Driving Better Financial Outcomes for Key Employees: 2026 Newport/PLANSPONSOR NQDC Plan Trends Survey features nonqualified deferred compensation (NQDC) benchmarking data, plus in-depth analysis of the issues that matter most to plan sponsors—and the implications for advisors supporting them.

The report examines how NQDC plans can contribute to participants’ longer-term financial wellness and where you as an advisor can guide client strategy, strengthen plan design, and deliver more competitive executive benefits solutions.

A retirement plan review is usually treated as a scorecard with participation, deferrals, fund lineup, fees, fiduciary items, and next steps clearly listed. And while necessary, these reviews are rarely capitalized upon. The real value of retirement plan reviews shows up in the margins: the offhand comment from an HR director, the CFO who notes the plan "takes more time than it used to," the owner wondering whether the benefits still attract the right people.

In those moments, an advisor’s plan review stops being an item on a checklist and becomes a useful business conversation — one where the advisor-client relationship deepens, maybe even expands. The numbers tell you how the plan performed; the issues that emerge tell you what the client needs next. Handled well, the plan review is the most valuable discussion an advisor has all year — no prospecting required. 

When evaluating a PEP vs. a traditional 401(k) or 403(b), the conversation shouldn't be about choosing one retirement plan over another. It should be about identifying the structure that best aligns with a client's goals, resources, governance preferences, and administrative capacity.

While traditional retirement solutions, such as 401(k) and 403(b) plans place much of the oversight and operational responsibilities on the employer, a Pooled Employer Plan (PEP) introduces a shared model in which certain specified administrative and fiduciary responsibilities may be handled by a Pooled Plan Provider (PPP). As more employers explore pooled retirement options and advisors seek ways to deliver greater strategic value, understanding the tradeoffs between pooled and standalone plans can help determine the right fit for both 401(k) and eligible 403(b) plans.

A high-performing retirement plan does more than provide access. It also helps employees take action, stay engaged, and make meaningful progress toward retirement readiness.

While most organizations offer a retirement plan, many participants still don't fully take advantage of it due to confusion, delayed engagement, and limited understanding of plan features. Advisors who combine thoughtful plan design, participant education, engagement strategies, and sponsor support can help create peak-performing retirement plans that drive stronger participation, improved savings behavior, and better long-term outcomes.