How to create a retirement education plan that engages every generation

Last updated: January 26, 2026

Today’s workforce spans multiple generations, yet disengagement around retirement planning remains common. Employees at different life stages are often perplexed about how their plan works or what courses of action to take next. Education that reflects real decisions and simplifies next steps is more likely to support participation and long-term planning across the workforce.

Retirement education key takeaways:

• Workforces span multiple generations and life stages.
• Retirement planning education should not be one-size-fits-all.
• Life stage matters more than age alone.
• Clear education improves confidence and participation.
• Engagement increases when education feels relevant.
• Ongoing education supports long-term readiness.

Why retirement education matters in a multigenerational workforce

Employees in all industries are redefining retirement. Instead of one-size-fits-all savings plans, they want more flexible, personalized paths that reflect different life stages and priorities. This generational retirement trend means that expectations, confidence levels and financial pressures can vary widely across the workforce.

Retirement education, therefore, must be personalized to maintain engagement. If it appears generic or disconnected from real decisions, employees will naturally disengage.

Understanding retirement planning for a multigenerational workforce

Exploring retirement savings by generation is essential for employers because while a single plan aims to cover every participant, each person has different questions, priorities and confidence levels. Retirement education that assumes a uniform audience risks leaving those differences unaddressed. A better approach to engaging participants is to structure guidance so it connects plan features to real decisions.

The generational landscape: Who’s in the workforce?

Most organizations now employ four generations at once. Each group has different expectations, financial pressures and levels of retirement readiness.

For example, Generation X retirement questions often focus on balancing peak earning years with competing responsibilities. Other groups might prioritize enrollment, growth or income planning.

Yet, while generational labels can be useful for context, effective retirement planning education focuses less on age and more on where employees are in their careers and the decisions they face now. Such an approach reflects a simple reality – employees engage more when education aligns with their current needs.

Boomers

What generation is retiring now? Many Boomers are nearing retirement and are focused on turning savings into reliable income. Education at this stage centers on:

• Income planning and distribution decisions
• Building confidence as retirement approaches
• Supporting retirement plans with existing savings

Gen X

Gen X employees are often in peak earning years while managing competing responsibilities, from college savings to caregiving. Retirement planning education at this stage focuses on:

• Evaluating tradeoffs and making informed adjustments
• Maximizing savings during high-earning years
• Balancing short-term demands with long-term goals

Millennials

Millennials (Generation Y) tend to be growth-oriented but face pressures related to debt, housing, and family milestones. As such, Generation Y retirement education usually focuses on:

• Balancing long-term savings with short- and mid-term financial demands
• Understanding employer match and compounding savings
• Connecting retirement to broader financial wellness

Gen Z

Generation Z retirement planning begins earlier than that of any previous generation. Hallmarks of retirement education at this stage usually include:

• Straightforward explanations and immediate relevance
• The importance of starting early to support long-term outcomes
• Digital-first instruction that lowers barriers to participation

Retirement plans for different generations are built through education

A retirement plan only works when employees know what to do with it. They must understand when to enroll, how much to contribute and when adjustments make sense.

Delivery of this knowledge should not be limited to enrollment windows. Consistently educating people throughout their careers helps improve plan participation and engagement as financial needs evolve.

Communication strategies for every generation

Effective communication recognizes that generations approach retirement differently and individually. Accommodating those differences often means focusing on flexibility, optimized plan designs, personalized advice and out-of-the box ideas. The information must also be easy to find, simple to understand and clearly connected to real decisions people need to make.

Offer flexible benefits to help employees across generations meet their individual needs

Flexibility allows employees to engage with retirement benefits in ways that reflect their financial realities and preferences. Flexible plan features include:

• Employer match and contribution options that reinforce value
• Roth contribution choices for tax flexibility
• Automatic features that simplify saving decisions

Optimize retirement plan design

Simpler structures reduce friction and make it easier for employees to take the first step. Plans optimized this way typically include:

• Auto-enrollment to encourage early participation
• Auto-escalation to support savings growth over time
• Streamlined investment menus that reduce decision fatigue

Provide access to personalized advice

Guidance that’s relevant to individual situations helps translate plan features into real decisions. Such personalized advice may include:

• One-on-one guidance for complex questions
• Digital tools that support self-directed planning
• Ongoing access to support as needs change

Think outside the retirement box

Broad financial wellness initiatives that go beyond retirement savings can help employees manage short-term pressures while planning for the future. Employers might want to consider the following:

• Financial wellness resources that address everyday concerns
• Student loan benefits for early- and mid-career employees
• Education around emergency savings and financial resilience

Tech tools and resources to enhance communication

Integrated retirement solutions help surface the right information at the right time, whether employees are checking contributions, exploring plan features or revisiting choices as life circumstances change. These solutions also make it easier to personalize outreach and understand how different groups engage with educational resources. All told, technology turns retirement planning education into an ongoing experience rather than a one-time event.

Embrace digital platforms

Digital access allows employees to engage with retirement information on their own time and revisit it as questions arise. Common features include:

• On-demand education that fits into daily routines and is easily accessible through technology
• Centralized dashboards that make plan details simpler to understand
• Plan sponsor dashboards that provide visibility into engagement and participation trends

Personalize communication

Personalized communication helps employees understand how retirement benefits apply to their specific situation rather than feeling generic or overwhelming. Some examples include:

• Messaging informed by life stage, behavior, and preferences
• Persona-driven engagement, which tailors content to employee needs
• Guided enrollment that assists employees and plan participants as they navigate plan options and services, helping them make informed choices based on individual circumstances

Taking the next step: What employers can do

Retirement education works best when it reflects the people it’s meant to support. Different roles, life stages, and priorities call for guidance that feels practical and relevant, not generic.

Education on retirement savings must also be consistent. After all, knowledge doesn’t come from a single meeting or enrollment window. It stems from steady, well-timed guidance delivered as people’s priorities shift and new questions arise.

ADP supports businesses of all sizes with retirement education tools that meet employees where they are today. Our approach helps reinforce financial wellness and keep people engaged for the long term.

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