CAUTION: This Material Is Known To Cause Increased Awareness

(Don’t say we didn’t warn you!)

If you want to build a Retirement Plan your Employees will appreciate and contribute more to…


… Then this report is likely the most insightful “How To” guide for putting all the right components in place. If your Plan’s Participants don’t have these three kinds of Help available to them, then I’m glad to share them with you.

Every year or two (or maybe three), you probably benchmark the funds in your Plan’s lineup, making sure they are performing adequately. You probably also make sure the fees are in-line with other Plans your same size.

What you might not be aware of is how to make sure each of your Participants has access to the kind of Help that led to superior returns over the period of this seven-year study.


+3.32% per year, net of fees, to be exact.

What do I mean? 723,000 Participants’ accounts were tracked for 7 years. Over that time, the Participants using one of the 3 types of Help averaged 3.32% per year higher returns over those Participants not using the Help.

Wow. Over 7 years, that’s a combined compound total of 25.68% MORE.

How did they do this? Well, in the Executive Summary portion of the report (pages 5-9) and again on page 13, the three types of Help are defined for you. Even though there are three kinds of Help, we see on several pages the impact of the different types and the demographics of users of each type of Help.

49.1% of Help Users chose Type 1 (page 18)
15.7% of Help Users chose Type 2 (page 18)
35.1% of Help Users chose Type 3 (page 18)


12.2% of Help Users’ ASSETS were in Type 1 (page 19)
37.6% of Help Users’ ASSETS were in Type 2 (page 19)
50.2% of Help Users’ ASSETS were in Type 3 (page 19)

Participants with larger balances preferred to use Type 2 or 3 as their Help resource (pages 23, 26, 27).
The higher the average salary, the more likelihood to use Type 2 or 3 as their Help resource page 23).
Five-year retention rates for Users of Types 1 and 3 were 56.8% and 87.0%, respectively (page 30).

And, in 2008 (the BIG BAD year), attrition rates of Type 3 Users was only 6.7% compared with 32.5% for Type 1 Users (page 30).

You can read in the report which type is which, but here’s a spoiler:

Your Plan probably only makes Type 1 available. Why?

Most likely, your Plan Provider doesn’t make Type 2 or 3 available to you. If they do, the sticker price probably dissuaded you.

I know this kind of Help shouldn’t be kept from anyone who wants to use it.

Just look at the powerful Help results on page 39!

That’s probably my favorite chart in the whole study. Here are the high points:

  • Participants not using any Help were the worst performers every year (sad).
  • Of all Help Participants, the Type 1 Users were the lowest performers every year.
  • Of all Help Participants, the Type 3 Users were the highest performers every year.

If your Plan doesn’t have Type 2 or 3, you NEED them.

For this reason, I decided to create the 401k Confidence Kit. It provides an a la carte solution to any Plan Participant who wants more Help than their current Plan is designed to offer.

There’s a once-a-year and once-a-quarter option for Type 2 and a full-time solution for Type 3 (professionally managed by a third party).

All of this is available at NO COST to your company. If any individual employee wants it, they can use the Kit for themselves.

Is it just me, or is this not a really BIG deal?!?

If you’d like to hear more about how this all works, you can register for an upcoming webinar on Help in Retirement Plans, or you can schedule a lunch-and-learn series for your employees (white box near the bottom of the page).

Bring your Plan into the 21st century with these Help resources. Your employees are already begging for it, they just don’t know what name to call it yet.

Now you can bring them what’s been missing. You can be their hero.