It's nice when the right thing to do for employees is also thesmart thing to do for your clients.

Focusing on financial wellness makes sense from both acost-conscious financial perspective and a benefits-minded humanresources perspective.

But how do you get the conversation started? Start bytalking with clients about four key dimensions of their retirementplans:

1. Benefits philosophy: What role do benefitsplans play in attracting and retaining top talent? Whatfactors (managing costs, features and benefits, comparison withpeers) drive general plan benefits goals?

2. Workforce considerations: Does onedemographic group dominate the workforce? What will theanticipated average age of the workforce be 15 years from now?

3. Retirement plan data: Are employees retiringon time, with adequate savings? Do participants opt out ofauto-enrollment at an above-average rate?

4. Commitment: Financial wellness programsrange widely in costs and features. Consider commitments tothe cost of the program, education and promotion, and the resourcesnecessary to administer the program.

Questions like these can open up rich conversations and identifywhether clients are ready to move forward with a financial wellnessprogram.

For the best results, download T. Rowe Price's financial wellness discussion guide and reviewit with your clients – using it as a starting point for a deeperexploration of their financial wellness needs.

This is the third in a series of articles from T. Rowe Pricefocused on Financial Wellness. Troweprice.com/wellnessworks.