Making It Personal: Crafting a Personalized Mission Statement

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.

The road to financial independence isn’t always a smooth one. There are plenty of things that can pop up and derail us from our goals. Sometimes it’s an unexpected turn of fortune, like a sudden loss of a job or a medical crisis. More often than not, though, the things that derail us from our financial goals are our own financial bad habits.

There are a lot of financial bad behaviors that plague every-day Americans: impulsive purchases and overspending, not living within your means, lack of a financial plan for emergencies and the future. One of the most challenging aspects of financial bad habits is how unassuming they seem at first glance. Most of these bad habits appear to have a minor impact in the moment. Yet, living years with these bad habits left unchecked can do more damage to your long-term financial health than some of these situational detours, like the loss of a job or a medical crisis.

Awareness of these bad habits is the key to kicking them. Once you identify what they are, you can put steps in place to work against them. Not sure where your money is going? Make a budget and make sure that where your money goes reflects your values. Are you an over spender? Perhaps avoid those spending triggers like a mall or online vendors and give yourself a cash allowance rather than utilizing credit cards. Do you need to put more money away for an emergency fund or investments? Have money automatically transferred every month to ensure that you’re paying yourself first.

If you’re not sure what your financial bad habits are or how to fix them, working with a financial advisor might be your best course of action. Having a third-party look over your financial house and habits can help identify unhelpful behavior or areas of improvement. Our Decision Coach program was especially designed for those folks who may need some additional accountability and coaching. In fact, if one of your financial bad habits is lending money you can’t afford, a financial advisor can be a great scapegoat as to why you have to start saying No. We don’t mind being the “bad guy” to your loved one if that helps you stay on your path to financial independence.

The path to financial independence can have some pot holes, the most significant being our own self-sabotaging behaviors. However, the proper awareness can bring change. Changing any type of behaviors take time and support, and we’re happy to help those who are committed to helping themselves.

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