Retirement education in a city is a one-hour session the month an employee turns 64. Deferred-compensation participation under age 40 is low, and recruiting does not treat the pension as a live attractor. What should HR's benefit strategy change?
Select an answer to reveal the explanation.
Short Explanation
Explaining the foundation on moving day is a lousy way to sell a house. A pension nobody understands until age 64 is not recruiting anyone at 28. Teach the benefit across the career so the value shows up while people are still deciding to stay.
Full Explanation
Retirement benefits attract and retain only if employees can interpret them during the years they are choosing employers and contribution rates. A single pre-retirement briefing is an offboarding courtesy, not a life-cycle literacy strategy. Moving education earlier, including deferred-compensation mechanics for early-career staff, is how the city turns an expensive plan into an understood part of total rewards. Restricting enrollment, silencing communication, or cashing out the pension at exit would destroy the attractor the city is trying to use.