Bob Doll Peers Into His Crystal Ball for 2016

The economy will keep on muddling through; investors will have to jump some hurdles, but Bob Doll says there is still room for optimism.

Every January, Bob Doll, senior portfolio manager and chief equity strategist for Nuveen Asset Management, makes 10 predictions about the markets and the economy for the year.

Last year, shadowed by anxiety and uncertainty, Doll says, proved mostly unrewarding for investors. China’s slowdown and the long-anticipated Fed liftoff, as well as a late-year commodity prices meltdown and continued terrorism threats presented headwinds for stocks.

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Doll notes that the fundamental issue of weak corporate earnings was most responsible for equities’ lackluster progress. The combination of a strong U.S. dollar and falling oil prices acted as a drag on revenues and earnings. It wasn’t surprising that energy, materials and some industrial companies faced problems. What was somewhat surprising, however, was that the benefits of lower oil prices only marginally lifted earnings from consumer-oriented and other “energy-using” segments of the market. 

This year brings good news (a recession is unlikely, Doll believes), bad news (it’s difficult to see significant market gains), as well as ugly news (in order to make money, tactical moves may be likely).

Retirement plan advisers will have their work cut out for them, according to Doll, and the need for advice will only go up when they can’t simply fall back on index funds. “When the market’s up, say 15% every year, it doesn’t matter,” he tells PLANADVISER. People can buy the index and ride the wave. “But we don’t have that anymore and people will have to work harder”—both as fund managers and as investors.

Plan participants who are nearing retirement obviously have more challenges than younger ones, Doll says. Younger participants, especially those just starting out, simply need to be actively investing their money, and leveraging the power of dollar-cost averaging and a long time horizon. “How many 20-year periods has the stock market not outperformed everything else?” he asks. “Answer: zero! They should be in the stock market! Jumping out at the bottom is what makes bottoms, just like careening in at the top makes tops.”

NEXT: Will active management trump index funds in a volatile market?

Market conditions may motivate more plan sponsors to turn to active management strategies, Doll believes, but “managers are going to have to show the results to justify the money coming their way.”

Plan sponsors and advisers will have to pick good managers, Doll says, “managers that have a process that makes good sense and that have some history of outperformance.” But outperformance is just one factor. “You cannot judge on the past three years or just look at past performance.”

Factoring in the manager’s process means weighing several considerations, a combination of manager changes and how the actual process changes. “Is there reason to believe that a process is going to work over time?” Doll points out. “No one can guarantee a one-year return.”

For this year, Doll forecasts Treasury rates will rise, but high yield spreads will fall. He notes that for several years Treasury yields have been rising unevenly, and that many people forget (or perhaps missed altogether) that 10-year Treasury yields bottomed at 1.43% in July 2012.  Since then, rates have meandered irregularly higher as economic growth advanced and the Fed continued to make slow moves toward normalization.

U.S. equities will experience a single-digit percentage change for the second year in a row, Doll predicts, for the first time in almost 40 years. Markets rarely deliver single-digit returns, he observes, even though the average long-term annual rate of return for equities is in the high single digits. And it is especially rare for equities to do so in consecutive years. The last time this happened in the U.S. was 1977 and 1978. He believes a large upside or a large downside move (meaning a double-digit percentage gain or loss) is unlikely.

Doll’s forecast for S&P 500 earnings: they will make limited headway as consumer spending advances are partially offset by oil, the dollar and wage rates. In 2015, the constant pressure on earnings was the most significant headwind for equities. Doll does not expect the dollar to climb as significantly as it did in 2015, and he believes oil prices are bottoming, twin headwinds that should ease.

NEXT: Look for these 10 things to happen in 2016

Upward pressure on wages, however, could emerge as a new problem for earnings. Higher levels of consumer spending should provide modest revenue growth, and ongoing corporate buybacks should allow some degree of earnings growth.

Bob Doll’s predictions for 2016 are:

  1. U.S. real gross domestic product (GDP) remains below 3% and nominal GDP below 5% for an unprecedented tenth year in a row.
  2. U.S. Treasury rates rise for a second year, but high yield spreads fall.
  3. S&P 500 earnings make limited headway as consumer spending advances are partially offset by oil, the dollar and wage rates.
  4. For the first time in almost 40 years, U.S. equities experience a single-digit percentage change for the second year in a row.
  5. Stocks outperform bonds for the fifth consecutive year.
  6. Non-U.S. equities outperform domestic equities, while non-U.S. fixed income outperforms domestic fixed income.
  7. Information technology, financials and telecommunication services outperform energy, materials and utilities.
  8. Geopolitics, terrorism and cyberattacks continue to haunt investors but have little market impact.
  9. The federal budget deficit rises in dollars and as a percentage of GDP for the first time in seven years.
  10. Republicans retain the House and the Senate, and capture the White House (as long as Trump is not the nominee).

Every year, Doll also scores his previous year’s forecast. He gives himself seven out of 10 for 2015. He incorrectly predicted a 3% growth in U.S. GDP and said U.S. equity mutual funds would show their first significant inflows since 2004. He marked as “half correct” two calls: that U.S. equities would enjoy another good yet volatile year, as corporate earnings and the U.S. dollar rose, and that oil prices would fall and then end the year higher than where they began.

Client Motives Differ in Broad Financial Wellness Trend

Driven both by employer paternalism and pragmatism, financial wellness programs are rapidly expanding among U.S. companies, according to Aon Hewitt. 

A new survey and research report from Aon Hewitt reveals large employers plan to expand the depth and breadth of financial well-being programs in the year ahead.

In fact, according to Aon Hewitt’s “Hot Topics in Retirement and Financial Well-Being” survey report, a majority of large employers (55%) now offer help to workers in a least one category of financial wellness, such as budgeting, debt management or the financial aspects of health care. Survey results further show more than one-third (38%) of the 250 large employers recently surveyed—collectively employing nearly 7 million workers—provide help across at least three categories of financial wellness.

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Even more impressive are the forward-looking findings. According to Aon Hewitt, by the end of the new year more than three in four (77%) large employers will have at least one financial wellness program in place. A little more than half (52%) will be running at least three such programs.

“Workers have a wide variety of financial needs and challenges,” says Rob Austin, director of retirement research at Aon Hewitt. “Employers are realizing that they need to provide a range of financial well-being tools and resources to help this diverse workforce and to truly make an impact on workers’ long and short-term savings goals.”

The survey also delves into employer motivations for offering financial wellness programs. Most, about 85%, suggest they are creating and adding financial well-being programs at least in part because “it is the right thing to do.” At the same time employers are being pragmatic about their offerings: nearly as many (80%) also point to employer-directed goals for their financial wellness offerings, for example, increased employee engagement or productivity.

”Workers say they want their employer to provide them with the resources to help them obtain a more secure financial future, and it seems that employers are stepping up to this request,” Austin adds. “In 2016, financial well-being programs will cement themselves as part of most employers’ total benefits package.”

NEXT: What’s being offered

Many employers say they are instituting financial wellness programs to help ease their employees' transitions from working years to retirement years—from retirement asset accumulation to sustainable spending. This makes sense, Aon Hewitt says, given 70% of employers believe they will see a significant increase in retirements over the next three years.

Accordingly, one out of every five of these employers has increased the level of automation, self-service and/or web access to their retirement plans, “so workers can more easily start their retirement process.” Of the remaining group, 77% suggest they’re very likely or moderately likely to make retirement plan enhancements in 2016. By the end of the year, Aon Hewitt finds a vast majority of employers  surveyed (89%) “will have taken some step to reach out to near retirees about the necessary steps in the retirement process.”

Still only a minority of plans allow for individuals to receive their money through systematic payments delivered over an extended period of time, but Aon Hewitt projects the number that will do so to be 45% by the end of 2016 versus 35% in 2015.

Overall for the year, 56% of employers say they’re very likely to create or focus on the financial well-being of employees in ways that extend beyond strictly retirement-related decisions. This is up 10% over last year and “places expanding financial well-being firmly in the top spot of employer initiatives in 2016.”

“While there is wide accord on the desire to expand financial wellness initiatives, there is less unity in the choice of the actual tools and services offered to workers,” the report concludes. “We asked employers about financial wellness programs on seven different fronts [ranging from managing day-to-day finances and creating a basic financial plan to taxation strategies, debt management, health care planning and estate planning]. Although nearly every area saw growth from 2015, no one area is offered by a majority of employers.”

The full survey results are available for download here, following a brief registration. 

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