Increasing Plan Participation: Strategies That Work

As retirement plan auditors, we get asked all the time:

“How can we get more of our employees to actually use the plan?”

It’s a great question—and an important one. Not only does higher participation help employees build a stronger financial future, but it also contributes to lower administrative costs for everyone in the plan. The more people contribute, the more efficient and cost-effective the plan becomes across the board.

We’ve worked with hundreds of businesses over the years, and while every organization is different, we’ve seen a few strategies consistently boost participation—and build long-term retirement readiness in the process.

1. Make Enrollment the Default—Not the Exception

If your plan doesn’t already have automatic enrollment, this is one of the simplest ways to boost participation overnight.

By enrolling employees by default (while still giving them the option to opt out), you remove one of the biggest obstacles: inaction. Many employees want to save, but they never get around to enrolling.

We’ve seen companies jump from 60% to 90% participation just by implementing auto-enroll with a modest default contribution rate.

💡 Pro Tip: Pair automatic enrollment with automatic escalation—so contributions go up by 1% each year until they reach a healthy level.

2. Bring the Investment Advisor Into the Conversation

One thing we see underutilized? Plan advisors. They’re a built-in resource, and when employers invite them to host on-site or virtual workshops, participation increases.

Regular “check-in” sessions—especially around open enrollment or at the start of the year—give employees a chance to:

• Ask questions about investments
• Understand the employer match
• Adjust their contribution levels
• Actually log in and take action

It doesn’t need to be formal. Lunch-and-learns, quick webinars, even office hours can go a long way.

3. Communicate the Benefits Clearly—and Often

We’ve audited plans where participation lagged—not because employees didn’t want to save—but because they didn’t understand how the plan worked.

Don’t assume employees read the enrollment guide or remember what they heard at orientation. Keep the message front and center:

• Posters in break rooms
• Simple infographics
• Real-life retirement saving examples
• Regular reminders in payroll emails or staff meetings

And yes, it’s okay to keep it light. The goal is accessibility, not complexity.

4. Make It Personal: Offer One-on-One Guidance

Some employees won’t raise their hand in a group setting—but give them 15 minutes with a financial advisor, and they’ll ask every question they’ve been afraid to bring up.

If your plan’s advisor offers one-on-one sessions, encourage your team to take advantage. If they don’t, ask what it would take to build it in. We’ve seen employees go from $0 contributions to 6%+ just from one personalized session.

💡 We always tell our clients: the more your employees understand the “why,” the more likely they are to participate—and stick with it.

5. Match Strategically

If your company offers a match, talk about it often. If you don’t offer one yet, even a small match can be a powerful motivator. Employees don’t want to leave money on the table—and matching is one of the most tangible ways to show you’re invested in their future.

The Bottom Line

Increasing participation isn’t just about ticking a compliance box. It’s about empowering your employees to take ownership of their financial futures—while improving the overall health and cost-effectiveness of your plan.

As auditors, we see the numbers behind the scenes, and it’s clear: when companies prioritize participation, everyone benefits.

🔍 Need Help Improving Your Plan's Engagement?

At Evers Lopez, we’ve audited retirement plans for over 25 years—and we’ve seen what works. If you’re looking to improve participation, we’re happy to connect you with best practices, advisor support, or a review of how your plan stacks up.

👉 Schedule a Consultation or Explore Our Retirement Plan Services