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  • Writer's picturePeak Benefit Solutions Team

Retaining and Attracting Employees with Retirement

by Noah Bucholtz, B.Comm, LLQP


Trends and Connections

In today's fiercely competitive job market, attracting and retaining top talent has become a primary concern for employers. To stand out and ensure employee satisfaction, a well-designed and comprehensive retirement benefits package is essential. Among the various components of such a package, a group retirement plan can be a powerful tool in providing employees with a secure and financially stable future. In this post, we will explore strategies that employers can implement to leverage group retirement plans effectively and enhance their ability to attract and retain the best employees.


1. Comprehensive Retirement Benefits Package:

A group retirement plan is a savings program established by employers to empower their employees to save effectively for their retirement. This employer-sponsored initiative enables workers to funnel a portion of their income into a specialized retirement savings account. Governed by a blend of provincial and federal regulations, these plans offer a structured mechanism for fostering financial security beyond one's active working years.


2. Matching Contributions:

Implementing an employer matching contribution program can significantly incentivize employees to save for retirement actively. By matching a percentage of an employee's contributions to the group retirement plan, employers not only increase their employees' overall retirement savings but also motivate them to participate more actively in the plan. This can result in higher employee engagement and job satisfaction.


3. Communication and Education:

Clear and effective communication is crucial in encouraging employees to engage with the group retirement plan. Employers should provide educational resources and organize workshops to help employees understand the plan's workings, the advantages of participating, and how to make informed investment decisions. Knowledgeable and informed employees are more likely to make confident decisions about their financial future.


4. Customization Options:

Offering customization options within the group retirement plan allows employees to tailor their investments according to their risk tolerance and preferences. Empowering employees with choices can make the retirement plan more appealing to potential candidates and increase overall employee satisfaction. A one-size-fits-all approach may not cater to the diverse needs of the workforce.

5. Retirement Planning Support:

Employees are clear about the benefits of financial wellness programs. They state that these programs reduce financial stress (79%), increase their likelihood to stay with their employer (75%), make them more inclined to recommend the company to others (73%), and boost their productivity (66%). However, it's worth noting that only half of the employees say their employer offers such programs, and a quarter (25%) are uncertain if such programs are available.

6. Regular Plan Reviews and Updates:

Employers should regularly review the group retirement plan to ensure its competitiveness and alignment with employees' needs. This includes evaluating investment options, fees, and administrative processes. Seeking feedback from employees can also identify areas for improvement and foster a sense of employee involvement in the plan's evolution.


7. Promote Long-Term Savings:

Emphasizing the long-term benefits of participating in the group retirement plan is essential. Show employees how the plan can help them achieve their retirement goals and provide financial security in their later years. Encourage consistent contributions and remind employees of the advantages of compounding growth over time, reinforcing the importance of long-term savings.


In conclusion, employers can harness the potential of group retirement plans to attract and retain top talent. By offering competitive and comprehensive retirement benefits packages, implementing matching contributions, providing education and support, and continually evaluating and improving the plan, employers can create a compelling proposition for employees' long-term financial security. However, it's essential to remember that a group retirement plan is just one element of a comprehensive employee benefits package. To succeed in the competitive job market, employers must also consider other aspects of the employee experience, such as competitive compensation, work-life balance, career development opportunities, and a positive work environment. By prioritizing employee financial well-being and overall job satisfaction, employers can thrive in the challenging landscape of talent acquisition and retention.


For further guidance or inquiries, feel free to reach out to me:


Chris Zelasko
Noah Bucholtz, B.Comm, LLQP
Group Retirement Specialist

Peak Benefit Solutions

Phone: 705-868-6780 Email: noah@peakbenefitsolutions.com


Noah Bucholtz holds the position of Group Retirement Specialist at our Peterborough Peak office supporting new and existing clients in their retirement needs. Noah has recent experience as a Client, Banking, and Financial Advisor with a top three Canadian bank.

Born and raised in Peterborough, he received his Bachelor of Commerce at Ontario Tech University. Noah has a passion for working with clients to meet their retirement goals and is excited to provide this expertise to the Peak team. In his spare time, Noah takes advantage of the outdoor lifestyle Peterborough provides, supports the Peterborough Pete's coaching staff and spends time with family.




Peak Benefit Solutions Inc. was established in 2008 and have helped more than 400 clients from entrepreneurs, manufacturing, professional services and public organizations with their comprehensive benefits planning. Every step of the way, we are with you.



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