Franklin Templeton: Pay Is Aligned, but a Communication Gap Is Preventing Employee Financial Confidence
HR Core Administration / Payroll / Benefits | 4 min read
Franklin Templeton has released its sixth annual Voice of the American Workplace Survey — conducted by The Harris Poll among 1,004 US-based employers and 2,000 employed US adults with retirement savings — revealing a striking paradox in the 2026 workplace: employers and employees are largely aligned on priorities (higher pay, stronger retirement benefits, and long-term financial security) but a pervasive communication gap is preventing those shared priorities from translating into employee confidence. Effort is high, but impact is uneven. Employers are expanding benefits, flexibility, and technology — yet many workers remain uncertain about their financial future, overwhelmed by benefit complexity, and unable to convert employer investment into meaningful personal financial decisions.
"What this research shows is not a lack of effort, but a lack of clarity. Employers are investing more than ever but employees need simpler, more actionable guidance to turn those benefits into real financial confidence."
— Steve McKay, Head of U.S. Retirement, Insurance and College Savings, Franklin Templeton
"Employees want benefits that are relevant, personalised and easy to understand. Communication is critical to helping them make confident financial decisions and we're committed to being part of the solution."
— Mike Dullaghan, Director of Retirement Sales Execution, Franklin Templeton
Workers Prioritise Stability Over Advancement
A defining finding of the 2026 survey is the shift in what employees value most. Job security has overtaken pay as the top priority — 72% of workers say job security matters more than higher pay — reflecting a workforce that is redefining success around stability rather than upward mobility. More than half (52%) say it is harder to move up or earn a raise than it was previously. The expected retirement age has risen to 59, up four years from 2023 — a significant shift suggesting workers are planning for longer working lives as financial uncertainty grows. And 91% want more personalised retirement investment options, reflecting a desire for benefit solutions that reflect their individual circumstances rather than one-size-fits-all defaults.
The Communication Gap: Complexity Undermining Confidence
The survey's central finding is that the problem is not priorities — it is communication. 88% of workers want benefits explained in plain language; 53% feel overwhelmed by benefit choices; and 73% of employers report that employees repeatedly ask the same benefits questions — a clear signal that information is not landing in actionable form. Employers are facing parallel pressures: 67% say attracting talent is harder than retaining it; 81% say benefit budgets need to increase significantly in the next 12 months; and 68% say benefits have become more complex to administer and communicate. Despite 88% of employers prioritising the reduction of employee financial stress, the complexity of benefit offerings is working against that goal. On the positive side, 71% of workers trust their employer's financial guidance — meaning the foundation of trust is present. The gap is execution: translating that trust into clear, personalised, actionable communication.
What Employers Should Do: Clarity, Personalisation, and Action
Both employers and employees agree on where investment can create a clear path forward — increasing pay, boosting 401(k) matches, and investing in guaranteed retirement income solutions. To close the gap, the survey points to three immediate actions: simplify benefit design and communication; focus on clear, actionable guidance rather than comprehensive information delivery; and personalise solutions to individual employee needs. Employers should also reassess how investment options — including target date strategies and capital preservation solutions — are communicated to reflect current market conditions. Organisations that prioritise clarity over complexity have a direct opportunity to build trust, improve engagement, and deliver better financial outcomes for their workforce.
Key Takeaways
- • Franklin Templeton's sixth annual Voice of the American Workplace Survey (Harris Poll; 1,004 US employers; 2,000 employed US adults with retirement savings; Nov 2025) reveals that employers and employees are aligned on priorities — higher pay, stronger retirement benefits, long-term financial security — but a communication gap is preventing shared priorities from translating into employee financial confidence.
- • Workers are redefining success around stability: 72% say job security matters more than higher pay (job security has overtaken pay as top priority); 52% say it's harder to move up or earn a raise; expected retirement age has risen to 59, up four years from 2023; 91% want more personalised retirement investment options.
- • The communication gap in detail: 88% of workers want benefits explained in plain language; 53% feel overwhelmed by benefit choices; 73% of employers say employees repeatedly ask the same questions; 68% of employers say benefits have become more complex. Meanwhile, 88% of employers prioritise reducing employee financial stress — but complexity is working against that goal.
- • Employer pressures: 67% say attracting talent is harder than retaining it; 81% say benefit budgets need to increase significantly in the next 12 months. The silver lining: 71% of workers trust their employer's financial guidance — meaning the trust foundation exists; the gap is execution and communication clarity, not employee scepticism.
- • Three actions to close the gap: simplify benefit design and communication; focus on clear, actionable guidance (not comprehensive information delivery); personalise solutions to individual employee needs. Also: reassess how investment options (target date strategies, capital preservation solutions) are communicated to reflect current market conditions. Organisations prioritising clarity over complexity have a direct path to building trust, improving engagement, and delivering better financial outcomes.