how to use what’s already available—from retirement matching to supplemental coverage—to build stability.
- Poor Communication and Visibility
The problem: If employees don’t know a program exists—or don’t understand its value—it’s a wasted effort. A “set it and forget it” approach just doesn’t work here.
The fix: Market it internally like you would a new product launch. Use email campaigns, manager shoutouts, print signage, and onboarding touchpoints to keep the message consistent and clear: This program can help you—here’s how.
- No Clear Success Metrics
The problem: Many companies offer financial wellness without defining success. Without benchmarks, it’s impossible to know if your program is helping or just hanging out in your benefits folder.
The fix: Set clear KPIs: 401(k) participation rates, emergency savings uptake, employee satisfaction scores, etc. Track what matters and refine based on results.
Bottom Line: A Bad Program Is Worse Than No Program
If your financial wellness initiative isn’t reducing stress, improving retention, or boosting benefit usage—it’s just noise. But when done right, it can transform how your team feels about their job, their money, and your company.
At PlanSimple, we design benefit strategies that don’t just check a box—they change lives.
Want to see how a smarter plan can reduce financial stress, boost retention, and give your team real financial traction?
👉 Let’s talk. Book a free group benefits review today. Click here to schedule a no-pressure consultation today. Your future (and your employees’) will thank you.
This information was developed as a general guide to educate plan sponsors and is not intended as authoritative guidance or tax/legal advice. Each plan has unique requirements, and you should consult your attorney or tax advisor for guidance on your specific situation.
PlanSimple Financial Partners, LLC is a registered investment adviser located in New Orleans, Louisiana. PlanSimple Financial Partners, LLC may only transact business in those states in which it is registered, or qualifies for an exemption or exclusion from registration requirements. Investment Advisory Services are offered through PlanSimple Financial Partners, LLC, a registered investment adviser.