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Analysis

Deloitte survey

Ease of use drives engagement in saving for retirement

​Enhanced offerings to make it easier for employees to save for retirement, combined with the growing economy, have stimulated employee contribution rates and account balances, according to Deloitte's 14th annual defined contribution benchmarking survey.

2015 key findings

Key findings of the 2015 Deloitte defined contribution benchmarking survey revealed that many of the approaches taken by plan sponsors and providers to make it easier for employees to engage in saving for retirement are paying dividends. From auto-enrollment and step-up contributions to managed accounts and individual financial counseling, from smartphone/tablet apps to easing service requirements for plan entry and immediate plan matching, the focus on “ease of use” is helping to move the engagement needle in the right direction.

There is no single solution to engaging employees, and new, creative methods are critical to address the varied needs of retirement plan participants. It is imperative for plan sponsors and providers to continue to work together in developing and offering these tools that make it easier for employees to save and plan for their future retirement.

- Stacy Sandler, principal, Deloitte Consulting LLP 

Deloitte’s 2015 Annual defined contribution benchmarking survey was conducted electronically in conjunction with the International Foundation of Employee Benefits Plans and the International Society of Certified Employee Benefit Specialists.

The survey’s nearly 400 respondents are fairly evenly distributed by geography, size, industry, and ownership status (i.e., publicly or privately held).

Contacts

For questions and additional information, please contact:

Stacy Sandler
Principal
Deloitte Consulting LLP

Cheryl Ouellette
Specialist Master
Deloitte Consulting LLP

Sarah Trowbridge
Manager
Deloitte Consulting LLP

2013-2014 survey

The improving economy seems to have alleviated some employee anxiety about setting aside money for the future. The top reason respondents gave for lack of employee participation shifted from “uncertain economy/job market” (14 percent in 2013 vs. 24 percent in 2012) to “lack of awareness or understanding” (30 percent in 2013 vs. 21 percent in 2012). But with the majority of respondents (82 percent) reporting that educational tools and resources are widely available, why are so many employees still not engaged or interested?

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Dave Smith

Principal | Human Capital | Deloitte Consulting