This all starts with fostering a culture of honest conversations and transparency.  

While I’m here for it, the truth is that nearly half of employees don’t think their companies are doing enough to help them grow. That’s a big problem — but for leaders, it’s an even bigger opportunity. 

Matthew Thomas, another guest on our Getting Personal podcast, spoke at length about the power of a manager creating a blueprint for talent development. He says, 

“If a manager does not create that kind of environment where the person feels like they can be bringing their best version of themselves, their most natural version of themselves, then they’re probably going to be less likely to continue to grow, want to continue to get better, or want to take additional training classes.”

As a manager, you have the power to change that by having real conversations, offering the right tools, and showing your team you’re in it with them. 

Ready to make it happen? In this post, I’ll share how you can show up for your team and help them thrive.

Create tailored professional development plans

Managers have a huge impact on how employees grow. 

They make or break the employee experience for their direct reports. 

A great manager makes time to understand their team, helps them improve, and gives them the tools they need to succeed. 

A not-so-great manager? They can unintentionally hold people back. That’s why consistency in how managers support their teams is super important. 

Employees shouldn’t have completely different experiences just because they report to different people.

The key to understanding how to support direct reports with professional development within the manager-employee relationship is making it personal and leading with care. Employees aren’t all looking for the same things, and a one-size-fits-all approach just doesn’t work. 

Flexibility is everything. Whether it’s stipends for courses, coaching, or other professional development resources, giving employees options lets them take control of their own growth, and that’s what drives real results. To do this successfully, you need to: 

• Acknowledge your employee’s goals and strengths
  
• Align their professional development with business needs when possible (what can help the business today and what transferable skills could your employee grow into tomorrow?)
  
• Create the professional development and career pathway with them (we’ll talk more about this later)
  
• Track progress! Don’t just set it and forget it. 

Two major parts of creating tailored professional development plans are having regular one-on-one meetings and a quarterly growth conversation, which I call ‘Zoom Outs.’ 

Incorporate professional development into your one-on-one meetings

Incorporating professional development into one-on-one meetings is one of the simplest yet most effective ways to help employees grow while building trust and alignment.

As Matthew puts it, “One-on-ones are relationship building, it’s getting alignment, it’s checks and balances. It’s actually a true partnership. And so that helped us both very much thrive in what we were doing and feel good about where we were.”

These conversations also serve as a way for employees to reflect on their goals, map out where they want to go, and identify the steps to get there, including how they want to develop more leadership skills.

But there’s a catch: employees have to own it.

Or as Matthew says, “Your growth is your responsibility. You own that, you own your career path, you own the decisions to get better or not get better, or to be a subject matter expert or continue to improve in advance to get to the next level.”

Managers, on the other hand, should be there to guide the process. Tools like career ‘blueprints’ or ‘placemats’ make these discussions more actionable by outlining clear growth paths, competencies, technical skills, and KPIs for different roles.

These frameworks give direct reports a tangible way to see what’s possible and how their strengths align with their career aspirations. 

These consistent one-on-one meetings build momentum, create alignment, and help turn ambition into action. Here are three of my must-dos for one-on-one meetings:

• PREP! Instead of scrambling the day of or (worse) moving the meeting because you’re unprepared, get ahead of it. I like to keep a running document with agenda topics that I add to throughout the week, rather than doing a big prep session and making it a Big Deal. 
  
• Separate one-on-one meetings from growth or performance conversations. Regular one-on-one meetings work best for covering day-to-day things, while quarterly growth chats are better suited for focusing on career goals, feedback, and bigger-picture discussions.
  
  Here’s where to get candid feedback about your performance as a manager and your own management style, too! 
  
• Lastly (and I learned this the hard way), try your absolute hardest not to reschedule these one-on-one meetings. Keep them consistent. You may think an employee is flexible and OK with shifting things around, but remember that they need to mentally prepare for these meetings too! 

Engage in quarterly ‘Zoom Out’ conversations

Quarterly check-ins are a simple but powerful way to keep direct reports aligned, address concerns early, and have meaningful conversations about their career growth. It’s a key part of how to best support direct reports with professional development.

Last year, I revamped my annual review conversations to be more reflective and interactive using a template from my colleague, our VP of Marketing Sarah Bedrick. This year, I refined it again to blend her template with some of my own.

There are two big focus areas: Reflection and Looking Ahead. 

Reflection looks at goals and achievements, lessons learned, professional development as a whole, and also work-life balance. While Looking Ahead is oriented toward growth goals, feedback for me as a manager, and the ‘Zone of Genius,’ which is what we’re secretly amazing at. 

These one-hour meetings (ok, sometimes an hour and a half!) give managers and their direct reports a chance to step back from the day-to-day grind and focus on the bigger picture.

What do these conversations look like?

• Gauge how your direct reports feel about their current role, growth opportunities, and the company overall.
  
• Ask specific, measurable questions, like “How do you feel about the direction the company’s headed?” Employees rate their answers on a 1-10 scale to provide clear data points.
  
• Track these responses quarterly to spot patterns or changes. For example, if an employee’s rating drops from a 9 to a 7, it opens the door to dig deeper into what’s changed.

Quarterly check-ins hit the sweet spot since they are not too frequent and do not feel redundant, but they are consistent enough to catch issues early. 

They give your direct reports clear feedback and help them see both their strengths and areas for growth.

Be transparent about career growth possibilities 

Transparency is key when it comes to career progression. Employees want to know their options, but it’s just as important to be upfront about the realities. Overpromising a role that might not exist later can lead to frustration and disengagement, so honesty is always the better approach.

Open conversations about career paths should include the following:

• Discuss potential opportunities within the company while being clear about the uncertainties (e.g., whether a leadership role will become available).
  
• Check in regularly to gauge interest and keep career growth at the forefront of your mind.
  
• Encourage your direct reports to build skills and prepare for future opportunities — even if the timing isn’t guaranteed.

One last tip from me is that it’s important to address the elephant in the room, which is that it’s very likely your employee will eventually move on. It’s highly unlikely that an employee would be at your company or in that role for their whole career.

You can set them at ease by talking about their career more holistically, including where their future is going. 

Transparency requires balancing honest communication with actionable career growth steps.

Be aware of the Peter Principle 

The Peter Principle—where employees are promoted to their level of incompetence — remains a common pitfall in many organizations, especially for ICs moving into people management roles.

Managers can play a key role in mitigating this by creating an environment that is conducive to transparent career conversations and helping their direct reports evaluate whether leadership roles truly align with their strengths and motivators.

When I made my own move from IC to management, I was one of the highest-performing representatives in the call center. But when I made the move, the other managers were getting stellar performance ratings, while mine weren’t.

Don’t get me wrong, I was a good manager, but I wasn’t ‘great.’ Yet. 

I realized that the difference between me and the top performers in leadership roles was that they were team players, but they had boundaries. Their team and their work had to come first, rather than before when I was super task-oriented. 

When you become a manager, you have to remember that it’s not just about you, but rather your team as a whole. You are the one in charge of pushing back if you feel like your team is being overworked, and set the tone to help them prioritize. 

Avoiding the Peter Principle means helping your direct reports redefine career success. Not every employee aspires to — or is suited for — a traditional leadership role. That’s okay.

When you set clear goals together with your team with room to find their own path, they’ll not only meet expectations, but they’ll often exceed them in ways you never thought possible. 

The key is creating career paths that allow your direct reports to grow in ways that feel authentic to them, whether that means sharpening their leadership skills or excelling as an individual contributor. 

*** 

I can’t stress enough the importance of having a manager who is there to help their direct reports grow through professional development initiatives. It’s been a life changer for me and (I hope!) for some of my own direct reports over the years. 

Put professional development first with Professional Development Pro™ by Compt

Offer the ultimate way to support direct reports with professional development with Compt. Professional Development Pro™ by Compt streamlines requests, approvals, and budget tracking, creating simple workflows in a single location where employees can grow and develop.

Schedule a demo to see how Compt can help you manage professional development requests. 

The post How to Support Direct Reports with Professional Development appeared first on COMPT.

At Compt, I lead a small-but-incredibly mighty team of Customer Success champions to consult and deliver strategy, insights, and support to our global clients. 

And over the years, I’ve learned a few things. One thing that stands out: Everyone learns differently. 

My colleague, Joe, spoke about this at length in his latest post on the pitfalls of a one-size-fits-all approach to professional development. And we know that professional development looks different these days. It’s no longer an online course or traditional on-site training.

But I’d like to take it a step further with actual tools and systems I’ve introduced to my team to help them learn. 

Depending on the size of your business or the structure of your teams, not everything may be possible to provide, but as a leader, you can build the foundation for professional development and career growth by breaking down barriers to access for your people, no matter what your budget. 

Managers play a key role in helping employees discover and access the right opportunities. Whether it’s utilizing stipends, sharing free professional development resources, or connecting team members to growth opportunities, guidance makes all the difference.

But what does this look like in practice?

How to provide guidance on relevant professional development resources 

This isn’t a resource idea, but rather a plea for you to change your way of thinking. Professional development doesn’t have to be a chore, or challenging.

For managers, you don’t have to think too much outside the box to find relevant materials for your team. What are the current topics you’re training on, and how do you want them to grow and develop? Depending on your specialty, there may be specific coursework or communities that have resources readily available. 

Above all, though, it’s your job as a manager to make professional development a priority.

Talk about it; make it a part of your everyday conversations. After all, you are there to help support your team, and one of the ways to do that is to continually help them develop in their career and learn valuable skills. 

Here are a few things you could consider: 

• Share curated lists of free or low-cost resources like webinars, newsletters, or blogs.
  
  
• Highlight available stipends or budgets for professional development and help employees use them effectively. A survey found companies spend an average of $1,207 per employee annually on learning and development. This aligns with our own finding in Compt’s Lifestyle Benefits Benchmark Report, which has average benchmark budgets around $1,100.
  
  
• Identify employees with unique strengths and create opportunities for them to share their expertise, like leading internal training sessions or discussions. This helps the entire team grow while giving skilled employees a new challenge.

Providing relevant resources and professional development opportunities shows employees you’re invested in their growth. Even with tight budgets, creative solutions like sharing free tools or leveraging internal expertise can have a big impact on professional development and retention.

Let’s go through a few ideas.

Build learning systems and toolkits 

At Compt, we’ve seen professional development budgets increase year over year, and those investments mean more companies are creating continuous learning environments. 

Molly Dennen, a recent guest on Getting Personal, struck a chord with me when she talked about creating ‘systems,’ which I think applies to how you can build systems for your team’s day to day. She says,

This means building systems that make learning a natural part of your team’s workflow. 

• Encourage reflection. Help employees carve out space to think about what they’re learning. This could mean using a learning journal, keeping notes on key takeaways, or asking reflective questions like “What did I just do? How did I do it? What value did it add?”
  
  
• Provide practical tools. Whether it’s time-blocking for focus, mentoring programs, or curated learning paths, tools should align with individual goals and make learning actionable.
  
  
• Foster personalized growth. Everyone learns differently. For some, coaching sessions might be the best fit, while others may benefit from structured toolkits to help with skills like leadership visibility or value articulation.
  

Offer a professional development account

Of course, I have to talk about Professional Development Pro™ by Compt for a bit. It is a fantastic way to get a wide variety of professional development resources into the hands of your team, with minimal work on my end since they have so much choice. 

My bandwidth is limited so when I think about ways to develop my team I have to be as strategic as possible to really know what they all need.

Rather than just handing them the professional development stipend and saying ‘off you go,’ I want to make sure we are maximizing the use of those funds when possible. 

As I mentioned earlier, everyone learns differently, so it is important to know what matters to each person on the team to provide the best professional development resources.

Since I don’t have hours upon hours to research the best learning opportunities, I put out a message to the team to see where they were most interested. We see such a wide variety across our Compt clients, I wanted to see what my team in particular was gravitating towards.

My method was easy: I sent a big Slack message!  

From here, I learned they were all only interested in 4 learning types out of all the ones listed (Career Coaches/Mentorship, Online Training Courses/Webinars, Podcasts, Software recommendations).

Now I am leveraging AI and these learning types to find the most relevant experiences that will be best for them based on their strengths, opportunities, and growth in our next quarterly Zoom Out (more on that in my next post!).

Leverage free professional development resources 

Professional development doesn’t have to break the bank. Even with tight budgets, there are countless free or low-cost resources available online to support your team’s growth.

So many times, the opportunities I give my team are through sending them webinars that we might have some good takeaways from. We’re constantly learning and sharing things we come across in our Slack channels or in our weekly catch-ups on a range of topics. 

There are so many free resources you can curate, from webinars and newsletters to blogs or online content that align with your team’s needs. I absolutely love Lifelabslearning for their free webinars, and the format makes it easy to digest lots of helpful information. 

You can also get creative to boost professional growth through skill-sharing. Identify team members with expertise in specific areas and create opportunities for them to lead discussions or develop training sessions. This not only strengthens the team but also helps those employees grow in their roles with leadership skills, too.

This could be through a dedicated lunch and learn session, or you could build this into their actual goals to share X amount of articles, resources, etc. to promote continuous learning. 

Facilitate peer-to-peer learning 

When budgets are tight, tapping into your team’s existing strengths is a smart, cost-effective way to upskill. Not only does this save on hiring costs, but it also keeps employees motivated by creating clear paths for growth and collaboration.

Here’s how peer-to-peer learning can strengthen your team:

• Leverage internal expertise. Identify employees with specific skills and create opportunities for them to share their knowledge. This could include leading a team discussion, hosting a short training session, or developing resources for others to use.
  
• Make it easy and rewarding. Ensure these opportunities don’t feel like extra work. Instead, frame them as a chance for skilled employees to grow and showcase their strengths.
  
• Create mentorship opportunities. Millennials and Gen Z, in particular, value authentic, collaborative learning. Setting up peer mentorship programs can make knowledge sharing more engaging and help foster stronger workplace relationships.

As Molly puts it,

Tap into the superpowers that you have on hand. If you have people who are really good at something that is a skill or some sort of knowledge that you need more people to have, then how can you center that? How can you get that person or those people involved?

Peer-to-peer learning is also aligned with broader L&D trends like microlearning and just-in-time training. These approaches focus on delivering practical, bite-sized content that’s easy to apply immediately. Whether through mentorship programs, quick-reference guides, or on-demand training sessions, peer-led learning is a win-win. 

Lead by example 

If you want your team to prioritize growth, you need to model it yourself. Managers who actively participate in their own professional development (and know how to provide key professional development resources) send a clear message. Learning matters. It’s about showing your team the tangible benefits of investing in growth and working with them to develop professional development goals.

I think leading by example is so huge. You can’t expect your team to grow if you’re not willing to kind of put in the work yourself.

That’s because when managers take part in professional development activities, it reinforces the importance of continuous improvement. For example, brushing up on a skill, like advanced Excel, can directly benefit the team when learnings are shared.

After completing training or a course, bring actionable insights back to the team to support career development.

Whether it’s a time-saving formula or a new workflow, demonstrating how these tools improve day-to-day tasks inspires others to follow suit.

Plus, participating in growth opportunities yourself makes it easier to show employees why it’s worth their time and effort. When you lead by example, the benefits of learning become real and relatable — not just a line on a performance review.

*** 

Here’s how I feel: Supporting professional development starts with you, the manager. It’s about creating an environment where employees feel valued, empowered, and set up for success.

Whether it’s facilitating peer-to-peer learning, offering tailored resources, providing a professional development stipend, or leading by example, managers have the unique opportunity to shape the way their teams grow and thrive.

When you invest in your people, you’re building loyalty, engagement, and a stronger team. Even with limited budgets, creative approaches like leveraging free resources or tapping into internal expertise can make a meaningful impact.

And when managers take an active role in the process—whether through quarterly check-ins, transparent conversations, or their own professional development—the ripple effects are undeniable.

Professional Development Pro by Compt makes it easier than ever to design, launch, and scale professional development benefits across your organization.

Within the centralized platform, you have:

• An intuitive UI for easy submission and tracking
• Customizable forms and approval workflows
• Real-time budget/spend reporting
• Disbursement through payroll
• Tax-compliant processing

We’ve also built a global activity feed, where employees can see everything their colleagues are up to and share their experiences (think: Yelp for Professional Development).

Request a demo to see how it works.

The post 5 Ideas for Professional Development Resources (That You May Already Have!) appeared first on COMPT.

A stipend is a fixed amount of extra income employers give to their employees. Employees can use it to cover all kinds of work- and life-related expenses — transportation, health and wellness, remote work setup, you name it. I talk to clients every day about how to build an employee stipends program that makes sense for their workforce.

Since we just released our 2025 Lifestyle Benefits Benchmark Report, I’ve been fielding a lot of questions and interest from our clients about how to optimize and build their stipend program. 

Which is exactly what my team and I are here to do! So in this blog, we’re giving you the rundown on building an employee stipends program that’ll be a win-win for both you and your employees.

Building your employee stipend program from the ground up

If you’re thinking of building an employee stipends program, you need to understand the steps to put one in place. While it can feel overwhelming, let’s cut to the chase. Here are my seven steps to create your program: 

1. Figure out whether stipends are right for your organization.

Of course, we’ll be the first to tell you stipends are a fantastic benefit. But as with any people-oriented solutions, it’s not a silver bullet answer to every type of engagement and retention issues organizations may be facing.

The effectiveness of ANY perk depends on your unique context and the individual needs of your employees. A great way to understand this is through an employee benefits survey to see where your employees need support. While your employees aren’t going to call out a stipend specifically, you can survey them to see what areas you, as an employer, can help with.

Generally, stipends are a great fit when…

• You have a remote (or hybrid) workforce.
• The administrative burden of traditional perks is too high.
• You already pay your employees a fair salary and offer core benefits like health insurance and PTO, and you want to enhance your benefits package without a large salary increase.
• You have employees across different generations that have different needs and are looking for maximum flexibility.
• You want to be an employer of choice.

2. Consider stipends vs. automatic reimbursements.

You also have to consider whether the reimbursement model might be better for a particular benefit. There’s a key difference between stipends and reimbursements, which is when they’re paid.

When you offer stipends, employees get the money upfront and can spend it freely (within the category). With reimbursements, employees spend their own money first. Then, the expenses are reviewed and approved for repayment (which can take time!). 

With Compt, you can actually pay out several categories (up to 27!)  of reimbursable expenses as stipends. ‘Stipend reimbursements’ have three benefits:

1. Employers don’t have to front the money.
2. (Which means that) employers don’t pay for unused benefits.
3. Your employees still control where and how they spend, so it’s more personalized and effective than standard reimbursements.

3. Ask employees which spend categories they care about most.

Again: Whether or not a stipend is effective depends on how important your team actually thinks it is. As part of your benefits survey, don’t just ask whether or not they’re interested in ‘stipends,’ as they may not fully understand the true benefits or variety in them. Instead, ask more questions around what sort of financial or other support they need.

Here are a few that we’ve recommended our customers start with when considering how to build an employee stipends program: 

• If you could spend money on anything to improve your personal or professional life, what would it be?
• What are some hobbies or interests you wish you had more time or resources to pursue?
• What activities or services would support your mental or physical well-being outside of work?
• Are you a parent or caregiver? If so, what benefits or resources would make your life easier? 
• If we offered stipends for services that improve your work-life balance (e.g., meal kits, house cleaning, pet care), would you find value in them?
• What’s the most unexpected or WOW workplace benefit you’ve seen or heard of?

Depending on the type of company you’re running, you might already have a head start. For instance, if you’re in the veterinary or pet care industry, a pet care stipend is a no-brainer — it aligns with your company values and your employees’ interests.

Still, those aren’t the only stipends that’ll matter to them, so you’ll have to confirm that.

4. Look at your current number of employees and set a budget.

Before moving forward with your stipends program, it’s important you have a realistic idea of what it should look like and what you’ll spend.

At an absolute minimum, if your budget can support it, we recommend you offer a quarterly $100-$150 all-inclusive stipend (LSA).

But, across the tech industry, these are a few standard offerings we’re seeing:

• $50/month cell or internet stipend
• $150/quarter all-inclusive stipend
• $250+ one-time bonus for new hires for remote work office setup

To be more competitive, you could offer $1,000/year for professional development, give your team members $100 on their workiversary, and/or up that $150/quarter LSA contribution to $300.

So, if you have a 100-person team, your program will cost up to $40,000 per year at least, and increase from there. It all depends on the usage and how you set up your program to maximize your budget (which is what my team and I can help you with!)

5. Diversify your employee stipends program according to your company’s values and goals.

The stipends you offer should reflect (a) your current team’s interests, (b) who you’re trying to recruit (and retain), and (c) the values you want to instill. Here’s how to think about connecting your recruitment strategy to your benefits offerings: 

• Need entry-level sales reps and marketers? Student loan repayment assistance will give you a competitive edge when it comes to talent sourcing.
• Several employees are approaching their 30s and/or you have a mainly married or partnered workforce? Maybe they could use a family stipend to spend on costly daycare or a health and wellness stipend to buy groceries and healthy meals.
• Is your workforce mostly Gen Z or Alpha? Studies show that this current and upcoming generation care (a lot!) about corporate social responsibility. Charitable giving stipends are an easy way to help your team members give back in a way that’s meaningful to them. They also might be interested in professional development opportunities with more experienced people in their field, so consider stipends that support mentorships or career coaching. 

6. Set up the program in your stipend software.

I’m here to shout it from the rooftops: Stipend management software makes things so easy. You can set up stipend budgets for each category you want to offer, customize your pre-approval preferences to make expense review easy, and track how much money you’re spending on the program.

For each stipend, setting things up only takes a few minutes. And when it comes to disbursement, tax compliance, and enrollment tracking, your stipend software will do all the heavy lifting (and reporting).

We can get you up and running quickly (as little as two weeks, depending on your program needs!), so if you’re thinking about switching providers, now’s the time. 

7. Invite your team members!

The last step is an easy one: Tell your people about what’s being offered! When it comes to communicating employee benefits, your team needs to know a few things:

• What’s available to them
• How to register or access the stipend program
• What’s in it for them (why should they care about this new program?)

The best way to introduce your new stipend program is through a company-wide meeting. Explain what it is, why you’re offering it, and how they can use it. One easy way to get people excited is to offer a spot bonus stipend for lunch, so they use the stipend right away (who doesn’t love a free lunch?!). 

But you have to maintain open access to benefits information and make it easy to enroll. Make sure all new hires know about your program, and track enrollment so you know who still needs to sign up.

While registering is a part of the battle, regular and ongoing communications about the stipend program will lead to higher utilization — we see our customers as true champions of their programs, with a 94% engagement rate! 

To help get you on the right track, my team provides companies with a one-pager that you can share with employees, along with an employee-facing ‘Getting Started’ guide with videos and articles for step-by-step help. 

What makes stipends such a great benefit?

Stipends are more flexible than traditional benefits options. And with software, they’re easy to administer. In a world where 80% of employees say they’d even take more benefits and perks over a pay raise, they’re the ultimate way to put more money in their pockets while improving your team members’ overall satisfaction and well-being.

100% accurate, tax-compliant, and secure

Most importantly: When you administer stipends through Compt, you can design your own program with any combination of our 27 categories, already divided into taxable vs. non-taxable categories. 

We make tracking and reporting for taxes simple, whether through an API, integrations, or a simple one-click transfer to sync Compt reimbursement data to your own payroll system.

This eliminates the compliance burden from your HR team and keeps your reporting accurate (we like to keep finance happy, too!)

Flexible for you and your employees

Unlike vendor-specific and marketplace solutions, employee stipends are uniquely customizable and can flex with your employee needs (but still giving your team ultimate control over what categories to offer and how much). A higher degree of personalization leads to higher employee satisfaction, as they feel like their individual needs are being taken into consideration.

Inclusive for all team members

Flexibility means stipends are an inclusive benefit. Many perks are not.

Let’s say you offer free 24 Hour Fitness memberships as part of your wellness program. That’s great for your team members who live near a 24 Hour Fitness or who enjoy working out at the gym. But what about your team members who prefer to exercise outdoors or who don’t have a 24 Hour Fitness nearby?

With stipends, everyone can spend their money in a way that works for them. And you won’t have to spend time and effort trying to guess which expenses would be most meaningful.

Easy to administer (set it up in under 1 hour)

With a platform like Compt, it’s as easy as making a post on Instagram:

1. Set your budget.
2. Determine your spending cycle.
3. Choose your spend categories.
4. Name the stipend.
5. Launch and let your team know.

You can set this up in less than an hour, something that isn’t possible with spreadsheets and expense software.

Tax-efficient compared to salary additions

Besides the fact that, statistically, most employees prefer additional perks to a pay raise, there’s a big reason stipends can be better than extra money on a paycheck: taxes.

You can offer plenty of benefits, like commuter allowances or cell phone reimbursements, tax-free through a lifestyle spending account (LSA). On the other hand, additions to their paychecks are subject to payroll taxes, so both parties wind up overpaying when you use salary for these things.

Loved by employees

Since they’re receiving contributions towards a specific service, like remote work equipment or wellness activities, they hold more weight than a generic raise or cash bonus. In our 2024 Lifestyle Benefits Benchmarking Report, we discovered that 84% of Compt users find their stipends through our platform to be a “valuable benefit.”

What can employees pay for with stipend money?

So…now you’re probably wondering: What can employees buy with their stipends in the first place?

The answer is: A lot. It all depends on what kind of stipend you offer and the categories within which employees can spend them.

Let’s say you’re offering a health and wellness stipend. In that case, they might use it for…

• Gym memberships
• Fitness classes or personal training sessions
• Yoga or meditation retreats
• Healthy meal delivery services
• Mental health therapy sessions
• Wellness coaching programs

…or anything else related to improving their physical, mental, and emotional well-being.

But if you have a professional development stipend program, employees could use it for things like…

• Online courses or professional certifications
• Leadership or communication workshops
• Industry conferences or events
• Professional coaching or mentorship
• Training materials and resources

…you get the idea.

Want to see more? We dive into a dozen of our best employee stipend ideas in this article.

Stipend types and spend categories

Since stipends really come in all shapes and sizes, it’s easiest to break stipend categories down into two types: taxable and non-taxable. (Hint: Compt does this for you, automatically.)

Taxable spend categories

A taxable category is one that’s subject to payroll taxes. Employees need to report these on their tax returns.

• Caregiving
• Charitable giving
• Entertainment and experiences
• Family
• Financial wellness
• Food
• Health and wellness
• Home (not to be confused with “work-from-home”)
• Personal development
• Personal travel
• Pet care
• Productivity
• Tech (e.g., earbuds, wearables)
• “Treat Yourself” (a Compt exclusive, and one of our most popular)

Non-taxable spend categories

Non-taxable stipends are ones that aren’t subject to payroll taxes. These are generally either (a) deductible business expenses or (b) excluded fringe benefits.

• Business travel (including airfare, hotel, food, car rental, and local transportation)
• Cell phone and internet bills
• Commuter transit and parking expenses
• Coworking and office space rentals
• Professional development
• Professional certifications
• Remote work office equipment
• Safety equipment
• Student loan repayment
• Team events

Lifestyle spending accounts (LSAs)

A lifestyle spending account (LSA) is an innovative way to provide employees with more flexibility and control over their benefits. Your team can use their LSAs for various lifestyle expenses, such as wellness, fitness, education, transportation, or even pet care — anything that contributes to their well-being and work-life balance.

If you offer a broad array of lifestyle benefits, an all-inclusive LSA is the perfect way to consolidate them and make your program easier to manage. According to our recent report, we actually see higher utilization (up to 20% more!) from employees when offering an LSA versus exclusive stipends, as you can assign different categories to the LSA to make it, well, more inclusive.

Compt: The complete employee stipends solution

When you’re running an employee stipends program, you have several things to track and manage.

• Which perks qualify?
• For which categories and vendors?
• What’s the approval process once someone uses a perk?
• The reimbursement process?
• What about tax compliance?
• And what if employees have remaining balances?

We know it can feel overwhelming, but we have great news for you. Compt takes care of it all.

Book a demo and see how it works.

The post How to Build an Employee Stipends Program appeared first on COMPT.

Why? Well, wellness stipends are remarkably flexible and personalized, and there are endless ways to use them, which our clients have taken full advantage of.

One of the best ways to take advantage of this flexibility in your year-round wellness program is to adapt your stipend offerings to the current season or time of year.

To help you get started, we’re giving you our 10 best seasonal wellness stipend ideas, so you can give your team members exactly what they need to stay healthy all year round.

How do seasonal wellness stipends work?

When you offer a health and wellness stipend, you’re funding an account or budget that your employees can use to pay for health and wellness-related expenses. Our client ButterflyMX took the first step in reimagining employee wellness through their inclusive ‘self-care’ stipend. “We asked ourselves,” says Lucy Lemons, Chief People Officer at ButterflyMX, “if we were to design a perfect employee wellness program that fit our needs, what does that look like?”.

This stipend gives employees money every three months to spend on things that help them feel their best, whatever that means for them.

Employees receive an amount equal to $300 in their local currency, so everyone has the same buying power regardless of location.

For example, every quarter, an employee in New York would receive $300, while an employee in Croatia would receive the economic equivalent of $300 in their local currency.

Seasonal stipends work just like regular wellness stipends, but they’re themed around specific times of year.

Psst: Read the full ButterflyMX case study for more inspiration.

10 seasonal wellness stipend ideas for year-round wellness

When you prioritize your employees’ health, they’re happier, more productive, and more present at work. Well-being has moved up on the list from being a ‘great perk’ to a strategic imperative to prevent burnout amongst employees and boost retention. 

• 74% of the American workforce is either ‘moderately’ or ‘highly’ concerned about their well-being in the workplace. (Employee Benefit Research Institute)
• Nearly half of employees (48%) say they’re currently dealing with burnout at work. (Boston Consulting Group)
• On average, voluntary turnover due to burnout costs employers 15-20% of their total payroll. (Gallup)

So, how can you maximize engagement and make it more personalized through a seasonal approach?

1. Winter immunity boosts

Come flu season, the last thing you want is for your team to be taken down by illness. Consider offering a wellness stipend that covers flu shots and immune-boosting supplements like Vitamin C, Echinacea, and Zinc.

At the office, you could also offer ready-made winter wellness kits with hand sanitizers, disinfectant wipes, tissues, and essential oils like eucalyptus or tea tree, which are great for promoting respiratory health.

2. Holiday relaxation activities

To alleviate the stress from the holiday chaos or upcoming end-of-quarter deadlines, you might offer a stipend for relaxation activities like:

• Massages, facials, or full spa days at local wellness centers
• Virtual yoga sessions or meditation workshops
• Aromatherapy kits with essential oils and diffusers to create a calming environment at home or in the office
• Mindfulness and meditation apps that offer guided sessions

3. New Year fitness challenges

Chances are, plenty of your team members’ New Year’s resolutions will revolve around getting more active and fit. In fact, according to an October 2023 Forbes Health survey, 48% of adults had a health-related resolution this past year.

This is the perfect time to remind them they can use their health and wellness stipend for fitness-related expenses like:

• Corporate gym memberships or fitness class passes (which might offer special start-of-the-year promotions)
• Personal training sessions to kickstart their fitness journey
• Home exercise equipment, like resistance bands or weights
• Exercise apps and virtual workout programs

4. Springtime outdoor adventures

As spring arrives, outdoor activities like hiking and cycling are back in. In the springtime, your stipend might cover outdoor gear, national park passes, or rental fees for outdoor sports equipment.

Our VP of Product and Ops Joe Alim uses part of his monthly wellness stipend for his rock climbing membership, a hobby that has become a part of his everyday wellbeing, no matter the weather. 

As part of your broader wellness benefits package, you might use the springtime to hold a team retreat or organize a team-building event at an outdoor location.

5. Spring cleaning

Let’s not forget about your remote employees, too. They can use their stipend for ‘spring cleaning’ and decluttering. Professional cleaning services cost about $100 – $200, and hiring one can be a nice way to help your remote team members tidy their workspaces while giving them some time back on their weekends.

They could also use the stipend to buy decluttering tools like organizers, filing cabinets, or storage bins.

Depending on your stipend offerings, you can also remind them this can be a great time to review their work-from-home equipment needs! 

6. Financial wellness packages

Financial wellness is a subset of employee health and wellness employers sometimes overlook, but it has a profound impact on employees’ overall well-being and engagement in the workplace. It’s an especially important consideration now that 44% of employees say inflation has had a severe impact on their finances over the past year.

Springtime is tax season, meaning your employees will be getting returns. This makes it the perfect time to allow employees to use a wellness stipend on financial wellness benefits like:

• Financial planning and investment consultations
• Credit counseling services
• Debt and budget management apps or tools

If you have other financial wellness resources available to your team, like access to a 401(k) or stock options, you can also help them invest their tax returns in these accounts.

7. Summer fitness activities

Depending on where your office and employees are located, the summer season is perfect for either water or beach activities, like swimming or surfing, as well as team sports like volleyball or soccer.

Your stipend might cover:

• Summer sports leagues or teams
• Pool memberships
• Water sports equipment

To embed wellness and physical activity further in your company culture, consider organizing a company-wide summer sports tournament, complete with prizes for the winning team. Remember to have different levels of physical activity so even your non-sporty employees can have a good time! 

8. Cooling and hydration essentials

Keep employees cool and hydrated with stipends for insulated water bottles, electrolyte supplements, or small portable fans. This is an especially good idea if you have employees who commute in the hot weather or work outside. 

You could even have employees submit for water filtration upgrades on their sink or specialized tablets.

And if a few of your team members haven’t hopped on the Stanley water bottle trend yet? Now’s their chance…

9. Fall and winter wear

As the weather cools, you can help employees prepare for colder temperatures with stipends for items like heated blankets, insulated workout gear, or quality winter footwear, which can encourage outdoor activity and overall comfort.

Don’t forget about winter-weather activities, either. Employee stipends could even cover an expensive ski lift pass or new ice skates. 

One of our software clients thought outside the box this year as a precursor to Thanksgiving. They offered a spot bonus of $50 for eligible wellness-related expenses when employees completed a company-led 5k wellness challenge, held in mid-November.

This is on top of their annual $500 wellness stipend, too!

Pro tip: If you also offer a charitable giving stipend, you can personalize that for the season as well by giving employees the chance to donate it toward a Thanksgiving charity event like a Turkey Trot or to help a family in need.

Psst: See wellness stipends in action with a demo of Compt. Get in touch with our team to get started! 

10. Mental health resources for the winter months

Seasonal depression is real, and it happens to 5% of the population (~17 million people), according to data from Mental Health America.

But it’s important to remember that statistics only capture the number of people who openly share their mental health struggles. In our recent conversation with Rachael Robinson, People and Strategic Operations Manager at MYNDUP, she tells us,

You’ve got to think about how many people are living with [a mental health issue] in silence without that support.

What you can do as far as stipends go is to encourage your employees to use their stipends for mental health resources like:

• Online therapy or counseling sessions
• Mindfulness and meditation apps that offer guided sessions
• Light therapy lamps to make up for the reduced sunlight exposure

Psst: Browse the rest of our HR podcast episodes in our Getting Personal library for more insights from our community.

Compt gives you the flexibility to personalize wellness stipends for the seasons

Through our platform, you can pick any combination of 25+ unique categories (divided into taxable vs. non-taxable).

You determine what’s reimbursable, and you can make periodic changes or updates to the policy to reflect what’s happening in your company culture or align with current events and seasons. Our platform instantly delivers updates to all employees on the lifestyle benefits platform, while your back office hardly has to lift a finger.

Plus, you can track and report on how your team is spending their stipends across different categories. You’ll be able to see what’s making the most meaningful impact, measure engagement with your wellness program, and understand your ROI.

See how it works.

The post 10+ Seasonal Wellness Stipend Ideas: Support Employees All Year Round appeared first on COMPT.

Get online at 5 am to turn on the new site.

As someone who values their sleep, I did not envy Fran. But I did want to show that I (and the rest of our team!) really appreciated him going above and beyond to ensure a successful relaunch.

But I live in Connecticut, and Fran lives in Boston. So in addition to sending him a warm ‘thank you’ via Slack when I logged in, four hours past his new log-in time, I also sent him a monetary peer to peer reward, which covered a well-deserved gourmet coffee for him, as an example of employee recognition..

It was a simple thing to do to show Fran that I saw the hard work he put in, and I wanted to show him that I appreciate him.

And that’s the thing. Sure, a “thank you” or “great job” will suffice for simple tasks, but what about those employees who go above and beyond?

What about the massive accomplishments that deserve more than just a pat on the back?

To truly recognize and motivate employees, you need a comprehensive employee recognition program.

What is Employee Recognition?

Employee recognition is the act of showing appreciation for and acknowledging an employee’s contributions and achievements in a tangible way.

This can include:

• Verbal praise
• Award ceremonies
• Monetary rewards (e.g., a performance bonus, raise, or a spot bonus)
• Flexible schedules or extra time off
• Opportunities for career advancement
• Public recognition (through company newsletters or social media)
• Gifts
• Personalized notes of appreciation
• The list goes on!

The key is to make employees feel valued, appreciated, and motivated to continue performing at their best.

There are so many different ways to recognize employees, which is exactly why you need a strategic employee recognition program behind everything.

Most Employees go Unrecognized. And That’s a Problem.

According to research from Great Place to Work, roughly two-thirds (65%) of employees say they haven’t received any form of recognition from their employer within the last year.

McKinsey found that more than half of employees who left their job in the first six months of 2022 didn’t feel valued by their company (54%) or manager (52%), or they totally lacked a sense of belonging (51%)

But, as Harvard Business Review puts it, employees are 40% more engaged when their managers show appreciation for their work. And 65% of employees say peer recognition makes them feel more motivated to do their best.

Through recognizing team members, organizations achieve the following:

• Increase employee engagement
• Reinforce a positive company culture
• Build stronger connections between team members
• Improve trust between team members and managers
• Boost employee morale and productivity
• Reduce employee turnover rates
• Align team members with company goals and values
• Foster a sense of belonging and purpose within the organization

And for employers, it isn’t something that has to be hard or expensive to implement. Some companies go all out with their rewards and recognition, but it all starts with simple, thoughtful gestures of appreciation. And those are free to give.

What is a Recognition-Worthy Accomplishment?

To create a company culture that radiates positivity and recognition at its core, you have to do more than write “great job” in the company Slack. So how can you find key employee recognition examples at your company?

For starters, there are tons of accomplishments that are worthy of recognition — performance, goal attainment, attitude, and work ethic. The degree to which you recognize a team member’s accomplishment should reflect its impact on the company.

For example:

• Daily wins like a successful client meeting warrant verbal praise or a Slack shout-out.
• Bigger accomplishments, like crushing a quarterly sales goal as a team or launching a new product, could warrant a team outing or dinner.
• Continuous excellence and going above and beyond (think: always mentoring new team members) can be rewarded with more tangible forms of peer-to-peer recognition like a monetary bonus.

Plenty of companies also hold an annual event, where they formally celebrate employees for their contributions throughout the year.

9 Inspiring Employee Recognition Examples

While recognition efforts are most impactful when they happen organically, it’s up to you, the employer, to take the first step in creating a culture of appreciation. You have to provide them with the tools and resources that make recognition possible. And you have to lead by example — publicly recognizing employees and actively encouraging those behaviors.

Here are some of our favorite ways to incorporate recognition into everyday work with key employee recognition examples:

1. A dedicated Slack or Microsoft Teams channel

This is one of the best employee recognition examples because it’s incredibly easy to set up and get the entire team involved in. Plus, it’s inclusive of your team members who work remotely for part or all of the week. It works similarly in both Slack and Teams, where you can add a channel specifically for this purpose.

These channels are the place for a simple recognition message. Whenever a team member or manager wants to shout out a colleague for something, they simply share a message in the channel. That way, everyone can celebrate the accomplishment together.

For example, from an employee:

“Wanted to give a quick shoutout to @Sara for crushing that presentation this morning. Incredible job!”

Or from a manager:

“Guys, @Ethan is seriously rocking it this month. He’s already closed 5 deals and it’s only the 10th. Keep up the awesome work, Ethan!”

The best thing about a channel like this is that everyone can see it. When a few teammates participate, others will follow suit. So it’s the perfect way to get the ball rolling with a recogntion program.

To go even further, Compt integrates with Slack and Teams so any recognition given via the platform (whether monetary or not) can be shown immediately to the rest of the company.

Learn more about Compt’s integration with Slack and with Teams.

2. Employee Appreciation Day

The beautiful thing about employee recognition is that there are countless ways to do it. Choosing how to recognize doesn’t have to be challenging, yet some companies get overwhelmed and choose to do nothing, which isn’t great for morale.

Many companies will find a good ‘launch day’ for their recognition program, whether that’s at the start or the quarter or around the holidays, and broadcast employee recognition examples for people to mirror. One of the best pushes out there, though?

Each year, Employee Appreciation Day falls on the first Friday in March. That’s the perfect excuse to show your team members how much you value them.

Some employee recognition examples for Employee Appreciation Day:

• An office party
• A company-sponsored happy hour
• Picnic and games in the park
• An award show
• A night out with the team (e.g., concert, bowling, comedy show)
• Team retreats or adventures
• Small gifts or bonuses
• A half day for everyone

Whatever you end up doing, make sure to prepare thoughtful notes to go along with it. Execs, department heads, and managers should each take part in this. You’ll also want to feature a special message for your employees (along with a team photo and notable achievements that year) on your company blog and socials.

For a more in-depth look at how you can celebrate,check out our article on Employee Appreciation Day ideas.

3. Birthdays

Every team member has their special day once a year, and this is the perfect time to give them individual recognition. You don’t have to get too crazy about it, but a simple gesture like a card or lunch on the company goes a long way.

If you wanted to, though, there are tons of ways to celebrate employee birthdays as an example of employee recognition. One of our favorites is to set up a birthday stipend, which is a small cash bonus employees can use to treat themselves on their birthdays along with a birthday wish. For a budget, I’ve seen companies give anything from $25 to $100, with incredible utilization rates.

We love stipends because they’re flexible — employees can choose how they spend it instead of getting something they’ll never use.

And with Compt, they’re easy to offer. You can set them up during onboarding, and the system automatically applies them for you so you never miss a birthday. Plus, with Compt, your stipends work in the same platform as your other rewards and recognition efforts.

4. Special milestones

Aside from birthdays, there are plenty of milestones worth celebrating. A few of the most popular milestones that can be great employee recognition examples are:

• Successful onboarding completion
• Big employee and company anniversaries (5-year, 10-year)
• Promotions (make sure to celebrate twice — once when it’s announced and once in-person at the next team meeting)
• Top-performing months or quarters
• Other personal milestones (buying a new home, getting married, new baby, etc.)

Here’s an example of how Compt’s anniversary set up looks like for the administrator:

You can also use this as an opportunity to share some of that special employee’s accomplishments with the team. Depending on what systems you have set up, your employees could comment or react to the celebratory moment, too.

Think about the moments, little and big ones, that are worth celebrating that will put a smile on your employees’ faces. It’s gestures like this that show that companies are listening and caring about their people’s experiences in and outside of work that can lead to more examples of employee recognition.

5. Monetary peer-to-peer or leadership-led recognition

Peer-to-peer recognition is incredibly powerful. Because there are (obviously) more front line employees and non-managers, it’s an easy way to embed recognition throughout the organization, as more and more people have the opportunity to participate.

A peer bonus is a special type of spot bonus that’s given from one employee to another. They’re usually small amounts, and they’re a creative way to run peer-to-peer recognition at scale.

According to a recent report from Gallup only one in three U.S. workers strongly agree that they received recognition or praise for doing good work in the past seven days. Compt clients are bringing recognition to the forefront of workplace culture, with one of our clients seeing a 1200% increase in awards given YTD when compared to the previous year after implementing their Appreciation Award program with a low monetary amount.

Our client said,

The Awards are helping employees feel recognized in the smaller moments, rather than only when there is a bigger [CEO award] given out.

• Bank employees receiving peer recognition, where non-leaders receive $15 per quarter (senior leaders receive $60 per quarter) to recognize non-leadership employees.
• Varying levels of recognition, with a biotech company giving senior leaders $350 per quarter to recognize, and individual contributors receiving $50. People managers get a ‘People Manager WOW’ with $200 per quarter to recognize others based on behaviors linked to company’s guiding principles.
• One of my favorites: A ‘Surprise and Delight’ award for managers to deploy to others each quarter, from a marketing agency.

Recognition comes in all shapes and sizes (and budgets!). Other examples from our clients include:

Employers can also tie recognition to a specific company value that employees can choose when giving recognition. Here’s a look at what our own employees select from the Values menu with our personal Compt recognition program:

6. Employee shoutouts during all-hands meetings

When companies hold monthly town halls or all-hands meetings, they usually use it as an opportunity to announce big news and deliver updates from the month. Leaders should get in the habit of including employee recognition shoutouts as part of their updates.

Here are a few ways you can include them:

• Team-specific milestones. For example, “Congratulations to the Marketing team for achieving record-high website traffic this month!”
• Individual kudos. Personally name-drop high-performing and/or noteworthy employees, and explain to the rest of the company what they did to deserve the recognition.
• Birthday or anniversary acknowledgments. Take a moment during the meeting to recognize any birthdays or work anniversaries from the past month.

An easy way to incorporate this into your all-hands meetings is to have a designated slide or segment dedicated to it. You could call it something creative, like ‘The Kudos Corner,’ and open up a discussion for anyone who wants to nominate a colleague afterward.

We do this quarterly with our ‘Hellacompter’ award, given in our all-hands meeting. Each quarter, a person gets recognized by someone else on the team, and then they are the ones to ‘pass’ the award on the following quarter.

GE Healthcare is an example of a company that takes this to the next level. They hold their weekly Friday team meetings at their on-site restaurant (fancy, we know) to create a comfortable and casual atmosphere. Before, they prepare by mounting a dashboard on the wall highlighting employees and their specific performance/achievements.

During their monthly all-hands meetings, they spotlight standout employees by presenting “Six-Word Success Stories” — personal statements from employees describing what success means to them.

7. Social media mentions

Your company’s social media profiles are the place to recognize your team and employees for the public to see. LinkedIn should be your #1 priority, but lots of companies share to Instagram, Twitter (X), and Facebook as well.

There are tons of recognition opportunities here:

• Thoughtful team posts for Employee Appreciation Day
• Monthly employee spotlights for your Employee of the Month
• Posts highlighting your female team members on International Women’s Day
• Pride posts for LGBTQ+ team members during Pride Month
• #Workiversary and birthday shoutouts

Recently, we gave a special recognition to our engineer superstar Angela Zhu, whose other job is on Team USA on the Women’s Ultimate Frisbee team. It was a great moment to recognize a MASSIVE accomplishment!

Your team can repost these mentions. So, just like LinkedIn employee recognition messages, they can make them part of their own profiles by reposting it and then pinning that to their Featured posts.

8. A gamified employee recognition program

Top companies create structure around rewards and recognition by gamifying the employee experience. This means creating a system that offers points, badges, or some form of tokens or ‘currency’ your team can collect.

Employees earn points through peer/manager nominations, or by winning awards, participating in wellness activities, and reaching company milestones — whatever you want to incentivize and reinforce at your company. And they can redeem them for real-life rewards.

A few great examples:

• Typeform uses a system called “Typecoins,” where employees receive a monthly allowance of virtual coins that they can award to their peers as a form of recognition. They’re redeemable for cards, cash, and other rewards, fostering a culture of recognition and feedback within the workplace.
• Cisco has a program called “Connected Recognition,” where employees can earn significant rewards as their peers and managers nominate them for various achievements. This system is supported by a substantial budget, calculated as a percentage of the payroll, allowing for meaningful recognition across the organization.
• Merck uses a global recognition program called INSPIRE, which allows employees and leaders to celebrate each other through messages, points, and cash rewards. Since its inception, this program has facilitated over three million recognitions, illustrating its scale and impact.

9. Annual award shows and events

If you’ve seen The Office, you might remember “The Dundies” — an annual award show where the team recognizes their coworkers in a humorous and playful way. In order to maintain morale, everyone got one.

The Dundies were executed terribly, but the concept of the award show is one worth replicating. Hosting an annual award show, where employees are recognized for their achievements and special qualities, is a great way to boost employee engagement.

Some award categories you can consider:

• Rookie of the Year
• Team Player
• The Innovator
• MVP (this works best as a sales award)
• Office Hero
• Mentor of the Year
• Customer Service Award

The award show can be a formal dinner or happy hour event at a rented-out venue. At a lower cost, you could also have it in the office, with catered food and a fun dress code.

How to Drive Participation with Your Recognition Program

A recognition program is only good if people are using it, right? My suggestions here are to give out budgets at a set time so employees know when their ‘recognition pot’ renews, like at the start of the month.

Here are a few other ways to drive better participation:

• Have a strong communication plan when you roll out your new program so everyone knows what’s going on (and are excited about it!)
• Add your company values into the recognition options
• Keep up-to-date with how your recognition program is going through analytics. With Compt, our clients have access to real-time data to give you a look into trends of who is giving and receiving recognition.

The Best Employee Recognition Programs all have a few things in Common…

While many employee recognition programs are structured according to company values, culture, and unique branding/industry, there are a few things they all have in common:

• They incorporate a diverse range of monetary and non-monetary rewards.
• They’re timely and consistent.
• They celebrate both individual and team accomplishments.
• They include multiple forms of top-down and peer-to-peer recognition.
• They’re creative — through special titles, themed events, and storytelling, the company behind them uses the program to reinforce their brand values.

Above all, recognition is all about celebrating your people.

Showing employees that they’re being seen and celebrated for all the great work they’re doing (in and outside of work) is critical to keeping employees feeling more connected to the organization, ultimately bringing greater retention and a happier workforce.

Ready to start your own employee recognition program?

The rightemployee rewards and recognition software can make the headache of organizing a diverse recognition program infinitely easier.

Compt not only offers visibility and control over the type of recognition bonuses or non-monetary recognition but also keeps your reward program tax compliant. If you’re ready to kick off your own examples of employee recognition, we’re here to help.

Request a demo to see it in action.

The post 9+ Employee Recognition Examples to Transform Your Company Culture from ‘Thank You’ to ‘Wow’ appeared first on COMPT.