3 Lies We Believe When It Comes To Financial Planning

“Don’t invest and forget.” This is a common sentiment that advisors try to communicate to their clients. We understand the importance of having a solid financial plan, but the plan doesn’t serve you if you set it and then don’t check in with it for years. A financial plan is a living and breathing document. As your life changes, so should your plan because those life changes can cause changes in your goals and your risks.

As you start your adult life, risks are generally low, and timeframes are typically long. You may be single, you may be renting. Should you hit some rough times, not that much may be rocked. This also applies to your investments. If there is a market shake-up, you have plenty of time to wait for the market to correct itself. Therefore, this is the time to be aggressive on your way to financial independence.

However, as your life changes, so does your risk. Perhaps you get married and start a family. Perhaps you buy a house or maybe you start a business. Suddenly, there is more at stake, there is more to lose. Additionally, while there is more at stake, there is less time. There is less time to save, less time to recoup any losses. These changes undoubtedly influence our decisions and our behavior in the market.

This change in risk isn’t done with the flip of a switch. Everyone’s life is different, hitting different life milestones at different times, starting to work towards financial independence at different places and having different goals to work towards. Therefore, computing risk, can be a gradual and complicated process. Working with a financial advisor can help you know when and how to change your risk so that you can steadily work towards the future and protect what you have today.

The opinions voiced in this material are for general information only and are not intended to provide specific advice or recommendations for any individual.

Let’s talk about employer loyalty. For much of the 20th century, Americans (by and large) followed a standard script: enter the workforce and work for a single company for decades, then throw a retirement party at 65 and cash in a pension – a reward for years of company loyalty. This pension provided retirement income; usually, a percentage of the yearly salary the employee earned while working. American Express established the first corporate pension plan in the US in 1875. By 1960, about half of the private sector employees had a pension. Of course, in 1960 the average life expectancy was 67, meaning that if you retired at 65 (standard at the time), the average pension only had to provide income for two years.

Since 1960 there have been many advances in modern medicine raising average life expectancy to 79. Suddenly, plans designed to cover a few years of post-retirement income were expected to cover retirees well into their 80s and 90s. Companies offering pensions began to realize that their retirement plans were becoming increasingly – sometimes prohibitively – expensive to fund. As pension expenses continued to rise towards the end of the 20th century, many companies were forced to design new systems to ensure their employees were financially secure come retirement.

The 401(k) plan hit the streets in 1980. The employer-sponsored retirement plan was rolled out as a replacement to traditional pensions and has since become the most common retirement savings mechanism in America. In essence, the 401(k) provides a tax-deferred way for employees to set aside wages for retirement. Employees elect to divert a certain percentage of their income each year to a 401(k) account. The diverted funds grow tax-free in that account until the employee retires.

In addition to providing the account, most companies offer a savings-match system. For instance, in a 3% match system, the company would match up to 3% of an employee’s elective contributions to their 401(k) account. The employer match provides a strong incentive for employees to start planning for retirement. If an employee doesn’t divert AT LEAST the match threshold into a 401(k) they miss out on the employer match – in other words, they lose out on free money from their employer.

Let’s talk about the benefits. Funds in a 401(k) account are able to grow tax-free. Because growth is not disturbed by capital gains taxes, accounts are able to grow faster than a standard individual account. Of course, there’s always a catch: money in employer-sponsored plans – like a 401(k) – cannot be withdrawn prior to age 59 ½ without paying penalties. Most plans offer options for the participants to increase their contribution rate on an annual basis, and small increases in contribution rate (even as small as 1%) year over year can make a huge difference by the time you retire.

Contributing to employer-sponsored retirement plans such as a 401(k) or 403(b) – the non-profit version of a 401(k) – is a vital part of preparing for retirement. The money is automatically deducted before your paycheck is cut, making it easy to budget and painlessly save for retirement at the same time.

Contributing to employer-sponsored retirement plans is an essential step towards retirement planning – but it is only the first step.

Please contact me at zach.swaffer@trilogyfs.com if you are interested in discussing the next steps you can take to ensure retirement security.