Connect with us


Need to Know Tips for Successful Retirement Financial Planning




Everyone wants to enjoy a comfortable retirement life after years of labor in the workforce. However, to turn that dream into a reality, you need to have a plan in mind and a lot of effort to back it up.

According to a study in 2019, about 64% of workers had less than $10,000 saved up for retirement. Moreover, workers that were 50 years old and above reported that they had no retirement savings. Some of them might have been relying on a pension to survive, but most of the workforce seems to be in a financial retirement crisis. 

As a result of a lack of awareness regarding financial planning, many retiring workers suffer from not having enough to live out their retirement years in peace and comfort. Keep your future secure as we guide you on several tips to plan out your financial retirement goals ahead of time.

Evaluate your Current Position

When saving for retirement, planning for the longer-term future is a good frame of mind. Planning ten years ahead or retirement, evaluating your current situation and considering if you can make enough to last you through retirement can give you a good start on saving a large sum.

First, start by assessing how much you have already saved away for retirement. These can include the expenses you have in an Individual Retirement Account (IRA), workplace retirement plans such as a 403(b) or 401(k), and taxable accounts should you need to use them. The only thing you will not be adding into your total assessment count is the money saved up for large future purchases or emergencies. 

Investigate Income Sources

To bulk up on more finances, figure out where all your income is coming from and how you can make the most of it to improve your retirement financial planning.

To improve your retirement financial planning, figure out where all your income is coming from and how you can make the most of it. You can opt for Social Security benefits if you meet the requirements; work history, career earnings, and the age limit from where you can acquire benefits. Other income sources that can help improve retirement savings can include pensions and part-time jobs.

Think About Retirement Goals

Your retirement goals are an important factor that determines the budget of your retirement savings. Depending on your lifestyle you will have to calculate several expenses to have an estimate of how much you should plan to save.

Whether it’s living a quiet life in a small house or purchasing a bigger property to move in with your family, factors such as housing, transportation, groceries and even leisure activities are to be considered in determining financial goals. Some of the most common expenses during retirement years are medical-related such as doctors’ appointments, purchasing prescribed meds, etc. 

Once you have a clear estimate of all your expenses, you can create and follow a budget to know how much you need to save on an annual basis to meet your financial retirement goals.

Do you still have questions that need an answer? Consider asking the assistance of a wealth manager. With an emphasis on protecting finances against market loss and coaching on effective ways to financially plan for future goals, Ty J. Young, CEO and founder of Ty J. Young Wealth Management Inc. is an esteemed wealth manager who has offered a helping hand to many individuals and business owners on how they can manage their money.

The idea of Bigtime Daily landed this engineer cum journalist from a multi-national company to the digital avenue. Matthew brought life to this idea and rendered all that was necessary to create an interactive and attractive platform for the readers. Apart from managing the platform, he also contributes his expertise in business niche.

Continue Reading
Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *


The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

Continue Reading