Just as baseball teams once fixated on home run hitters while overlooking equally valuable players with different skill sets, many organizations focus heavily on traditional big-ticket benefits like premium health care plans while missing opportunities to create greater value through strategically allocating their benefits budget.

A good compliance program takes both reactive and proactive approach to ensure that the organization is up to date and meets disclosure requirements in the states where the organization operates and currently has employees and in states where its next employees may be. 

Many plan sponsors believe personalized advice and guidance will improve retirement outcomes and see managed accounts as the next step in the evolution of “one portfolio for all perspectives,” according to PGIM’s Defined Contribution survey.