The waves have begun crashing down on the beach and they are coming with greater frequency and fury. The 78 million baby boomers born between 1946 and 1964 have begun to retire, creating what is expected to be a demographic tsunami that will once again reshape American life and culture.

The U.S. Census Bureau estimates that there will be twice as many people age 65 or older in 2030 as there are today. But as America grows grayer, and more people leave the work place, a new study shows that most workers are uncertain about how to prepare for retirement or how to use the retirement planning tools they have at their disposal.

About one in three Americans (34%) say they have little or no understanding of their employer-sponsored retirement plan. And three in four (74%) say they have less than a complete understanding, according to research from The Hartford. The survey, conducted online earlier this year, polled 1,019 U.S. adults ages 18-64. Most people surveyed indicated they had a better understanding of employer-provided benefits such as medical coverage and life insurance than they did their 401(k) or other defined contribution plan.

These findings do not bode well for America's retirement preparedness. More than ever, it's critical that workers understand and make use of their retirement benefits. The silver lining within this gray cloud is that financial advisors' skills and knowledge are in greater demand than ever before.

Financial advisors whose business clients sponsor 401(k) or other defined contribution plans can provide critical assistance in helping educate both plan sponsors as well as participants in making the most of their retirement plans.

By working closely with plan sponsors, financial advisors can significantly improve how well employees understand their retirement plan and, ultimately, encourage them to contribute more assets to it. The Hartford's research discovered that employers have considerable influence, with one in five (19%) plan participants saying they look to their place of employment for guidance on retirement savings matters. Other key influencers were financial advisors (15%), spouses (13%) and immediate family (12%), according to the survey results. Employers ranked as especially influential with baby boomers.

In today's recession-plagued economy, convincing employees to contribute to their retirement plan can feel a bit like walking uphill in a sand dune.

The recent decision by some employers to reduce or eliminate matching contributions to retirement plans simply makes the grade that much steeper. But there are some strategies that employers can embrace to encourage greater participation and higher contributions.

One idea that can be particularly effective is for employers to hold re-enrollment meetings. Plan sponsors typically have teams of specialists that are available to run re-enrollment meetings to encourage employees to participate in their retirement plan or to simply increase their existing contributions.

These specialists are trained to teach employees about the advantages of regular, long-term investing, explain the advantages of tax deferral. They also can demonstrate the minimal impact of pre-tax savings on paychecks.

Automatically enrolling employees in their employer's retirement savings plan is another idea that has proven to be beneficial. A study by Hewitt Associates found that nine out of 10 employees participated in their employer's 401(k) plan if their company automatically enrolled them. Among other things, employees must be notified of the auto enrollment and they must be able to opt out.

Using an automatic enrollment safe harbor feature, also known as a qualified automatic contribution arrangement, allows employers to pump up the percentage of employee contributions annually in accordance with a predetermined schedule.

In addition to certain other requirements, the employer is required to make a non-elective contribution or a match, either of which could be subject to a two-year vesting schedule.

Some plan providers also conduct conference calls to help keep plan sponsors informed of the best practices in managing retirement plans. The calls can touch on a variety of subjects, including providing primers on meeting fiduciary obligations, extolling the need for periodic plan reviews, promoting effective participant communication and education strategies, and other timely topics.

Two other important insights from The Hartford's research: Employees viewed simple materials and access to one-on-one support as most helpful to better understanding their retirement plan.

As part of the process in determining whether to work with a plan provider, advisors should review the firm's sales promotion materials with a critical eye. Are the materials simple and easy to understand for any investor, especially a novice? Do the materials speak to different generations and learning styles? Do they speak to financial objectives and time horizons?

For most people, though, educational materials will never be a substitute for regular assistance from a professional financial advisor who can put retirement savings in context with each investor's overall financial objectives.