Good financial health can be the foundation for retirement security and confidence. The effects of COVID-19 underscored the need to
address financial wellness, but a K-shaped economic recovery, in which some gained and some strained, may deepen savings disparities.
There’s a significant difference in retirement readiness between those who’ve had a positive recovery and those who may be dealing with the financial impacts for some time.
For more information about the K-shaped recovery, including demographics,
view this flier.
For some, the pandemic deepened existing financial challenges, again highlighting the need for improved financial wellness.
72% of participants
say their debt is a problem now vs. 63% in 2019
33% of participants
spent all or some emergency fund money
29% of participants
took on significantly more debt
17% of participants
took a retirement plan loan or withdrawal
They’re looking to you for help. Most employees say it’s more important than ever for employers to help them with their mental, physical, and financial well-being.
It goes without saying that the past year has been stressful.
89% of employees
felt stressed over the last 6 months
60% of employees
say stress negatively affects their ability to manage finances
Stress level also correlates to key retirement outcomes.
It’s not all bad news. Helping stressed employees is effective.
86% of employees
who use financial wellness resources say they see a positive impact as a result
When employees improve their financial wellness, they’re better able to manage everyday expenses, reduce financial stress, save for retirement and emergencies, and pay off debt.
Discover the resources you need to plan, launch, and measure the success of your financial wellness program at LincolnFinancial.com/FinancialWellness.
Already have a program? Use our resources to make it even more effective.
Here’s an overview of our financial wellness education. Access materials in the Knowledge Center in your account at LincolnFinancial.com/RetirementPlans or contact your Lincoln representative. You’ll find resources like these:
Read the full report to explore the research and see how you can effectively engage employees after COVID-19.
All data is from the 2021 Lincoln Retirement Power® Study unless otherwise specified.
The 2021 Lincoln Retirement Power® Study is based on a national survey of 2,535 full-time workers who are eligible to contribute to an employer-sponsored retirement plan, including 2,030 participants and 505 non-participants. Greenwald Research, a third party market research firm, conducted the study on behalf of Lincoln Financial Group Retirement Plan Services. Greenwald Research is not associated with Lincoln Financial Group. Online interviewing took place from February 19 to March 18, 2021. Data is weighted by demographics to mirror the total population.
Lincoln Retirement Power® is a platform for research and viewpoints on central issues related to retirement planning. The program seeks to identify forward-thinking ways to help plan sponsors, financial professionals, and participants. As part of the program, Lincoln sponsors both proprietary and third party research, with an emphasis on what drives better retirement outcomes.
Lincoln Financial Group is the marketing name for Lincoln National Corporation and its affiliates. Affiliates are separately responsible for their own financial and contractual obligations.
This material is provided by The Lincoln National Life Insurance Company, Fort Wayne, IN, and, in New York, Lincoln Life & Annuity Company of New York, Syracuse, NY, and their applicable affiliates (collectively referred to as “Lincoln”). This material is intended for general use with the public. Lincoln does not provide investment advice, and this material is not intended to provide investment advice. Lincoln has financial interests that are served by the sale of Lincoln programs, products, and services.
©2021 Lincoln National Corporation
LCN-3645533-062421
8/21 Z01
Order code: DC-RPINT-IDE001
Good financial health can be the foundation for retirement security and confidence. The effects of COVID-19 underscored the need to address financial wellness, but a K-shaped economic recovery, in which some gained and some strained, may deepen savings disparities.
There’s a significant difference in retirement readiness between those who’ve had a positive recovery and those who may be dealing with the financial impacts for some time.
For more information about the K-shaped recovery, including demographics, view this flier.
For some, the pandemic deepened existing financial challenges, again highlighting the need for improved financial wellness.
72% of participants
say their debt is a problem now vs. 63% in 2019
29% of participants
took on significantly more debt
33% of participants
spent all or some emergency
fund money
17% of participants
took a retirement plan loan or withdrawal
They’re looking to you for help. Most employees say it’s more important than ever for employers to help them with their mental, physical, and financial well-being.
It goes without saying that the past year has been stressful.
89% of employees
felt stressed over the last 6 months
60% of employees
say stress negatively affects their ability to manage finances
Stress level also correlates to key retirement outcomes.
It’s not all bad news. Helping stressed employees is effective.
86% of employees
who use financial wellness resources say they see a positive impact as a result
When employees improve their financial wellness, they’re better able to manage everyday expenses, reduce financial stress, save for retirement and emergencies, and pay off debt.
Discover the resources you need to plan, launch, and measure the success of your financial wellness program at LincolnFinancial.com/FinancialWellness.
Already have a program? Use our resources to make it even more effective.
Here’s an overview of our financial wellness education. Access materials in the Knowledge Center in your account at LincolnFinancial.com/RetirementPlans or contact your Lincoln representative. You’ll find resources like these:
Read the full report to explore the research and see how you can effectively engage employees after COVID-19.
All data is from the 2021 Lincoln Retirement Power® Study unless otherwise specified.
The 2021 Lincoln Retirement Power® Study is based on a national survey of 2,535 full-time workers who are eligible to contribute to an employer-sponsored retirement plan, including 2,030 participants and 505 non-participants. Greenwald Research, a third party market research firm, conducted the study on behalf of Lincoln Financial Group Retirement Plan Services. Greenwald Research is not associated with Lincoln Financial Group. Online interviewing took place from February 19 to March 18, 2021. Data is weighted by demographics to mirror the total population.
Lincoln Retirement Power® is a platform for research and viewpoints on central issues related to retirement planning. The program seeks to identify forward-thinking ways to help plan sponsors, financial professionals, and participants. As part of the program, Lincoln sponsors both proprietary and third party research, with an emphasis on what drives better retirement outcomes.
Lincoln Financial Group is the marketing name for Lincoln National Corporation and its affiliates. Affiliates are separately responsible for their own financial and contractual obligations.
This material is provided by The Lincoln National Life Insurance Company, Fort Wayne, IN, and, in New York, Lincoln Life & Annuity Company of New York, Syracuse, NY, and their applicable affiliates (collectively referred to as “Lincoln”). This material is intended for general use with the public. Lincoln does not provide investment advice, and this material is not intended to provide investment advice. Lincoln has financial interests that are served by the sale of Lincoln programs, products, and services.
©2021 Lincoln National Corporation
LCN-3645533-062421
8/21 Z01
Order code: DC-RPINT-IDE001
Good financial health can be the foundation for retirement security and confidence. The effects of COVID-19 underscored the need to address financial wellness, but a K-shaped economic recovery, in which some gained and some strained, may deepen savings disparities.
There’s a significant difference in retirement readiness between those who’ve had a positive recovery and those who may be dealing with the financial impacts for some time.
For more information about the K-shaped recovery, including demographics, view this flier.
For some, the pandemic deepened existing financial challenges, again highlighting the need for improved financial wellness.
72% of participants
say their debt is a problem now vs. 63% in 2019
33% of participants
spent all or some emergency fund money
17% of participants
took a retirement plan loan or withdrawal
29% of participants
took on significantly more debt
They’re looking to you for help. Most employees say it’s more important than ever for employers to help them with their mental, physical, and financial well-being.
It goes without saying that the past year has been stressful.
89% of employees
felt stressed over the last 6 months
60% of employees
say stress negatively affects their ability to manage finances
Stress level also correlates to key retirement outcomes.
It’s not all bad news. Helping stressed employees is effective.
86% of employees
who use financial wellness resources say they see a positive impact as a result
When employees improve their financial wellness, they’re better able to manage everyday expenses, reduce financial stress, save for retirement and emergencies, and pay off debt.
Discover the resources you need to plan, launch, and measure the success of your financial wellness program at LincolnFinancial.com/FinancialWellness.
Already have a program? Use our resources to make it even more effective.
Here’s an overview of our financial wellness education.
Access materials in the Knowledge Center in your account at LincolnFinancial.com/RetirementPlans or contact your Lincoln representative. You’ll find resources like these:
Read the full report to explore the research and see how you can effectively engage employees after COVID-19.
All data is from the 2021 Lincoln Retirement Power® Study unless otherwise specified.
The 2021 Lincoln Retirement Power® Study is based on a national survey of 2,535 full-time workers who are eligible to contribute to an employer-sponsored retirement plan, including 2,030 participants and 505 non-participants. Greenwald Research, a third party market research firm, conducted the study on behalf of Lincoln Financial Group Retirement Plan Services. Greenwald Research is not associated with Lincoln Financial Group. Online interviewing took place from February 19 to March 18, 2021. Data is weighted by demographics to mirror the total population.
Lincoln Retirement Power® is a platform for research and viewpoints on central issues related to retirement planning. The program seeks to identify forward-thinking ways to help plan sponsors, financial professionals, and participants. As part of the program, Lincoln sponsors both proprietary and third party research, with an emphasis on what drives better retirement outcomes.
Lincoln Financial Group is the marketing name for Lincoln National Corporation and its affiliates. Affiliates are separately responsible for their own financial and contractual obligations.
This material is provided by The Lincoln National Life Insurance Company, Fort Wayne, IN, and, in New York, Lincoln Life & Annuity Company of New York, Syracuse, NY, and their applicable affiliates (collectively referred to as “Lincoln”). This material is intended for general use with the public. Lincoln does not provide investment advice, and this material is not intended to provide investment advice. Lincoln has financial interests that are served by the sale of Lincoln programs, products, and services.
©2021 Lincoln National Corporation
LCN-3645533-062421
8/21 Z01
Order code: DC-RPINT-IDE001