Why Companies Are Pushing Premium Products With Higher Prices

Laurent Hrybyk

Big companies are prodding their customers toward fancier, and often pricier, versions of everything from Krispy Kreme doughnuts to cans of WD-40. It’s evidence of the corporate world’s new favorite buzzword: “premiumization.”

Businesses are hoping to keep the good times rolling after several years in which they seized on strong spending by consumers and rapid inflation to raise prices and pump up profit margins. Many firms are embracing offerings that cater to higher-income customers — people who are willing and able to pay more for products and services.

One sign of the trend: the notion of premiumization was raised in nearly 60 earnings calls and investor meetings over the past three weeks. It is an indication of a changing economic backdrop. Inflation and consumer spending are expected to moderate this year, which could make it more difficult for firms to sustain large price increases without some justification.

The premiumization trend also reflects a divide in the American economy. The top 40 percent of earners are sitting on more than a trillion dollars in extra savings amassed during the early part of the pandemic. Lower-income households, on the other hand, have been burning through their savings, partly as they contend with the higher costs of the food, rent and other necessities that make up a bigger chunk of their spending.

“The pool of people willing to spend on small to large premium offers remains strong,” said David Mayer, a senior partner in the brand strategy practice of Lippincott, a consultancy.

As products grow more expensive and exclusive, big swaths of the economy are at risk of becoming gentrified, raising the possibility that poorer consumers will be increasingly underserved.

Businesses have long segmented customers, trying to push richer ones into pricier and more profitable purchases: think of the spacious premium seats on an plane versus the cramped economy-class alternatives. But the trend picked up during the pandemic, and the lurch toward luxury is now spanning a wider array of products and services.

Executives at some companies are focusing heavily on the rich. At American Express, which reported record spending by cardholders last quarter, “we’re constantly tightening up the card members that we’re acquiring,” Stephen J. Squeri, the company’s chief executive, told analysts on a recent call, describing how the firm has been steadily limiting its focus to higher-earning applicants. “That premium customer base, while not immune to economic downturns, certainly right now is spending on through.”

Other companies are emphasizing premium offerings as an alternative to discounts. Krispy Kreme spent last year attracting customers using deals — including a “Beat the Pump” discount that matched the price of a dozen glazed doughnuts to the national average price of a gallon of gas. But it is planning to do less discounting this year, an executive said on a call, aiming instead to generate “excitement around our premium specialty doughnuts,” which include fancier, higher-priced offerings around holidays.

Pushing premium products has come up in some unexpected corners of the corporate world. WD-40, the firm that makes the lubricant of the same name, has found that customers will pay more for products with enhancements, like a can with a “smart straw” to spray the lubricant in two different ways — in either a precision stream or more of a mist. “Premiumization creates opportunities for revenue growth, grows margin expansion, and most importantly, it delights our end users,” Steve Brass, the company’s chief executive, said on a call.

The question now is what the shift toward more premium products means for the broader economy. It could be a sign that companies are making last-ditch efforts to justify higher prices and cling to fat profits as the economic outlook darkens.

To fight inflation, the Federal Reserve has been rapidly raising interest rates, which is meant to slow economic growth and cool consumer demand. That could make it harder for businesses to continue charging more, cooling inflation and potentially cutting into profits in the process.

“Most everybody had pricing power last year,” said Scott Chronert, a strategist at Citigroup, explaining that his forecasts suggest “that is going to shift.”And attempts to maintain profit margins by giving products a premium sheen are not guaranteed to pay off.

Six Flags, the theme park operator, recently shifted to a more premium model by raising prices and limiting discounts, which Selim Bassoul, the chief executive, described as “bold changes to our business model in order to elevate the guest experience.” It has had mixed results so far. In the nine months through September, attendance at its parks fell by 25 percent from the year before, spending per guest rose 22 percent and, in the end, profits fell by nearly 10 percent.

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In January, the Walt Disney Company acknowledged that it might have pushed too hard on prices at its theme parks, angering loyal customers. It revised its policies on ticketing, hotel parking, ride photos and annual passes.

But the shift toward premium products could signal the start of a more lasting change, as businesses settle into a routine of selling lower volumes for higher prices in a divided economy — a strategy that could leave poorer consumers worse off.

Take the U.S. car market. At the end of 2017, 36 models were priced below $25,000, and the share of cars that cost that much or less accounted for nearly 13 percent of all sales of new cars, according to an analysis by Cox Automotive. At the end of last year, only 10 models had starting prices that low, and their share of sales plunged to less than 4 percent. Subprime buyers are increasingly falling out of the market, in a sign that poorer people, who tend to have lower credit scores, are struggling for a foothold.

Carmakers may be cutting cheap models in part because it is hard to justify the cost of making them in an era of expensive parts and persistent labor shortages, said Jonathan Smoke, chief economist at Cox. But the expectation is that they will continue to focus on bigger-ticket models, while resisting pushing overall vehicle production higher to levels that could lead to discounting even as supply bottlenecks ease.

“They’re better off selling fewer and maintaining pricing power,” Mr. Smoke said. That could spur competitors to jump into the market to provide cheaper cars, but such an adjustment is unlikely to happen quickly.

For now, car ownership could increasingly become the purview of the rich. Fewer new cars eventually translates into fewer used cars. That raises prices and, together with higher interest rates, threatens to shut poorer people out of the market.

It’s a window on what a widespread emphasis on premiumization could mean for the economy: Lower production, potentially higher inflation in the short run and permanently higher prices in the long run.

But it is too early to tell whether what is happening now is widespread and persistent enough to have a meaningful economic impact, said Isabella Weber, an economist at the University of Massachusetts Amherst who has been studying profits and prices during the pandemic. “It’s a very confusing moment,” she said.

Jason Karaian

Jason Karaian

Jeanna Smialek

Source: Why Companies Are Pushing Premium Products With Higher Prices – The New York Times

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Understanding FIRE: A Philosophy For Financial Independence and Retiring Early

The promised land, in personal finance, is early retirement. Most of us would be lucky to reach it by age 60. And yet there are software engineers in Colorado and financial analysts in New York City crossing the finish line by their 30th birthdays. Say what?

Yes, there’s a new path toward early retirement. It’s an internet movement inspired, in part, by millennials and their changing perceptions of work, the rise of the gig economy, and skepticism toward traditional finance and its related institutions.

Even the name of the system inspires energy and passion. Are you ready to set your life on FIRE?

FIRE is Finance and Philosophy

FIRE (short for Financial Independence, Retire Early) is served in many flavors, all of which are based on core ingredients listed on Reddit’s financial independence sub-reddit.

At first blush, the principles look like they’ve been copied and pasted from your garden-variety personal finance blog: spend less, grow your income, harness the power of compounding. But FIRE really is more of a life philosophy than anything, combining personal finance with a DIY work ethic, opportunistic side hustles, life hacking, and the tenets of anti-consumerism.

Where the FIRE community definitely breaks from the personal finance pack is in its approach to spending and saving.

Set Your Savings on Fire

Perhaps you’ve already internalized the lessons of investing in low-cost, tax efficient mutual funds; of contributing just enough to your 401(k)s to get the employer matching; of padding the pot with some part-time work or other side hustle that brings in cash. That’s great, but it’s probably not enough to achieve FIRE.

When it comes to saving, FIRE does not screw around. According to the aforementioned sub-reddit, FIRE’s adherents strive “to save a large percentage (generally more than 50 percent) of your income to accelerate achieving FI.” This is quite a break from the dismal US savings rate, which clocked in at 2.7 percent in 2016. Layer in our proclivity for debt (and lingering student loans) and you can see that FIRE is an indirect rebellion against consumerism.

Now, there are two ways to boost your savings: by (not-so-easily) increasing your income or by (painstakingly, but anyone can do it) reducing your spending. Guess FIRE comes down on that one? “Your wants and needs aren’t written in stone, and less spending is powerful at any income level,”  the financial independence subreddit reminds us.

And yet it’s one thing to cut spending here and there, and quite another to follow the FIRE principle of “simplifying and redesigning your lifestyle to reduce spending.”

Just researching this story, though, I picked up some non-obvious behaviors that, put to regular use, might help me hit an aggressive savings goal, while simultaneously improving my quality of life. For example, I could take advantage of living in a dense and bike-able city to cut down on commuting expenses, all the while forcing myself to exercise. And instead of eating out, an alternative “affordable luxury” could be learning to cook.

This could even become a productive family bonding activity that also satisfies a creative urge, all the while improving our health (and of course saving money). The next level of FIRE includes elaborate strategies around credit-card churning and travel hacking, neither of which are for the fainthearted. The former involves signing up for new credit cards to capture the bonus (typically cash or airline miles), hitting the minimum spend, and then canceling before you have to pay the annual fee.

To hit the minimum spend (and liberate yourself to move on to the next card) there are more aggressive strategies like buying gift cards to places where you know you’ll shop in the future (i.e. Target or Amazon) or prepaying large expenses like insurance. While churning can be a profitable activity, it requires meticulous organization (one missed payment can wipe out the gains) and can hurt your credit in the short-term.

Most of the rewards from churning are in the form of airline miles. Travel hacking is the practice of arbitraging these miles to get the, umm, most mileage. Travel hackers delight in the fact that each accumulated point has a plethora of conversion options to maximize its value as a mile. A vanilla airline mile is generally understood to be worth 1 cent to 1.5 cents, yet travel hackers boast about redeeming a first class flight at what equates to amounts as high as 9.7 cents per mile.

Finally, there’s our largest expense: the rent. Blogger JP Livingston saved $2.25 million by the time she was 28, in part by living in a 325-sq-ft walkup apartment with her husband and their pet dog. Want to FIRE even sooner? You can draw inspiration from the Google engineer who saves 90% of his income by living in a truck.

What makes these sacrifices worthwhile? The holy grail is getting your total savings to equal 25 times your annual spending, a calculation implied by the Safe Withdrawal Rate, or SWR. The SWR, generally accepted to be 4%, is the amount one can safely withdraw from their nest egg, without risking running out of money.

Makes Sense, but it Ain’t for Me

Thankfully there are different kinds of FIRE to fit different kinds of lifestyles. There’s FatFIRE, for example, for those living in high cost cities (i.e. requiring $2 million of savings in New York City) while seeking to achieve FIRE with a “great lifestyle;” and leanFire for those capping expenses at under $40k.

Still unconvinced that FIRE is for you? Consider the final principle on Reddit’s main financial independence page: Discovering and achieving life goals: “What would I do with my life if I didn’t have to work for money?”

This cuts to FIRE’s existential core and applies to everybody. What is the relationship between your happiness and your money? What is freedom from the corporate grind worth to you—but more importantly, what would you do with this newfound freedom? For those of us slogging away at our desks decades away from retirement, it might feel like a moot point. But are we just subconsciously avoiding contemplation of the deeper meaning of our lives?

Mr. Money Mustache (nee Peter Adeney) is the frugality movement’s de facto chief evangelist. A former software engineer who blogs about personal finance, he says he and his wife cut back on spending and regularly saved two-thirds of their salaries, enabling them to retire in their early 30s. Free from the grind, Adeney theorizes that money obfuscates our understanding of ourselves and that FIRE is a mere beacon toward happiness. As he once told the Mad Fientist’s Financial Independence podcast:

By understanding what happiness means and helping to decouple the idea of happiness from owning certain things, you can really amaze yourself at how fun your life can be—because that’s the whole secret to living a rich life; it’s not feeling like you need more than you already have. … [R]etirement and early retirement and financial independence, it’s really a quest for happiness. So study that independently of the money, and then that makes the money part easier.

By: Khe Hy , Quartz

Source: Understanding FIRE: A Philosophy for Financial Independence and Retiring Early

.

Related contents:

The Myths & Realities of Achieving Financial Independence Archived 2011-07-14 at the Wayback Machine“.

What your financial plan should cover | Financial planning | GetSmarterAboutMoney.ca”.

Early Retirement Extreme: A philosophical and practical guide to financial independence.

Your Money Or Your Life: 9 Steps to Transforming Your Relationship With Money And Achieving Financial Independence.

A revolution in finance?”. Australian Journal of Management.

The Economic Value of College Majors”. Georgetown University.

Monetized time-space: derivatives – money’s ‘new imaginary’?”

Introducing the Financial System | Boundless Economics”.

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Personal Financial Wellness: A Banking Opportunity And Imperative

Financial wellness at a personal level..Cognizant

Plenty of banks offer financial wellness tools. But by personalizing these offerings, they can support customers while also reinvigorating their brand, notes Andrew Warren, a leader in Cognizant’s UK & Ireland Banking and Financial Services practice.

With the explosion of digital banking during the pandemic, financial institutions (FIs) have their sights set high for growing revenues through digital channels. To do that, however, they’ll need to become more intertwined in and relevant to the daily lives of their customers.

One way to achieve this is by taking all the information they have about their customers and turning it into services that enhance customers’ financial wellness. Doing so would be especially welcome in the post-pandemic landscape and the financial uncertainty it has spurred.

To put it into perspective, more than 40% of UK adults are now considered “financially vulnerable,” and nearly 40% of UK adults have seen their financial circumstances deteriorate since February 2020.

Financial wellness at a personal level

While almost every bank now offers financial wellness tools of some sort, whether a budgeting app, a financial literacy course or education on financial planning, these services are generalized to all customers rather than addressing individuals’ personal financial wellness needs. Because financial situations vary greatly across individuals, the truly personalized element is vital.

For example, to help individuals build their savings, banks can use predictive AI technologies to understand customer transactions and cash flow patterns and automatically divert the right amount of extra funds to savings or investments. Royal Bank of Canada says it has helped clients save an average of $358 per month with this type of tool.

Further, by mining debit card data, banks can gain insights into spending habits that they can share with customers or incorporate into personalized offerings. Through AI-driven interventions, personalized “nudges” and micro-level targeting, banks can ensure customers take the steps needed to embrace their financial destiny.

Data and AI underpinnings

Achieving a new hyper-personalized banking future requires the right customer data and digitizing front-to-back-office operations. The financial services industry is arguably the most data-intensive sector in the global economy. Banks, in particular, have enormous amounts of customer data (e.g., deposits/withdrawals, POS purchases, online payments, KYC profiles). Historically, however, they haven’t been very good at utilizing these rich datasets.

By harnessing data responsibly — taking into consideration ethical and regulatory aspects, and striking the right balance between machine-driven and human-centric work — FIs can identify and serve new customer segments of one.

At HSBC, for example, customers can begin a conversation in the bank’s mobile app with an AI chatbot, answering simple questions immediately. Complex inquiries get passed to front-line colleagues. The AI system provides agents with details on the issue and guidance on how to resolve it.

We’ve been working with FIs to pull history and experience via AI into the conversation. We use emotion recognition tools (e.g., intelligent real-time language processing and sentiment analysis) to better understand the context of a customer’s inquiry and when a customer might be vulnerable, even if they’re not aware of it themselves.

This type of information can be harnessed to create personalized engagement plans that customize interactions. These tools can also enable banks to match agents’ personality and strengths with customers to help build deeper, more trusted customer relationships.

Time for a new approach

In addition to the customer benefits of personalization, banks can also realize cost savings and performance gains. According to Boston Consulting Group, hyper-personalization can lower rates of customer churn and boost sales, leading to annual revenue uplifts of 10%.

However, there’s plenty of work to do. Right now, only 45% of consumers are satisfied with the quality of personalized services they receive from their banks.

Here are three key ingredients for progressing toward personalized banking capabilities:

1. Technology

Banks need a mashup of data analytics, AI and automation to deliver personalization, intelligence and predictions at speed. This requires harnessing high-quality data to feed AI/ML algorithms so they can deliver experiences and services that anticipate customers’ needs, wants and desires, as well as combining automation with human supervision to build trust and empathy.

For example, we are working with FIs to link up data sources and introduce AI-powered algorithms that provide a dynamic view of a customer’s financial profile. This helps customers with their financial wellness plans and enables FIs to suggest products that enhance customers’ financial wellness.

2. Talent

Along with adroit technologists, banks need designers, anthropologists, ethnographers and others with social science pedigrees to apply human-centric design thinking to product and service development.

Social scientists are equipped to understand and apply the complexities of human behavior to help FIs predefine user personas and scenarios and use these to shape and personalize the experiences they provide.

In this spirit, we are helping a European state-owned organization to implement a user-centered digital product and service offering, including completely reengineering its mobile banking app. The existing app was plagued by a number of challenges, including a dated technology platform, poor user experience, low adoption and high cost-to-serve across non-digital channels.

We helped the organization define its go-to-market, mobile-first digital strategy, identifying key market-facing propositions based on user research as well as delivering these propositions at scale. Multiple subject matter experts were involved in the project from the outset to ensure a holistic approach, including program/project managers, scrum masters, data architects, human-centric design leads, UX and UI designers, researchers, developers, business analysts and process improvement specialists.

With this project, the bank aims to significantly increase its customer base over the next five years, by combining customer trust with a best-in-class user experience on its re-engineered mobile app, which puts it on par with challenger banks.

3. Culture

To drive change, customer well-being and digitization need to become part of the FI’s culture. This is more than merely embracing Lean methodologies and/or more flexible ways of working. Helping customers achieve financial wellness demands a fresh outlook that maximizes new, agile ways of working and data-driven approaches embedded enterprise-wide — from leadership down to every employee.

Turning the tables

For banks whose business models are based on profiting from customers’ lack of financial wellness (overdrafts, fees, charges, etc.), it can be challenging to adopt this approach. The majority of banks have a high cost-to-serve, with legacy infrastructures and high overhead.

In the face of tough competition from savvy fintechs and non-bank disruptors, however, it’s clear that incumbents urgently need to pivot their approach. FIs that incorporate personalized financial wellness into their business strategy have an outstanding opportunity to support their customers while also reinvigorating their brands — and realize growth and cost savings at the same time.

Andrew Warren

By:

Andrew Warren is Head of Banking & Financial Services and a member of the Executive team at Cognizant UK & Ireland. He leads a team responsible for driving results for Cognizant’s financial services clients……

Source: Personal Financial Wellness: A Banking Opportunity And Imperative

.

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Return to Office: Employees Are Quitting Instead of Giving Up Work From Home

A six-minute meeting drove Portia Twidt to quit her job. She’d taken the position as a research compliance specialist in February, enticed by promises of remote work. Then came the prodding to go into the office. Meeting invites piled up. The final straw came a few weeks ago: the request for an in-person gathering, scheduled for all of 360 seconds.

Twidt got dressed, dropped her two kids at daycare, drove to the office, had the brief chat and decided she was done. “I had just had it,” said Twidt, 33, who lives in Marietta, Georgia. With the coronavirus pandemic receding for every vaccine that reaches an arm, the push by some employers to get people back into offices is clashing with workers who’ve embraced remote work as the new normal.

While companies from Google to Ford Motor Co. and Citigroup Inc. have promised greater flexibility, many chief executives have publicly extolled the importance of being in offices. Some have lamented the perils of remote work, saying it diminishes collaboration and company culture. JPMorgan Chase & Co.’s Jamie Dimon said at a recent conference that it doesn’t work “for those who want to hustle.”

But legions of employees aren’t so sure. If anything, the past year has proved that lots of work can be done from anywhere, sans lengthy commutes on crowded trains or highways. Some people have moved. Others have lingering worries about the virus and vaccine-hesitant colleagues.

And for Twidt, there’s also the notion that some bosses, particularly those of a generation less familiar to remote work, are eager to regain tight control of their minions. “They feel like we’re not working if they can’t see us,” she said. “It’s a boomer power-play.”

It’s still early to say how the post-pandemic work environment will look. Only about 28% of U.S. office workers are back at their buildings, according to an index of 10 metro areas compiled by security company Kastle Systems. Many employers are still being lenient with policies as the virus lingers, vaccinations continue to roll out and childcare situations remain erratic.

But as office returns accelerate, some employees may want different options. A May survey of 1,000 U.S. adults showed that 39% would consider quitting if their employers weren’t flexible about remote work. The generational difference is clear: Among millennials and Gen Z, that figure was 49%, according to the poll by Morning Consult on behalf of Bloomberg News.

“High-five to them,” said Sara Sutton, the CEO of FlexJobs, a job-service platform focused on flexible employment. “Remote work and hybrid are here to stay.” The lack of commutes and cost savings are the top benefits of remote work, according to a FlexJobs survey of 2,100 people released in April. More than a third of the respondents said they save at least $5,000 per year by working remotely.

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Jimme Hendrix, a 30-year-old software developer in the Netherlands, quit his job in December as the web-application company he worked for was gearing up to bring employees back to the office in February. “During Covid I really started to see how much I enjoyed working from home,” Hendrix said.

Now he does freelance work and helps his girlfriend grow her art business. He used to spend two hours each day commuting; now the couple is considering selling their car and instead relying on bikes. One of the main benefits, he says, is more control over his own time: “I can just do whatever I want around the house, like a quick chore didn’t have to wait until like 8 p.m. anymore, or I can go for a quick walk.”

Of course, not everyone has the flexibility to choose. For the millions of frontline workers who stock the shelves of grocery stores, care for patients in hospitals and nursing homes, or drop off packages at people’s doors, there are scant alternative options to showing up in person. But among those who can, many are weighing their alternatives, said Anthony Klotz, an associate professor of management at Texas A&M University, who’s researched why people quit jobs.

Bosses taking a hard stance should beware, particularly given labor shortages in the economy, he said. “If you’re a company that thinks everything’s going back to normal, you may be right but it’s pretty risky to hope that’s the case,” he said. At least some atop the corporate ladder seem to be paying attention. In a Jan. 12 PwC survey of 133 executives, fewer than one in five said they want to go back to pre-pandemic routines.

But only 13% were prepared to let go of the office for good. Alison Green, founder of workplace-advice website Ask a Manager, said she’s been contacted by many people with qualms about going back, citing concerns about unvaccinated colleagues and Covid precautions. Some have said they’re looking for jobs at companies they feel take the virus seriously, or will let them work from anywhere.

Some things are indeed lost with remote work, Green said, like opportunities for collaboration or learning for junior employees. But, she added: “I think we need to have a more nuanced discussion than: hustlers only do well in the office.” For Sarah-Marie Martin, who lived in Manhattan and worked as a partner at Goldman Sachs Group Inc. when the pandemic struck, the months at home gave her time to redraw the blueprint of her life.

“When you have this existential experience, you have time to step back and think,” Martin said. “In my previous life, I didn’t have time to get super deep and philosophical.” The mother of five moved her family to the New Jersey shore. And once the push to get back to offices picked up, the idea of commuting hardly seemed alluring. This spring, Martin accepted a fully remote position as chief financial officer of Yumi, a Los Angeles-based maker of baby food.

Gene Garland, 24, unknowingly opened the floodgates to people’s frustrations about office returns. After his employer, an IT company, in April told people they needed to start coming in, two of his close colleagues handed in their resignation letters. Hundreds of people responded, with many outlining plans, or at least hopes, to leave their own jobs. Garland says he himself has no plans to quit, but empathizes with those who do.

“Working inside of a building really does restrict time a lot more than you think,” he said. “A lot of people are afraid of the cycle where you work and work and work — and then you die.” Twidt, the compliance specialist in Georgia, had already lined up a new job by the time she handed in her resignation letter: a role at a Washington-based company.

The recruiter that approached her, Twidt said, asked what it would take to get her on board. She replied that she would prefer something 100% remote. Some employees have enjoyed working from home so much that they’d rather quit their jobs than go back to the office full time, a new survey found.

Out of 1,000 US adults polled in May, 39% said they’d consider quitting if their bosses weren’t flexible about them working from home. The Morning Consult survey was first reported by Bloomberg. The survey showed that 49% of the respondents who said they’d consider quitting were millennials and Gen Z — i.e., adults born after 1980.

Many global companies are embracing a hybrid work model as staff start to return to offices post-pandemic. Finance giants, who were known for having a strict work culture, are now adopting more flexible work models. Some have decided to redesign the workplace for more collaboration, and keep solo tasks for remote working. Others plan to cut back on office space entirely.

But some firms, such as JPMorgan, are not won over by the idea of remote work and want to see the majority of their workforce in the office. Jamie Dimon, the company’s CEO, said on May 4 that remote work “does not work for young people” and “those who want to hustle.” Chris Biggs, a partner at the consultancy firm Theta Global Advisors, told Insider that employers need to be “tuned into people’s mental health” as staff return to the office.

“You could do a lot of damage to those who don’t want to go into the office,” he said, adding that employers shouldn’t force people to come into the office.

— With assistance by Sridhar Natarajan

By: and

Source: Return to Office: Employees Are Quitting Instead of Giving Up Work From Home – Bloomberg

.

Related contents:

How to Achieve a Work-Life Balance in Remote Work MakeUseOf

Top employee cybersecurity tips for remote work and travel VentureBeat

09:04 Sat, 19 Nov
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5 Mistakes You Don’t Want To Make During Employee Open Enrollment

Worried man reading bad news in paper letter document feels disappointed, stressed ..getty

Fall is a time of leaves changing colors, children going back to school, families enjoying Thanksgiving dinners, and… open enrollment. Yes, it’s the opportunity for most employees to select which benefits they will choose for the following year. Here are some of the most common mistakes we see people make:

Not fully understanding the value of an HSA-eligible health insurance plan.

HSA-eligible high deductible health plans tend to come with lower premiums (what you pay per month or paycheck for your coverage) but higher deductibles (what you pay out-of-pocket before most of the insurance benefits kick in) than more standard health insurance plans. In addition, they make you eligible to contribute pre-tax dollars (for 2023, up to $3,850 for individual coverage or $7,750 for family coverage plus $1,000 if you’re turning 55+) to an HSA (health savings account) that can be used tax-free for qualified medical expenses at any time.

While it’s easy to compare the difference in premiums and deductibles, don’t forget to factor in the value of the HSA. First, many employers will actually make contributions to your HSA for you. That’s free money! If you contribute on top of that, you also get a break on your taxes (including FICA if you contribute from your paycheck).

For example, I spoke with an employee who would save almost $1,900 a year in premiums by choosing the high deductible health plan. In addition, he would receive $1,000 in his HSA from his employer and would save almost another $2,000 in taxes by contributing another $6,000 to the HSA. The $4,900 in total savings dwarfed the difference in deductibles.

Under or over funding an FSA.

FSAs (flexible spending accounts) let you put money away pre-tax that can be used tax-free for health (up to $3,050 per person next year) or dependent care (up to $5,000 per family next year) expenses. If you’re in the 24% tax bracket, that’s like getting a 24% discount on those eligible expenses! Not taking full advantage of these accounts could cost you hundreds or even thousands of dollars in lost tax breaks.

However, there is a catch. Unlike HSAs, FSAs are mostly “use it or lose it” so you don’t want to contribute more than what you’re pretty sure you can spend. (Having a general health care FSA also precludes you from contributing to the more valuable HSA in the same year.) If you do end up with extra money in the account at the end of the year, try to use it by stocking up on qualified supplies like contact lenses and prescription drugs. You can find FSA-eligible items here.

Not taking advantage of a prepaid legal plan.

Do you have updated estate planning documents like a will, durable power of attorney, advance health care directive, and living trust? If not, you can save a lot of money by using your employer’s prepaid legal service to have these documents drafted or updated. You pay a fee per paycheck, but the legal services are free or heavily discounted. You can then choose not to renew it the following year after you’ve gotten your documents in place.

Ignoring disability insurance.

Disability insurance is often overlooked even though about 25% of 20-yr olds are likely to be out of work for at least a year due to a disability before they reach normal retirement age. If your employer doesn’t provide it, you may want to purchase it. The good news is that employee-paid disability benefits are tax-free.

Not having enough life insurance.

Your employer may offer you life insurance coverage equal to one or more times your salary, but you may want to purchase supplemental life insurance if you have dependents. You can use this calculator to estimate how much you need. Then compare the cost of purchasing it through your employer with the cost of a term policy in the individual market. (See if your coverage at work can be converted to an individual policy once you leave the job.)

Your benefits can be a significant part of your total compensation and open enrollment can be your only chance to take full advantage of many of them. When in doubt about your selection of benefits, find out if your employer offers a financial wellness program with free guidance and coaching from unbiased financial planners who are trained on your particular benefits. Then go and enjoy the holidays knowing that your family is protected.

I’m a Senior Resident Financial Planner at Financial Finesse, primarily responsible for providing financial education and guidance to employees of our corporate clients. I also

Source: 5 Mistakes You Don’t Want To Make During Employee Open Enrollment

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forrk  https://jvz1.com/c/202927/373449
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FX Goldminer  https://jvz1.com/c/202927/381439/
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High Converting Emails  https://jvz3.com/c/202927/386305/
HostLegends    https://jvz4.com/c/202927/384755/
Hostley Domain Creator   https://jvz1.com/c/202927/379223/
Human Synthesys Studio  https://jvz8.com/c/202927/367353/
ImageX   https://jvz6.com/c/202927/363237/
IMSyndicator  https://jvz1.com/c/202927/370769
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Insta Keyword    https://jvz6.com/c/202927/351606/
Instant Website   https://jvz2.com/c/202927/377557
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Leadvalet   https://jvz3.com/c/202927/385580/
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Live Your Truth  https://jvz6.com/c/202927/379020
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