I do not. I focus on education and financial wellness programs for employees at scale. To learn more about your money, please check out our “How To Money” section on our site.

Nope! That is not our business model. In fact, we’ve purposely structured our company such that our only source of revenue is from education. We’ve chosen not to do any asset/money management, engage in affiliate or referral partnerships, or employ any other tactics that we feel could jeopardize our objectivity.

Definitely not. This program is education-based. We firmly believe in empowerment and teaching others how to take control of their financial lives. The real growth and commitment comes from understanding the role of money in your own life, not from ignoring it or outsourcing it. My CERTIFIED FINANCIAL PLANNER™ qualification allows me to go deep and talk about critical actions such as selecting 401(k) investments, 401(k) to IRA rollovers, Backdoor Roth IRAs, etc., so I talk about all those things so folks understand them. We do not give 1-on-1 financial advice for each employee.

Research shows that most people want to make their own decisions, with a little guidance.

I love answering this question. Through a lot of experience, we’ve found that many people think they will go back and watch a recording after the event, yet very few people do so. If we say it is going to be recorded, we basically are giving a free pass to skip the workshop, class, or event! When folks hear it won’t be recorded, they prioritize attending. Life and work get busy, and when folks can’t attend, they can always sign up for another upcoming workshop or attend office hours.

Additionally, the workshops and office hours are intentionally created to be safe places where employees can learn about their money, ask questions, and not feel intimidated. When the recording button is pressed, much of that safety goes out the window. We all make mistakes, but having your mistakes recorded and viewable to your colleagues doesn’t set anyone up for success 🙂

Our program is fairly self-sufficient, however, we’ve found the employers that do the following see the best results:

• Encourage their employees to attend and give meaningful time away from work to focus on the material

• Help promote the program components via Slack, email, internal channels, and all-hands events

• Nominate an employee to be the financial wellness champion and liaison, who will work with Rob to roll-out the program at your company

• Grant the necessary tech permissions to make the program a success, including enabling Slack Connect for Rob

• Share 401(k) details including fund choices, match payout details, and other benefit info. Typically simply sharing the new employee handbook does the trick!

Great question! We typically get immediate feedback through workshop exit surveys, Slack messages to HR, and comments from employees. The employee “buzz” is usually loud and immediate — in a terrific way! We also see 401(k) participation and contribution rates rise within a few months, though depending on the 401(k) provider, this can be a harder metric to measure.

Absolutely! Most companies have a global workforce these days. Much of the content and financial principles apply at a global scale; think topics such as savings, investment diversification, equity investing, and sources of income in retirement. Some content will be U.S. specific, such as Credit Scores, 401(k) and IRA details, and the ever-so-simple U.S. tax code. Those topics can be covered in separate workshops or we the have the option of running U.S. and outside-the-U.S. workshops separately. We generally suggest we launch the program with U.S. employees and add the international component within 6-months

Of course! Just reach out and I’ll put you in touch with a few professionals in HR or Equity Compensation at other companies, so you can speak directly with them.

After contract execution, we can typically begin the program in as soon as 6-8 weeks. It is important to learn the needs of your company, the employees, and measure some benchmark statistics before we begin. Likewise, we want to launch this new benefit to employees with a splash. It’s an exciting benefit and one that deserves some careful planning and fanfare! 🎉