1. Automate higher contribution levels. If you don't use auto-enrollment, make implementing it a top priority. In addition, consider setting bolder default contribution rates close to 10 percent for your plan.
2. Create a stretch match to encourage higher savings rates. The employer match can play a huge role in how much employees elect to contribute to their plan. So, rather than matching employee contributions dollar for dollar up to 6 percent, consider matching 50 cents on the dollar up to 12 percent. This will signal to employees that, to help meet their future income replacement needs, the optimum contribution rate is 12 percent.
3.  Limit the number of plan loans available to one. To be sure, plan loans are a feature that is appreciated by many plan participants. But keep in mind that they can lead to habitual borrowing from retirement accounts, leading to long-term ramifications for participants' financial security. In addition, plan loans can be very time consuming and complicated to administer. Consider limiting the number of loans available to one per participant; this will help rein in the number of outstanding loans, as well as the time it takes to administer this plan provision. 

• 42 percent of working Americans don't know if they are on track to retire comfortably.*
• 77 percent of Americans say that financial professionals can relieve the pressure of trying to plan for their family's financial future by themselves.**

*2015 MassMutual Employee Benefits SecurityStudy

**2014 Allianz LoveFamilyMoneyTM Study