New Index Asks, Who Is Actually Very Confident About Retirement?

In order to boost Americans’ retirement outlook, there are a number of practical things that retirement plan advisers and sponsors can do, Jamie Ohl, president of the retirement business at Lincoln Financial Group, tells PLANADVISER.

Lincoln Financial Group has launched a new, quarterly measurement of Americans’ retirement outlook. Called the Consumer Retirement Index, the initial launch found that only 25% of Americans are very confident about retirement.

Created in partnership with CivicScience, the index’s findings are based on respondents’ answers to three questions: being able to accumulate enough money to retire when they want, being able to convert savings into retirement income that will last throughout their lifetime, and having enough money to maintain their lifestyle in retirement.

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In order to boost Americans’ retirement outlook, there are a number of practical things that retirement plan advisers and sponsors can do, Jamie Ohl, president of the retirement business at Lincoln, tells PLANADVISER.

Sponsors and advisers need to “make people aware of how critically important it is to save for retirement, and how much they need to save,” Ohl says. “Forty-three percent of people know they need to save 15% or more of their salary, and 60% know they need to save at least 10%. Being aware is the start.”

However, “The No. 1 issue [keeping people from saving for retirement] is competing priorities,” Ohl says. “If I think about individuals at every life stage, there is always something competing for retirement plan dollars, be it saving for a down payment on a home, saving for your children’s education or taking care of your parents. In order to save for retirement, people need to create a budget in order to find the money to save for retirement, so employees need budgeting tools. Only 45% of people have a budget.”

And the third thing that advisers and sponsors can do it to help people who are retiring convert their savings into income that can last their lifetime, Ohl says. It is a positive step that recordkeepers are including projected monthly income in retirement on participants’ statements and online, she says. The next step is to actually help people who are retiring create that lifetime income stream, she says. Annuities can plan an important role in providing greater certainty about Americans’ income in retirement, Ohl says.

Advisers also need to educate people about the importance of long-term care insurance, be it hybrid life insurance/long-term care products or riders than can be added to annuity and life insurance products, she says. To achieve all of the above, it is a wise move for participants to meet with a financial adviser, she says. They can help savers identify the benefits of the many solutions available in the marketplace to provide income and long-term care.

Ohl said she hopes the Consumer Retirement Index identifies areas where Americans need assistance, and that with the help of advisers and sponsors, the percentage of those who are very confident about retirement will grow over time.

Tools, Not Just Education, Improve Recordkeeper Financial Wellness Offerings

“More robust programs—which go beyond just education—tend to cost more for plan sponsors. But, they include features such as on-site support, account aggregation, budget tracking and goal setting,” says Claire Daly, Corporate Insight.

Recordkeepers consistently cover topics that cause concern among participants—such as taxes and emergency savings—in their financial wellness education offerings, but not so with financial wellness tools, Corporate Insight, a company that evaluates recordkeepers’ platforms, found in a two-part series analyzing financial wellness tools and education.

Financial wellness tools that automatically import relevant data—such as profile information, salary details and account balances—save participants a considerable amount of time and effort, and limits the possibility of human input errors, ensuring more accurate results, Corporate Insight says. However, it is important that firms let users modify imported information. Only 18% of recordkeepers included in Corporate Insight’s analysis automatically import participant data and also allow users to adjust the information. Corporate Insight notes that third-party tools and calculators do not include this feature, so firms with these tools are unable to adhere to this best practice.

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Corporate Insights’ February Retirement Plan Monitor report also says incorporating balloon tips, built-in calculators and contextual information can help participants enter their information correctly. Balloon tips should define or explain inputs and, when applicable, use examples. Almost every recordkeeper analyzed (94%) integrates balloon tips within at least one available tool. Forty-seven percent of firms include a built-in calculator within at least one resource.

As for financial wellness education, a recurring issue Corporate Insight found in its March Retirement Plan Monitor report was findability, as many recordkeepers lacked centralized education centers that make it easy to locate and browse materials. Leading firms cover a multitude of topics without compromising findability or format.

What makes for a successful financial wellness program?

Claire Daly, a research associate with Corporate Insight, tells PLANADVISER at the end of 2018, Corporate Insight published A Roadmap of the Financial Wellness Ecosystem, a syndicated study that takes a comprehensive look at financial wellness and the landscape of employer program offerings, and from that study, came up with its own definition of financial wellness.

“We consider a person to have achieved a state of financial well-being if they possess a manageable level of stress associated with current and future financial matters; a manageable level of debt—or no debt at all—that can be paid off without financial penalty or significant stress on an individual’s financial situation or lifestyle; enough disposable income to maintain a desirable lifestyle that is within reason and an ample emergency savings fund that can sustain an individual’s lifestyle for a bare minimum of three months; and a financial acumen that will allow them to plan appropriately for future goals and respond to unforeseen financial obstacles,” she says. “Therefore, a successful financial wellness program helps employees make progress towards, achieve and maintain these.”

According to Daly, there are a variety of different ways to analyze how effective a financial wellness program is at doing what. For example, the results of Corporate Insight’s 2018 survey showed that enrollment in employer-provided third-party financial programs is correlated with an increased likelihood of plan participation, contributing more to retirement and having more saved up overall.

Participation in a financial wellness programs also was associated with better emergency savings: 78% of survey respondents who said they were enrolled in their employer-provided third-party financial wellness program reported having an emergency fund. Of that 78%, a majority claim that it could last them at least two months, often longer. Comparatively, only 53% of those who claimed they did not use a financial wellness program reported having an emergency fund.

“These savings behaviors can help sponsors assess whether or not and to what extent financial wellness programs are impacting their employees’ overall financial circumstances,” she says.

Recordkeeper vs. third-party provider financial wellness programs

While Corporate Insight has not done a comparison of financial wellness programs between recordkeepers and third-party financial wellness providers, Daly says it received feedback from its financial wellness study that many plan sponsors find resources provided by recordkeepers uninteresting or ineffective.

However, she notes, several recordkeepers have partnered with third-party financial wellness program providers to offer robust offerings. In one such instance, some interesting aspects of the offering include its financial wellness assessment, which looks at participants’ financial knowledge and habits to provide personalized content suggestions, Daly says. In addition, participants can find curriculum-style lessons that include overviews of what participants will learn, knowledge quizzes and FAQs. The last page of each course reviews the material and suggests immediate action items, often linking to a calculator or tool for further engagement.

“More robust programs—which go beyond just education—tend to cost more for plan sponsors,” Daly says. “But, they include features such as on-site support, account aggregation, budget tracking and goal setting.”

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