A great 401(k) plan can be an attractive part of anyjob, but on its own, it may not be enough to attract and retain ayounger, more mobile workforce.

While the 401(k) is still the best vehicle forretirement, it’s often not relevant to younger workers. Millennialsare focused on other expenses and milestones, like paying downstudent loan debt, saving for a home, or starting a family.

Millennials are hearing mixed messages about saving and areforced to make tough decisions. Young workers are encouraged tocontribute to their 401(k), especially if the company matches theircontributions.

Unfortunately, other financial priorities and obligations mayprevent workers from contributing as much as they’d like,especially if they’re trying to pay down debts in the short term tobe able to contribute more to their retirement later on.

According to a recent Bankrate survey, 57 percent of Americans don’thave enough money to cover a $500 unexpected expense.

While contributing to a 401(k) is still a great way to save forretirement, employees need to find a way to put enough money awayfor retirement while keeping enough in personal savings to coveremergencies.

The needs of employees are changing; in order to properlyattract and retain workers, employers must offer the rightbenefits.

Taking a more holistic approach to a financial wellness benefit can be a huge drawfor many workers, as the flexibility allows them to not onlyaddress worries about retirement, student loans, and credit carddebt, but also to learn proactive ways to take control of theirfinances to meet their individual money goals.

Unique benefit offerings like financial wellness programs candifferentiate a company and attract top talent. For manymillennials, saving into a 401(k) may still just be a dream, not apriority. Financial wellness programs can help employees tackletheir current financial stresses.

As their priorities and goals change, a 401(k) may become moreattractive, but until then, 401(k) plans are often not enough of anincentive for hiring.

Benefits that accurately meet the needs of the workforce arewhat will retain talent.

This isn’t to say that the 401(k) isn’t beneficial, but ratherthat there are other benefits available that do a better job ofretaining talent. Young people don’t want to contribute to aretirement plan for their future until they feel secure in thepresent.

Financial benefits aren’t a one-size-fits-all program. Employeesare in different stages in their financial lives and in turn, havedifferent financial priorities. When considering an overallbenefits package, the 401(k) alone is not enough for many membersof the workforce.

Not all workers need to put money into a retirement plan rightnow—but they all need to solve the financial issues that keep themup at night.

Chris Whitlow is the founder and CEO of Edukate.