Jennifer DeLong

Engaging up front with four key workstreams may smooth the process of adding a solution.

Some retirees say they could have planned better for lifetime income—helpful insight for current participants.

For DC plan sponsors, developing a short list of income solutions is a good first step.

Understanding investor differences may help DC plan sponsors improve communications—and outcomes—for more than just the “average” participant.

Diverse stakeholders shared perspectives at AB’s Advancing Retirement Income symposium.

Confidence is up, but inflation and other worries offer ways to work toward better outcomes.

A secure lifetime income solution can seamlessly continue the “do it for me” structure that has helped DC plan participants save in their working years.

Matching workforce value propositions to changing employee needs can help ease growing anxieties about retirement and financial wellness.

How can the industry help plan participants translate savings into retirement income?

Plan sponsors can improve participant engagement with relevant, timely topics and ideas.

Plan participant perspectives can differ, and so should how sponsors connect with them.

The Department of Labor's new proposed rule clarifies how DC plan fiduciaries can consider ESG in investment selection. In our view, it represents meaningful progress.

Most retirees say they’re satisfied with their post-work situation, according to our most recent survey. But knowing why some retirees still struggle-especially with income-can lead sponsors to effective plan options that help participants avoid similar challenges.

Retirement income is the top goal among defined contribution (DC) plan participants. But according to our most recent survey, many participants struggle to find the best way to tap into those savings when the time comes. How can plan sponsors help close the gap?

With COVID-19 challenges lingering and defined contribution (DC) plan participant confidence consistently low, it's time for more plan sponsors to offer financial wellness programs-with topics well beyond retirement.

DC plan participants who secure guaranteed retirement income over time—much like dollar cost averaging—rather than all at once at retirement tend to be better insulated from the impact of market and interest-rate volatility on income.

Retirement planning has evolved from a singular focus on savings to ensuring that account values provide income for life. Multiple generations of DC plan participants are concerned that they'll outlive their retirement savings, and they're turning to plan sponsors for solutions.

Planning for retirement has historically been focused on saving as much as possible. But if the actual target is to secure income for life, we think giving participants a preview of the future income they're building can encourage even better savings habits now.

As more plan participants worry about retirement income security, demand for guaranteed income solutions is growing-and plan sponsors are pondering the options. While there are many ways to measure the benefits, we believe that some approaches-like in-plan and default options-have distinct advantages.

The Department to Labor's final rule on investment selection for DC plans left out language on ESG-themed investments. It's a change that erases some confusion and seems to acknowledge that ESG and financial considerations are inseparable.

Economic and market turmoil from the COVID-19 pandemic underscores the need for sponsors to shore up their plans. Can consultants and advisors help? We believe they can-not just during the crisis but with what's coming beyond it.

Demand for ESG investing is growing among DC plan participants, but with plan sponsors facing many choices and proposed new DOL rules, what's the best approach? As we see it, fully integrating ESG considerations is fundamental to better financial outcomes-which is always in participants' best interests.

The COVID-19 crisis poses a big challenge for employers to rationalize the benefits they offer to employees. With budgets stretched and every dollar scrutinized, tough choices loom on DC plan offerings, in addition to programs like financial wellness.

The use of collective investment trusts (CITs) is on the rise. In 2017, it was estimated that total CIT assets were $3.1 trillion and that they represented over 25% of all 401(k) assets*. Plan sponsors and their advisors like them because they combine the cost savings of a separately managed institutional account with the convenience of a mutual fund. That may explain the growth of CITs versus mutual funds in defined contribution (DC) plans

DC plan sponsors are taking their fiduciary roles more seriously today, and upping training among their ranks while relying more on third-party expertise, based on our latest survey.

The bear market is challenging defined contribution (DC) plan sponsors to reinforce timeless investing principles while also conveying new rules that bring relief to participants. Good communication practices are a key ingredient to achieving success in both these areas.

The SECURE Act will likely prompt more DC plan sponsors to seriously consider adopting a lifetime income solution. Plan sponsors may also determine that they want to let participants keep their assets in the DC plan during the withdrawal phase of retirement. This could be beneficial for both the plan and the participants.

Defined contribution (DC) plan sponsors want to improve their participants' retirement outcomes and keep their plans in good health. But it takes a lot more than keeping the lights on to boost those basic success measures. One move can help in both cases-a reenrollment.

When it comes to implementing a secure lifetime income solution for a defined contribution (DC) plan, sponsors may balk at the task of evaluating insurers and different types of retirement income options. But fiduciary help is already available, with additional services and innovations on the way.

Washington legislators have crafted some substantive support for defined contribution (DC) plans to offer secure income solutions for participants. The Secure Act, currently under Senate review, may be a key component in clearing away some hurdles that have previously made DC plan sponsors hesitant to incorporate lifetime income solutions.

Plan sponsors evaluating packaged and custom target-date solutions should take a close look at the demographics of their plan participants and how they stack up against those of a "typical" plan. It's critical information when making a glide-path decision.

Many plan sponsors wrestle with the decision of choosing—or changing—a target-date solution. Is a packaged product appropriate for plan participants, or are there advantages to using a custom solution? Or is there perhaps another choice?

In our new survey, DC plan participants voice their interest in aligning their retirement investments with their ethics. But the Department of Labor has apparently put up some roadblocks that cause DC plan sponsors to hesitate.

Retirement reality for many Americans may not be as grim as forecasters predict. Could it be better? Yes. But many retirees in our new survey see a glass that's more than half full.

With the midterm elections looming and an executive order that underscores President Trump's interest in how Americans save for retirement, it's increasingly possible that Congress could approve substantive retirement reform in the coming weeks.

President Trump's most recent executive order creates the potential for significant changes in how private sector retirement plans operate.

Target-date funds played a big part in helping defined contribution (DC) plan participants stay invested through February's market turmoil. And history does repeat: in the severe 2008–09 financial crisis, these funds kept many participants positioned to take part in a lengthy bull market.