401(k) Plan Design Tweaks That Can Drive Big Results
As a retirement plan sponsor, you have a powerful role in shaping how well your employees prepare for retirement. The good news? You don’t have to reinvent your 401(k) plan to make a meaningful impact. Sometimes, small design tweaks can drive big results both for your employees’ financial futures and your plan’s overall success.
Here are four proven strategies worth considering:
1. Auto-Enrollment: Helping Employees Get Started
One of the biggest hurdles employees face is simply getting started. Auto-enrollment helps solve this by automatically enrolling eligible employees into the plan unless they choose to opt out.
Why it works:
• Removes inertia. Many employees intend to save but never get around to it.
• Boosts participation. Plans with auto-enrollment often see participation rates jump by 20-30%.
• Supports retirement readiness. The earlier employees start, the more time compounding can work in their favor.
Pro-Tip: Set a default contribution rate high enough to make an impact. While 3% is common, many employers are now starting at 6% or more.
2. Auto-Escalation: Turning Small Starts Into Big Savings
Getting employees into the plan is step one, but helping them build up to meaningful savings levels is step two. That’s where auto-escalation comes in.
How it works:
• Employees are automatically enrolled in annual contribution increases (for example, 1% each year) until they reach a preset cap, such as 10% or 15%.
• The increases are small enough that employees barely notice, but powerful enough to grow balances significantly over time.
Auto-escalation can be the difference between employees retiring on schedule or working years longer than they planned.
3. Roth 401(k) Option: Tax Diversification for the Future
Many employees don’t realize that their retirement tax bill could be just as important as the size of their nest egg. Offering a Roth 401(k) option gives them more control.
Why it matters:
• Tax diversification. Roth contributions are made after-tax, so qualified withdrawals in retirement are tax-free.
• Flexibility. Younger employees, who may be in lower tax brackets now, often benefit most from Roth savings.
• Retention tool. More and more workers expect modern retirement plans to include Roth options.
Encouraging employees to consider both pre-tax and Roth contributions helps them balance tax strategies for their future
4. Re-Enrollment: Giving Employees a Fresh Start
Even the best-designed plan can get stale if employees stick with outdated choices. Re-enrollment is a powerful reset.
How it works:
• Employees are automatically moved into the plan’s Qualified Default Investment Alternative (QDIA), often a target-date fund, unless they actively opt out or select a different investment.
• This can correct old allocation mistakes, like employees sitting in cash or overly conservative funds.
Re-enrollment helps ensure that participants’ investments align with their retirement goals, not just decisions they made years ago.
Small Tweaks, Big Impact
When it comes to retirement plans, sometimes the smallest adjustments can create the biggest improvements. By adopting tools like auto-enrollment, auto-escalation, Roth options, and re-enrollment, you not only help employees build stronger financial futures, you also strengthen your plan’s performance and demonstrate your commitment as a fiduciary.
Bottom line: These are not just “nice-to-haves.” They are proven levers that can increase participation, improve savings rates, and put employees on track for retirement readiness.
