Making the Most of Mail Surveys

By: Sara Rubinstein
5/18/2022 Read more

The Importance of Planning for Mid-Retirement

By: Brian Perlman
4/14/2022 Read more

Evaluating Retirement Preparedness and Confidence Among LGBTQ Americans

By: Greenwald Research
10/21/2021 Read more

Senior couple meeting financial adviser for investment

Designing a New Paradigm for Retirement Planning

Despite considerable efforts to promote retirement planning, there’s substantial evidence that most workers don’t do a good job of planning for retirement. This evidence reveals a new opportunity to reconsider the industry’s basic approach to retirement planning and think through how we can make our processes more effective. We can’t just blame consumers for poor planning; we must improve our approach, and now is an excellent time to do so.

For other significant life transitions, planning is the norm. To prepare children for the transition to school, a “pre-school” system has been established, which we now often refer to as  kindergarten. To prepare people for work, a wide variety of programs, including apprenticeships, work-study programs, and summer job internships, have been developed.

Unfortunately, there are no similar systems or programs designed to help people prepare for retirement. This absence provides an opportunity for financial professionals and retirement firms to fill in the gap. Indeed, this industry has the necessary tools and resources to help people prepare more effectively for life in retirement.

Through extensive research, Greenwald Research has found that a new paradigm is needed to engage pre-retirees and promote more effective retirement planning.  This paradigm involves substantially broadening the concept of retirement planning by financial professionals and retirement firms to include guiding individual clients and participants through:

1) Considering the range of possibilities they have for life in retirement and helping them pick goals that are most meaningful to them

2) Understanding the typical patterns of retirement that they are likely to experience

We believe this new paradigm will motivate more people to do retirement planning, enable more effective saving and investing, and improve satisfaction with advisors, leading to more referrals and assets under management.

This is not to assert that this approach is not being practiced today. However, our research has found that most advisors do not focus on this broadened role and when they do focus on it, it is not always done optimally. The industry has not given advisors the most effective tools and training to take on this broadened role.

The Problem with The Current Practice of Retirement Planning

Retirements are not only longer than ever before, but retirees also have longer periods of good health than any prior generation. Today’s retirement provides an unprecedented opportunity for new meaning, rewards, and deep fulfillment. But many do not optimize this opportunity and do not do the most effective preparation for their lives in retirement. The industry’s approach to retirement planning and rules of thumb are based on the shorter, less healthy retirements that took place half a century ago and have often not addressed the new opportunities that most retirees have for a more fulfilling life stage.

Alas, many retirement planning efforts currently focus on the things people are least excited to confront and include rules of thumb that convey inaccurate messages. Many financial advisors approach retirement planning by focusing on investing and dealing with investment risk—two topics that people generally don’t get excited about. The two most cited rules of thumb about spending in retirement—the 4% rule and the replacement rate—convey a pattern of spending that most retirees do not follow and thus, suggest a way of life in retirement that is misleading.

The 4% rule assumes consistent spending in retirement, with adjustments only made to account for inflation. However, spending is often not consistent in retirement and usually does not rise with inflation, so the message behind the 4% rule leads to sub-optimal planning.

The concept of a “replacement rate” assumes that spending in retirement will be just like spending during working years, except that people will not be working. Thus, the replacement rate assumes no spending for things like commuting, work clothes, cleaning, and having lunch at or near work. Everything else stays the same. But for many, the concept of a rewarding life in retirement is more than just a steady income stream to support life without work. Retirement can, and should, mean a lot more than simply not working.

An important problem in motivating financial preparation for retirement is that most people don’t know what they’re planning for. They haven’t thought through what they want to do. It’s hard to know what your expenses will be when you don’t understand what your retirement spending patterns will look like or even know what you’ll be spending on. It’s also hard to get motivated to prepare for retirement when you don’t have a vision of what it’s going to be like.

It’s not surprising that most people spend more time planning for vacations that often last two weeks than they do planning for retirements that often last two or more decades.

Many retirement planning efforts develop accumulation targets without considering what people want to do in their retirement years. Very few do something that would be more valuable: help people think through what they want out of retirement.

Designing a New Paradigm for Retirement Planning

With all of these problems, what’s the solution? To be effective and attract interest, planning must go beyond a narrow focus on investments and do more than simply help people develop an accumulation target and an asset allocation plan.

But who is available to guide pre-retirees to plan for life in retirement or educate them on what challenges to expect? Financial professionals and retirement companies are most capable of providing this help.

Helping People Determine What They Want Out of Retirement

The first step is to help people think about what they want to do in their retirement. Two of the most effective techniques are scenario planning and visualization. Scenario planning has been used by many corporate and government entities but is not often implemented in the retirement planning process.

As former financial advisor Patrick Sullivan and psychologist David Lazenby stated in their book, Scenario Selling: Technology and the Future of Professional Selling, “Scenario planning puts possibility before goal planning because it is not always possible to set goals before evaluating possible solutions.” They went on to write, “If you put goals before possibilities, you get objections. If you put possibilities before goals, you get commitment.”

Some financial advisors report that helping pre-retirees visualize what they want to do in retirement has been highly effective. Greenwald Research has found that pre-retirees believe that visualization can provide valuable results.

We recently interviewed a retiree who started thinking seriously about what he wanted to do in retirement one month after retiring. He then recalled a wish he had as a young man: to take a trip around the world. He looked into it, felt uncomfortable about the cost, and decided not to do it. But he could have afforded this trip if he worked just three more months. In retrospect, he wished he had, but it was too late.

Providing Information about Typical Retirement Patterns

The second step is to provide people with key information that many simply don’t have about financial life in retirement, such as the typical stages of life and spending in retirement. These are often referred to as the “go-go,” “slow-go,” and “no-go” stages. Information about these stages helps people understand their future spending needs and helps them anticipate and prepare for retirement.

A great deal of information is available about the pattern of life in retirement that can provide critical insights to those soon to retire. We should provide this information to pre-retirees so they can more effectively plan for retirement.

Planning for the Future

Our research has found that adult children often play a crucial role in providing support for aged retirees and that retirees also provide vital financial support to their adult children.

As part of retirement planning, it’s critical that spouses have detailed discussions about their visions of retirement and that retirees and their children have conversations about their expectations and needs.

Adopting this new paradigm will, we believe, motivate more to do retirement planning and make the saving and investment side of planning more effective. The process to implement this new paradigm may be complex, but in our decades of talking to workers, retirees, and financial professionals, Greenwald Research has developed a firm view on how to execute it.

If you’re interested in discussing how we can develop a new paradigm for retirement planning together, contact us.

Examining Retirement Confidence Among Black & Hispanic Americans

Released in April 2021, the 31st Annual Retirement Confidence Survey (RCS) provides a wealth of information on how workers and retirees in the United States intend to achieve a financially secure retirement—data that has piqued the interest of many professionals as the COVID-19 pandemic continues to shape lives both personally and professionally.

As the longest-running survey of its kind, the RCS offers valuable in-depth information on retirement confidence among a variety of American populations, with 2021 bringing in even more data on Black and Hispanic workers and retirees. A recently released special report details more insights from the oversampling of these two groups led by the study’s co-authors, Greenwald Research and the Employee Benefit Research Institute (EBRI).

Fielded in both English and Spanish, this year’s Retirement Confidence Survey sought to determine key retirement trends from its audience of more than 3,000 respondents aged twenty-five and older. The annual study introduced many new questions to address the impact of COVID-19 and understand how the financial system influences retirement preparations for Black and Hispanic Americans specifically.

Greenwald and EBRI analyzed more than 730 completed surveys each from Black and Hispanic participants who shared their visions of retirement by answering questions about retirement plans and preferences in terms of age, timeline, expenses, quality of life, work, and other important factors.

Core Topics Covered in the 2021 RCS

  • Personal perspectives on ability to achieve secure retirement
  • Overall impact and burden of lower asset, income, and debt levels
  • Trust in financial service institutions and reliance on other sources
  • Effect of COVID-19 on retirement savings and other financial plans
  • Interaction between supporting family and saving for retirement

Key Findings: Wealth, Work & More

The weight of debt can hinder the ability of many people to save, build wealth, and feel secure during retirement. In general, strong evidence correlates financial resources and retirement confidence in the United States. The Retirement Confidence Survey regularly finds this to be true, which is why Greenwald and EBRI researchers take into account demographic differences that exist in and among population segments when drawing conclusions about study results.

Much-needed context is added to respondents’ experiences when we recognize, for example, that Black and Hispanic Americans are more likely to have lower incomes and assets than White Americans or that they are more likely to be negatively impacted by the pandemic. This type of knowledge is essential to interpret data with greater accuracy and inform decision-makers who may possess the power to create change in areas related to retirement outcomes.

High levels of retirement confidence across the income spectrum in the RCS reflect the optimism of Black and Hispanic Americans. And although findings uncovered their unique financial priorities, they still underscore large income disparities and wealth gaps.

Retirement Confidence & Income

  • Feeling confident in having the money to live a comfortable retirement increases with income. This is true regardless of race or ethnicity. In the survey’s upper-income group, 86 percent of White Americans, 84 percent of Black Americans, and 85 percent of Hispanic Americans reported confidence in their retirement prospects.
  • Wealth gaps continue to exist between White and Black Americans and White and Hispanic Americans. For the middle- and upper-income groups of population segments, the highest amount of assets ($250,000 or more) was much higher for White Americans than for Black or Hispanic Americans.

Retirement Confidence & Work

  • Negative income and job changes from the pandemic may affect retirement prospects. Hispanic Americans and Black Americans experienced more negative income and job changes than White Americans. Three in ten Hispanic workers compared to 2 in 10 White workers said COVID-19 influenced the number of hours they could work.
  • Negative reasons are cited for retiring early and working for pay during retirement. Black and Hispanic retirees are more likely to retire earlier than planned for negative reasons, such as health concerns or disabilities, rather than for positive reasons like being able to afford earlier retirement. Those who work for income in retirement are also more likely to cite negative reasons like making ends meet or supporting others.

Retirement Confidence & Relationships

  • Immediate support for friends and family often takes priority over retirement savings. In the upper-income group, nearly half of Black Americans and nearly one-half of Hispanic Americans believe it’s more important to help loved ones now than save for retirement, compared to one-third of White Americans.
  • Personalized education and meaningful connections with financial advisors are important. Hispanic and Black Americans are more likely to prefer connections or commonalities between themselves and professional advisors, which can include gender, life experience, racial and ethnic background, or even ties to employers.

Remedying Retirement Confidence

With Black and Hispanic Americans reporting disproportionately lower financial resources and corresponding sentiments about their retirement and financial security, the Retirement Confidence Survey highlights many of the issues that continue to exist in the US financial system and some of the opportunities available to address them.

In addition to creating jobs with higher wages and salaries to make room for retirement savings, American employers can help by developing workplace savings plans that offer personalized financial advice or general assistance in balancing everyday financial priorities. Service companies in the finance sector can contribute by building a more diverse workforce to better serve all customers.

See a summary report of the 2021 Retirement Confidence Survey for an overview of all key findings, and learn more about purchasing the full results for deeper insights. To obtain early access to new research on retirement confidence and other health and wealth topics, get in touch with Greenwald.

Product Labs for Developing Financial Solutions

When it comes to effectively developing and introducing a new financial solution, there are two keys to success—product design and persuasion: persuading advisors to recommend it and consumers to buy it. It’s interesting that some product development research focuses heavily on the first component, but not on how to be most persuasive about it. This is unfortunate because effective marketing is arguably more important to the success of a new financial solution than its design. I’ve seen a number of good solutions fail from insufficient wholesaler presentations and consumer persuasion, and I’ve also seen acumen in persuasion lead to successful results for less than optimal solutions.

Read more

The Time Is Here for Workplace Education on Life Insurance

The Millennials & Life Insurance Survey, recently released by Greenwald Research, found that the COVID-19 pandemic has spurred an interest in the purchase of life insurance among Millennials, Americans aged 23 to 38. A significant minority of this segment of the US population says they have purchased life insurance since the beginning of the pandemic or that they are planning to purchase coverage in the next twelve months. Although this study found a large majority of Millennials agreeing that people like them should have life insurance, many still do not have sufficient coverage, or any coverage at all. Premature death can have devastating financial impacts on the unprepared. But with COVID-19 as an almost daily reminder that death can occur at any age, the numbers show that despite this group’s positive outlook on life insurance, they are failing to act. One solution to this problem remains largely unexplored; workplace education can help fill the gaps in Millennials’ understanding of life insurance.

How Millennials View Life Insurance Today

Greenwald’s Millennial Life Insurance Survey confirms that many Millennials view life insurance policies as too expensive and possess a false sense of confidence regarding how much life insurance they need. While most somewhat agree they have a clear understanding of their coverage requirements, study data reveals Millennials aren’t taking the necessary steps to arrive at an answer.

Several inconsistencies exist in the modern Millennial’s perspective on life insurance, with their take on technology one of the most surprising. Most Millennials surveyed would prefer to gather information through a financial adviser before purchasing a policy, but not many do. Those who obtain life insurance outside of work make their purchase entirely online, but only a small minority indicates this as their preference. And while an overwhelming majority of Millennials say that they would use online tools to calculate coverage needs, again a small minority reported using such tools.

Inadequate planning leaves many Millennials underinsured. The Millennial Life Insurance Survey indicates that an overwhelming majority intend to purchase more life insurance and a substantial number have under $250K in coverage. Even more problematic, few participants believe their family would be okay financially if their spouse or they themselves were to die prematurely. The research also suggests that this failure to engage in the planning process extends beyond life insurance coverage; very few Millennials surveyed have coordinated a will, power of attorney, or transfer of asset agreement upon death.

Where Life Insurance Learning Can Take Place

As with any complex product, a lack of knowledge—enough to understand the purpose and value of life insurance—can become an obstacle to purchase. Education from employers holds the highest potential for addressing the inadequacy of life insurance coverage among Millennials. Because life insurance is so often acquired at work, the workplace can be a highly effective place for younger Americans to learn about the value of policies and explore their coverage options. Employers can offer life insurance as a voluntary benefit, spread awareness through general education or workplace wellness programs, and encourage policy planning and purchase.

Based on the opinions observed in this new study, there may be several beneficial lessons employees can learn about life insurance, including the real cost of coverage and the ease of purchasing a policy.

  • Life insurance is not expensive. Employers can communicate to their teams that coverage is a manageable expense. Employees interested in policies that aren’t offered through an employer can also easily find inexpensive alternatives outside of the workplace with individualized underwriting that often reduces cost for health applicants.
  • Simple online tools can calculate coverage needs. Employers can share resources for determining coverage goals and amounts or conduct training to demonstrate tool use and walk through life insurance products offered at the workplace.

Workplace wellness programs are great opportunities for life insurance education. Previous research from the Greenwald team, like the 2020 Workplace Wellness Survey, suggests health and well-being programs are often geared toward Millennials. They are frequently structured around major life events and challenging topics, such as debt management and financial security. Many Greenwald studies point to the birth of children and marriage as the two biggest drivers of interest in life insurance protection. And in the Millennial Life Insurance Survey, paying off a mortgage and helping with family debt are the most important reasons respondents give for having life insurance. The clear alignment of employer wellness programs and Millennial life insurance behaviors makes this group perhaps the most suitable target for life insurance education.

Finding ways to resolve the disconnect between consumer intentions and behaviors will help improve overall financial management for Millennials today. As businesses continue to adjust recruitment efforts, optimize internal processes, and retrofit their culture around remote or hybrid work during the pandemic, employers should examine their current policy offerings and consider educating teams more on the importance of life insurance.

Interested in learning more? Full findings from the Millennials & Life Insurance Survey are available for purchase along with Greenwald’s recent Rethinking Retirement Survey. To gain early access to future study results or talk more with our team about Millennial life insurance education, get in touch with Greenwald.

Supporting the Health & Financial Well-Being of America’s Unpaid Caregivers

Caregivers are the backbone of society, helping people grow, heal, and age with grace and dignity. While caregiving is a big business worth $30 billion in the U.S. alone according to one industry report,1 unpaid caregiving is an even larger animal. The report Caregiving in the U.S. 2020—the result of a national study conducted by Greenwald Research on behalf of the National Alliance for Caregiving (NAC) and AARP—found that one in five Americans provide unpaid care to a family member, friend, or neighbor, with a total that has risen in the last five years from 43.5 million in 2015 to 53 million in 2020.2 Estimates from 2017 place the economic value of that care at $470 billion.3

As the American population ages and more unpaid caregivers dedicate time to caring for loved ones, leaders in both the public and private sectors must find new opportunities to help them navigate the health and financial implications of their important role.

How to Know if You’re an Unpaid Caregiver

The CDC defines caregivers as people who provide ongoing assistance with everyday tasks on a daily or regular basis.4 Unlike paid caregivers, informal or unpaid caregivers are not required to hold specific certifications, take courses, or comply with government regulations related to care delivery.

Although they have more freedom and flexibility in where, when, and how they provide this assistance, taking on this large responsibility—often while working full-time—means many unpaid caregivers struggle with the physical, mental, financial, and professional costs associated with the logistics and experience of caring for older adults and people living with a health condition, illness, or injury. This is where healthcare organizations, financial services companies, and other businesses can offer support.

Every care plan looks different, but common unpaid caregiver responsibilities include:

  • Assisting with personal needs (bathing, dressing) or visiting and checking in
  • Performing household chores (cooking, cleaning, yard work) or running errands
  • Providing transportation or mobility aid (driving, helping in and out of beds and chairs)
  • Managing finances or arranging for various outside services and necessities
  • Speaking with healthcare providers or coordinating care and appointments
  • Monitoring vitals, evaluating condition, or administering medicines, pills, and injections
  • Managing equipment (hospital beds, wheelchairs, hearing aids, oxygen tanks, nebulizers)

If you perform any of these duties for another adult without pay, you may be one of the millions of unpaid caregivers in the U.S. today. If you don’t currently provide this level of care, chances are you will at some point in your lifetime, whether for a partner, family member, close friend, or neighbor.

Supporting Caregivers During COVID-19 & Beyond

Caregivers in the U.S. have always been in need of formal, organized support, but the global COVID-19 pandemic has brought this issue even further into the forefront for leaders in healthcare and other industries that affect the daily lives of unpaid caregivers.

Greenwald Research is proud to partner with a number of healthcare organizations, financial services companies, employers, and advocates looking for smarter, more streamlined ways of helping caregivers better manage health and financial wellness for themselves and others. Our research for NAC and AARP offers new insights on the impact unpaid caregiving has on physical health, emotional well-being, financial situation, family dynamics, workplace setting, and more in an attempt to understand the experiences of modern caregivers.

Examining these findings will help drive the conversation around how we, as co-workers and employers in an industry focused on risk and security, can develop innovative solutions to support the caregivers of today and tomorrow.

A Virtual Research Workshop on Caregiving

Greenwald is excited to share some of the data we’ve collected in this area during the workshop Caregiving with a COVID-19 Lens on Thursday, April 29th, 2021. Part of the Society of Insurance Research (SIR) Virtual Spring Research Workshops Summit, this panel will review our recent research and guide leaders from NAC, Voya, and SCAN Health Plan in a discussion on the future of caregiver support, moderated by Greenwald’s Chief Research Officer, Lisa Weber-Raley.

To experience this workshop or learn more about research on caregiving and other topics across the healthcare landscape, reach out to Greenwald Research.

 

  1. Global Health Caregiving Industry Report, Global Industry Analysts
  2. Caregiving in the U.S. 2020, NAC and AARP
  3. Valuing the Invaluable: 2019 Update, AARP Public Policy Institute
  4. Caregiving, Alzheimer’s Disease and Healthy Aging, CDC

We Need New Investment Portfolios and New Metrics to Adjust to the Low Interest Rate Environment

The low interest rate environment has created problems for those accumulating for retirement and in retirement. A significant allocation to fixed investments, which many use for stability, now contributes very little to return, driving down the potential for growth for the overall portfolio while also providing a less effective buffer against equity market loss.

Fortunately, there are solutions that have the potential for growth while protecting against a market drop, but these solutions add to the complexity of investment allocation decisions, and our current tools to measure risk tolerance don’t map to these new choices. In general, investment decisions require a more effective metric to help pre-retirees and retirees make better investment allocation decisions.

In this blog post, I will address the problem and the solution and provide a suggestion for the new metric.

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