
These 3 Big Dividends Just Got Cut. They're Safer Than Ever
If you invest for long enough, you may hear a skeptic of high-yield investments—such as 8%+ yielding closed-end funds (CEFs)—say something like:
'Sure, you're getting a lot of income now, but what if that dividend gets cut?'
Today we're going to answer that with a look at how a dividend cut can actually send a CEF (or any dividend investment, really) on a profitable run. We'll do it by looking at three CEFs that followed this exact pattern: Cutting dividends and then going on to give investors huge returns for years and years.
These funds show that a dividend cut on its own isn't reason enough to avoid an investment. It could, in fact, be a buy signal.
ASG Ties Payouts to Portfolio Gains—and Delivers Triple-Digit Total Returns
Let's start with the Liberty All-Star Growth Fund (ASG), which yields 8.2% as I write this and trades at a 7.7% discount to net asset value (NAV, or the value of its underlying portfolio). Put another way, the fund's portfolio is valued at just over 92 cents on the dollar.
That portfolio consists of a basket of large- and midcap stocks, with holdings like NVIDIA (NVDA) and Meta Platforms (META) alongside firms such as property manager FirstService (FSV) and Ollie's Bargain Outlet Holdings (OLLI), which runs a chain of discount stores.
The fund uses an approach to dividends that a handful of other CEFs also follow: It commits to paying 8% of its NAV in payouts each year (in ASG's case through four quarterly installments). That means that the dividend does tend to float, and the latest one is about 17% below where it was a decade or so ago.
Now in light of that policy, this dividend 'cut' is a little different than one we might see at a fund with a fixed payout, like the two we'll examine next. But regardless, ASG's lower payout might cause some investors to pass on the fund.
That's too bad for them, since ASG has delivered plenty of special dividends in the last decade (the spikes in the chart above), culminating in a 162% total return (with price gains and reinvested dividends).
Did ASG's payout technically decline? Yes. But that strong total return more than makes up for it, proving that the lower payout is a poor reason to avoid this well-run CEF.
A 13.6%-Yielder That's Made a Smart Dividend 'Cut '
Our next fund yields well into the double digits: the 13.6%-yielding BlackRock Technology and Private Equity Term Trust (BTX). As the name says, BTX holds well-known tech stocks like NVIDIA, Amazon.com (AMZN) and Apple (AAPL). It also holds a collection of private-equity investments.
We added BTX to my CEF Insider service in our April 2025 issue. But before then we avoided it, partly because its IPO was in 2021, when many tech firms, and many of the PE investments BTX's former management team purchased, were overvalued. BTX, which replaced its managers at the end of January, has only recently traded at what I would consider a buyable price.
We've been more than happy that we were patient! In less than two months since our buy call, BTX has returned 16%, as of this writing.
Even with its recent dividend cut (more on that in a moment), BTX's current yield still translates to more than $11,000 per month on every $1 million invested. But you could easily miss this if you just looked at its dividend history.
BTX Dividend
Of course, a 19.3% decline in the last five years jumps out, and that gentle slide lower at the right side of the chart also looks like it could be a warning sign.
Let's take the second point first: That slide is due to the fact that the fund's previous management team overdid it on their last dividend hike. The new team is gradually adjusting lower. That's not a reason to worry.
Meantime, a major reason why BTX's yield so high is that the fund remains underpriced, even after its recent run (as yields and share prices move in opposite directions). As you can see above, at the start of the year, it traded at a double-digit discount that has since narrowed to around 2%. That's a major reason for the 16% total return we've realized from this fund at CEF Insider.
So, even if BTX's 13.6% yield is at risk of moving lower, investors who've bought the fund are still doing fine, thanks to the stock-price appreciation they've realized. (And of course, the huge income stream, which remains so even with a decline.)
In other words, a continued gradual drift lower in the payout is fine, as long as BTX's portfolio keeps rising. We've seen that happen consistently over the last couple of months, and I expect it to continue as the fund's discount moves closer to becoming a premium.
Growth More Than Offsets This Payout Cut
Finally, let's consider another 'cutter' that's (now) delivering consistent income: the Pioneer High Income Fund (PHT), which holds high-yield corporate bonds.
PHT's portfolio has been appreciating, despite volatile markets, as the Fed postponed rate cuts. The longer the central bank holds off, the more high-yield, longer-duration bonds PHT can buy (these bonds become more valuable as interest rates decline).
PHT has had a 15.6% annualized return over the last three years, as of this writing, as it recovered from the 2022 selloff. And look at what the dividend did in that time:
PHT Dividend
That 12% payout cut happened while PHT was delivering those same strong returns. Sure, the dividend—current yield 8.2%—made up a smaller part of PHT's 15.6% annualized return due to the cuts, but capital gains more than made up the difference. In a situation like that, does the lower dividend really matter?
Look at it this way: Every dollar put into PHT three years ago now earns a 9.6% yield on an investor's original cost. And on the price front, every dollar is now worth $1.17.
These funds are just three examples of how dividend cuts are only one part of the story when looking at high-yield investments like CEFs—and how they can actually spark a turnaround in an investment's performance. That said, it's also true that you can't just put all of your money in one CEF and rely on that payout for the rest of your life.
But it is possible to tap a strong income stream and, with just a bit of elbow grease, rebalance your portfolio every now and then to secure that income stream. And, of course, capital gains are also on the table to grow your portfolio in the long run.
Michael Foster is the Lead Research Analyst for Contrarian Outlook. For more great income ideas, click here for our latest report 'Indestructible Income: 5 Bargain Funds with Steady 10% Dividends.'
Disclosure: none
Hashtags

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
6 minutes ago
- Yahoo
HIMS: Hims & Hers Shares Sink After FTC Probe Details Emerge
Aug 15 - Hims & Hers Health (NYSE:HIMS) slipped about 3% in early trading on Friday after Bloomberg published fresh details about a Federal Trade Commission probe into the company's business practices. The report says the FTC opened an inquiry following consumer complaints that Hims & Hers makes it hard for customers to cancel subscriptions and questions the company's advertising practices. Warning! GuruFocus has detected 4 Warning Sign with HIMS. Hims & Hers first told investors about a regulatory review in July 2024, but Bloomberg's report adds new color on what regulators are investigating. According to people familiar with the matter, the agency looks at cancellation flows, disclosure language, and whether marketing crosses legal lines. The company hasn't released a new statement tied to the Bloomberg story. For investors, the short-term hit reflects the subscription model's vulnerability: when regulators probe cancellation or billing, churn can rise and trust can fall. Analysts will watch complaint volumes, any formal FTC subpoenas, and whether the firm needs to change its renewal mechanics or face penalties. Until that clarity arrives, expect volatility around HIMS shares as traders price regulatory risk into the stock. Based on the one year price targets offered by 13 analysts, the average target price for Hims & Hers Health Inc is $51.22 with a high estimate of $85.00 and a low estimate of $28.00. The average target implies a upside of +8.67% from the current price of $47.13. Based on GuruFocus estimates, the estimated GF Value for Hims & Hers Health Inc in one year is $36.25, suggesting a downside of -23.09% from the current price of $47.13. Gf value is Gurufocus' estimate of the fair value that the stock should be traded at. It is calculated based on the historical multiples the stock has traded at previously, as well as past business growth and the future estimates of the business' performance. For deeper insights, visit the forecast page. This article first appeared on GuruFocus. Error while retrieving data Sign in to access your portfolio Error while retrieving data Error while retrieving data Error while retrieving data Error while retrieving data
Yahoo
6 minutes ago
- Yahoo
Blade Air Mobility And 2 Other Promising Penny Stocks To Watch
As the U.S. stock market experiences fluctuations, with recent inflation data affecting rate-cut expectations and major indices like the S&P 500 reaching new highs, investors are exploring diverse opportunities. Penny stocks, often representing smaller or newer companies, continue to attract attention due to their potential for value and growth despite their vintage moniker. In this article, we explore three penny stocks that stand out for their financial resilience and potential long-term promise in today's market landscape. Top 10 Penny Stocks In The United States Name Share Price Market Cap Financial Health Rating ATRenew (RERE) $4.24 $1.01B ★★★★★★ Waterdrop (WDH) $1.80 $661.84M ★★★★★★ WM Technology (MAPS) $1.25 $216.34M ★★★★★★ Performance Shipping (PSHG) $1.87 $23.62M ★★★★★★ Tuniu (TOUR) $0.9326 $96.78M ★★★★★★ BAB (BABB) $0.94 $6.75M ★★★★★★ Lifetime Brands (LCUT) $3.90 $89.5M ★★★★★☆ Marine Petroleum Trust (MARP.S) $4.28 $8.62M ★★★★★☆ Resources Connection (RGP) $4.72 $164.37M ★★★★★★ TETRA Technologies (TTI) $3.96 $522.46M ★★★★★★ Click here to see the full list of 395 stocks from our US Penny Stocks screener. Below we spotlight a couple of our favorites from our exclusive screener. Blade Air Mobility Simply Wall St Financial Health Rating: ★★★★★☆ Overview: Blade Air Mobility, Inc. offers air transportation and logistics services for hospitals both in the United States and internationally, with a market cap of approximately $358.64 million. Operations: The company's revenue is divided into two main segments: Medical services, generating $153.51 million, and Passenger services, contributing $100.84 million. Market Cap: $358.64M Blade Air Mobility, Inc. has been navigating a challenging landscape as an unprofitable company with increasing losses over the past five years. However, it remains debt-free and possesses a substantial cash runway exceeding three years, which could provide stability amid its financial struggles. Recent earnings reports indicate a narrowing net loss for the second quarter of 2025 at US$3.74 million compared to US$11.33 million the previous year, alongside modest revenue growth in both medical and passenger services segments. Potential acquisition talks with Joby Aviation highlight strategic interest in Blade's market position despite its current financial difficulties. Click here and access our complete financial health analysis report to understand the dynamics of Blade Air Mobility. Understand Blade Air Mobility's earnings outlook by examining our growth report. Information Services Group Simply Wall St Financial Health Rating: ★★★★★☆ Overview: Information Services Group, Inc. is an AI-focused technology research and advisory firm operating across the Americas, Europe, and the Asia Pacific with a market cap of approximately $242.91 million. Operations: The company generates revenue from its Fact-Based Sourcing Advisory Services, totaling $240.20 million. Market Cap: $242.91M Information Services Group, Inc. has shown resilience as it navigates the competitive landscape of technology advisory services. The company reported US$61.57 million in Q2 2025 sales, slightly down from the previous year, yet net income rose to US$2.18 million from US$2.04 million, illustrating improved profitability despite revenue fluctuations. With its debt well-covered by operating cash flow and a satisfactory net debt to equity ratio of 36.1%, ISG maintains financial stability while actively engaging in strategic initiatives like share buybacks and dividend distributions, enhancing shareholder value amid ongoing digital transformation efforts across various industries. Navigate through the intricacies of Information Services Group with our comprehensive balance sheet health report here. Evaluate Information Services Group's prospects by accessing our earnings growth report. loanDepot Simply Wall St Financial Health Rating: ★★★★☆☆ Overview: loanDepot, Inc. operates in the United States by originating, financing, selling, and servicing residential mortgage loans and has a market cap of approximately $658.54 million. Operations: The company generates revenue of $1.12 billion from the originating, financing, and selling of mortgage loans. Market Cap: $658.54M loanDepot faces challenges as it remains unprofitable, with a net loss of US$13.39 million in Q2 2025, although this is an improvement from the previous year. The company has a high net debt to equity ratio of 1095.6%, indicating significant leverage concerns, but its short-term assets exceed both short and long-term liabilities. Recent executive changes aim to drive growth and return to profitability, including appointing Anthony Hsieh as CEO and promoting Tom Fiddler and Dan Peña to key leadership roles. Despite volatility in share price, loanDepot's inclusion in multiple Russell indices could enhance visibility among investors. Dive into the specifics of loanDepot here with our thorough balance sheet health report. Gain insights into loanDepot's outlook and expected performance with our report on the company's earnings estimates. Summing It All Up Unlock more gems! Our US Penny Stocks screener has unearthed 392 more companies for you to here to unveil our expertly curated list of 395 US Penny Stocks. Ready For A Different Approach? Uncover 15 companies that survived and thrived after COVID and have the right ingredients to survive Trump's tariffs. This article by Simply Wall St is general in nature. We provide commentary based on historical data and analyst forecasts only using an unbiased methodology and our articles are not intended to be financial advice. It does not constitute a recommendation to buy or sell any stock, and does not take account of your objectives, or your financial situation. We aim to bring you long-term focused analysis driven by fundamental data. Note that our analysis may not factor in the latest price-sensitive company announcements or qualitative material. Simply Wall St has no position in any stocks mentioned. Companies discussed in this article include BLDE III and LDI. This article was originally published by Simply Wall St. Have feedback on this article? Concerned about the content? with us directly. Alternatively, email editorial-team@ Sign in to access your portfolio
Yahoo
6 minutes ago
- Yahoo
When workers' lives outside work are more fulfilling, it benefits employers too
Many employers are demanding more from workers these days, pushing them to log as many hours as possible. Google, for example, told all its employees that they should expect to spend 60 or more hours in the office every week. Some tech companies are demanding 12-hour days, six days a week from their new hires. More job applicants in health care, engineering and consulting have been told to expect long hours than previously demanded due to a weak job market. On the other hand, companies such as Cisco, Booz Allen Hamilton and Intuit have earned a reputation of supporting a strong work-life balance, according to Glassdoor employee ratings. To promote work-life balance, they offer flexible work options, give workers tips on setting boundaries and provide benefits to promote mental and physical well-being, including mindfulness and meditation training and personal coaching outside of work. As a psychologist who studies workplace performance and well-being, I've seen abundant evidence that overworking employees can actually make them less productive. Instead, research shows that when employees have the time and space to lead a fulfilling life outside work, such as being free to spend time with their families or pursue creative hobbies, it improves their performance on the job. Falling prey to the 'focusing illusion' For example, a team of researchers reviewed 70 studies looking at how managers support workers' family lives. They found that when supervisors show consideration for workers' personal roles as a family member, including providing help to workers and modeling work-family balance, those employees are more loyal and helpful on the job and are also less likely to think about quitting. Another study found that workers who could take on creative projects outside of work became more creative at work, regardless of their own personalities. This was true even for workers who didn't consider themselves to be very creative to start with, which suggests it was the workplace culture that really made a difference. When employers become obsessed with their workers' productivity, they can get hung up on tracking immediate goals such as the number of emails sent or sales calls made. But they tend to neglect other vital aspects of employees' lives that, perhaps somewhat ironically, sustain long-term productivity. Daniel Kahneman, the late psychologist whose research team won a Nobel Prize in economics, called this common misconception the 'focusing illusion.' In this case, many employers underestimate the hidden costs of making people work more hours than they can muster while maintaining some semblance of work-life balance. Among them are mental health problems, burnout and high turnover rates. In other words, overly demanding policies can ultimately hinder the performance employers want to see. Taking it from Simone Biles Many top performers recognize the value of work while also valuing the time spent away from it. 'At the end of the day we're human too,' said Simone Biles, who is widely considered the best gymnast on record. 'We have to protect our mind and body, rather than just go out there and do what the world wants us to do.' Elite athletes like Biles require time away from the spotlight to recuperate and hone their skills. Others who are at the top of their professions turn to hobbies to recharge their batteries. Albert Einstein's passion for playing the violin and piano was not merely a diversion from physics – it was instrumental to the famous and widely beloved scientist's groundbreaking scientific insights. Einstein's second wife, Elsa Einstein, observed that he took short breaks to play music when he was thinking about his scientific theories. Taking a break I've reviewed hundreds of studies that show leisure time isn't a luxury − it fulfills key psychological needs. Taking longer and more frequent breaks from your job than your workaholic boss might like can help you get more rest, recover from work-related stress and increase your sense of mastery and autonomy. That's because when employees find fulfillment outside of work they tend to become better at their jobs, making their employers more likely to thrive. That's what a team of researchers found when they studied the workforce at a large city hospital in the U.S. Employees who thought their bosses supported their family life were happier with their jobs, more loyal and less likely to quit. Unsurprisingly, the happier, more supported workers also gave their supervisors higher ratings. Researchers who studied the daily leisure activities of 100 Dutch teachers found that when the educators could take some of their time off to relax and engage in hobbies outside work, they felt better and had an easier time coping with the demands of their job the next day. Another study of German emergency service workers found that not having enough fun over the weekend, such as socializing with friends and relatives, can undermine job performance the following week. Finding the hidden costs of overwork The mental health consequences of overwork, spending too many hours on the job or getting mentally or physically exhausted by your work are significant and measurable. According to the World Health Organization, working more than 55 hours per week is associated with a 35% higher risk of having a stroke and a 17% higher risk of developing heart disease. Working too many hours can also contribute to burnout, a state of physical, emotional and mental exhaustion caused by long-term work stress. The World Health Organization officially recognizes burnout as a work-related health hazard. A Gallup analysis conducted in March 2025 found that even employees who are engaged at work, meaning that they are highly committed, connected and enthusiastic about what they do for a living, are twice as likely to burn out if they log more than 45 hours a week on the job. Burnout can be very costly for employers, ranging anywhere from US$4,000 to $20,000 per employee each year. These numbers are calculated from the average hourly salaries of employees and based on the impact of burnout on aspects such as missed workdays and reduced productivity at work. That means a company with 1,000 workers could lose around $4 million every year due to burnout. Ultimately, employers that overwork their workers have high turnover rates. One study found that the onset of mandatory overtime for South Korean nurses made more of them decide to quit their jobs. Similarly, a national study of over 17,000 U.S.-based nurses found that when they worked longer hours, turnover increased. This pattern is evident in many other professions besides health care, such as finance and transportation. Seeing turnover increase Conservative estimates of the cost of turnover for employers ranges from 1.5 to two times an employee's annual salary. This includes the costs of hiring, onboarding and training new employees. Critically, there are also hidden costs that are harder to estimate, such as losing the departed employee's institutional knowledge and unique connections. Over time, making workers work extra hours can undercut an employer's performance and threaten its viability. Abundant evidence indicates that supporting employees' aspirations for happier and more meaningful lives within the workplace and beyond leaves workers and their employers alike better off. This article is republished from The Conversation, a nonprofit, independent news organization bringing you facts and trustworthy analysis to help you make sense of our complex world. It was written by: Louis Tay, Purdue University Read more: Trump administration's lie detector campaign against leakers is unlikely to succeed and could divert energy from national security priorities US workers with remote-friendly jobs are still working from home nearly half the time, 5 years after the pandemic began Remote work has made developing relationships with colleagues harder – here's what workers and bosses need now Louis Tay is affiliated with ExpiWell, a mobile-first tech startup that enables researchers to capture momentary experiences of people. Solve the daily Crossword