Let's face it. Workplace pensions aren’t what they used to be.
Old-style workplace pension schemes, those based on years worked and salary earned, will soon be consigned to the pension history vaults.
New-style workplace pension schemes, which are funded by both employer and employee are the next generation long-term savings structure. According to The Pensions Regulator, more than eight million employees (2017) have been enrolled into a workplace pension since the launch of automatic enrolment in 2012.
However, for many employees saving for the future just isn’t a priority. That’s not a criticism but more a fact of modern day life, which is expensive. And unlike the other things they may be saving for - a car, a holiday, a new home - their retirement can feel far off and unimportant.
Plus, for those who aren’t financial experts, saving can be confusing - full of complex rules and jargon.
source: Mintel Workplace Pensions UK 2017
This new status quo brings different challenges for employers who now have a responsibility to try and help their employees save for the future.
Workplace benefits and a good pension can be a proven and powerful way of attracting and retaining employees. But outdated communication methods, confusing financial jargon and limited support cause many people to disengage and undervalue the importance of their pension.
So things need to change, we all know that; it’s not a revolutionary idea.
But challenging this status quo and changing savings behaviour is.
NEXT GENERATION SAVINGS is our vision of how to take on this challenge and to help people plan and change their attitudes and behaviour towards saving.
The foundation of our vision is based on a renowned behavioural change model developed from over 35 years of scientific research and currently in use by numerous professionals and businesses in different ways around the world.
Using the model’s fundamental structure, we’ve adapted the 5 step process and applied it to the modern day workplace environment.
NEXT GENERATION SAVINGS connects with employees' lives by encouraging them to interact with their savings on a regular basis. Using innovative and modern channels such as social media, digital communications, online tools and financial education we can help employees change and improve their savings for the better.
By encouraging a planned behavioural change, then connecting it with employees' day-to-day lives, we believe the status quo can be challenged.
Below we've outlined the fundamental steps of the model and how we apply them.
Not ready stage. At this point, people are unaware of the need to change and are resistant or not motivated to take the next step.
Getting ready stage. People are now thinking and planning to make a behavioural change. An intention is starting to form.
Ready stage. People at this stage will now have formed a firm intention to act and a clear action plan of how and what to change.
The stage beyond just thinking and preparing to act. People have now implemented an action that has changed a behaviour.
Often the biggest challenge. Maintenance is the crucial ongoing stage that maintains and supports the person's actions.
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