In a world where auto-enroll is table stakes, real outcomes still hinge on intentional onboarding and a documented process. That means giving new hires clear guidance on day one, aligning with your advisor on goals and roles, benchmarking fees and services on a regular cadence, and keeping records that show how decisions were made and why. When sponsors coach early, review often, and document everything, auto-enroll becomes a starting point—not the strategy—and participant results measurably improve.
At North Carolina State, TPSU/401kTV’s Fred Barstein spoke with Sandy, HR Manager at The EI Group, an environmental health and safety consulting firm with approximately 120 employees. Sandy shared a simple but powerful story about early behavior, payroll deduction, and the impact of informed guidance for new hires. Two years ago, while onboarding a young employee who was still on his parents’ health plan, she suggested he increase his 401(k) deferral above the auto-enroll rate—redirecting those “insurance savings” into retirement. Two years later, he returned to say thank you: his balance had already grown to about $20,000. For Sandy, the lesson is clear—spark the excitement early and make saving automatic. With payroll deduction, “you never see it,” and momentum builds quickly.
Read the Full Transcript Here:
Fred Barstein:
Greetings. This is Fred Barstein, Founder and CEO at TPSU and 401kTV. I’m here in Raleigh at the North Carolina State campus. I’m here with Sandy. Welcome, Sandy.
Sandy:
Thank you so much. I’m happy to be here.
Fred Barstein:
Thank you. Okay if we ask you a few questions?
Sandy:
Absolutely.
Fred Barstein:
Okay. Before we do, tell our audience a little bit about yourself and your role.
Sandy:
Okay. Well, I’m a human resources manager for the EI Group. It’s a consulting company for environment health and safety, and we have about 120 employees.
Fred Barstein:
Great. So you told a great story about a conversation you had with a young employee who just started. Can you tell us about that?
Sandy:
Absolutely. So I have a financial services background, so I always want to make sure that we educate our new hires about the 401k plan. And two years ago, we had a new hire who he was still on his parents’ insurance. And so I said, “Oh, well, that’ll give you a little bit more money to put into your 401k. So instead of the auto enrollment, maybe you want to contribute more.” And so he did. He took my advice and two years later, he came to me and he said, “I’m so glad that you did that because look at what I have now.” And he had accumulated $20,000-
Fred Barstein:
Right.
Sandy:
… over such a short period of time. And so I think sparking that excitement in investing for your retirement is a pretty big deal.
Fred Barstein:
And it’s nice if its payroll deducted ’cause you don’t have to think about it.
Sandy:
They don’t have to think about it, never see it.
Fred Barstein:
Right. And for a lot of young people, some have student loans, but some of them are living with their parents or lots of roommates and that kind of thing, so it’s a great story and great advice. Final question. Something you learned today, would you recommend TPSU to others?
Sandy:
Yeah, I definitely would recommend. I think what I liked, well, there are a few things. So one of the things that I really always appreciate is the conversations with your peers. I think that’s huge because then you think, “Oh, I’m not alone in this.”
Fred Barstein:
Right.
Sandy:
… Or, “Oh, that’s a best practice. I should try that.” But I think learning more about the advisor role and plan design to me helps frame my questions for our advisor who we have a great relationship with. He does a great job for us, very agreeable and knowledgeable and available to us.
Fred Barstein:
Right.
Sandy:
So not just to me as the plan sponsor, but also to our employees. And so I now have a list of questions that I just want to go back and ask him ’cause I thought. “Oh, I inherited this.”
Fred Barstein:
Sure.
Sandy:
So I didn’t do the fee, looking at the fees.
Fred Barstein:
Sure.
Sandy:
And I think it’s probably beyond time to do that, so.
Fred Barstein:
Very good. I
Sandy:
I have a to-do list.
Fred Barstein:
Very good. Well, thank you for your time today.
Sandy:
Thank you so much.
Fred Barstein:
And thank you for watching 401kTV. Stay tuned.
