Executive Benefits Shift from Retention to Continuity as Leadership Gaps Widen — NFP Corp.

Event summary

81% of organizations say they cannot afford to lose top talent, yet 49% lack executive benefits strategies for leadership transitions.
62% of employers prioritize succession planning, but many mid-market firms reactively manage leadership continuity.
99% of organizations credit executive benefits for retaining top talent, yet only 25% of financial services firms offer post-NQDC payout advisory support.
Satisfaction with deferred compensation plans has risen steadily over three years due to improved education and personalization.

The big picture

NFP's report highlights a strategic shift in executive benefits from retention tools to platforms for long-term workforce continuity. As economic and cybersecurity pressures mount, organizations are prioritizing stability, but delaying action on leadership transitions could become a liability. The findings underscore the need for integrated approaches that combine succession planning, employee education, and flexible benefits design.

What we're watching

Succession Planning Gaps: How mid-market firms will bridge the gap between recognizing the need for succession planning and implementing formal strategies.
Regulatory Adaptation: Whether organizations will accelerate adoption of NQDC plans in response to SECURE Act 2.0 changes.
Benefits Personalization: The pace at which employers will enhance education and flexibility in executive benefits to improve engagement.