{"id":7634,"date":"2020-12-04T08:12:00","date_gmt":"2020-12-04T08:12:00","guid":{"rendered":"https:\/\/compt.io\/?post_type=guide&#038;p=7634"},"modified":"2025-04-13T19:16:54","modified_gmt":"2025-04-14T01:16:54","slug":"how-to-create-employee-perks-program","status":"publish","type":"guide","link":"https:\/\/compt.io\/guide\/how-to-create-employee-perks-program\/","title":{"rendered":"The Complete Guide to Creating an Employee Perks Program"},"content":{"rendered":"\n<p>Want to roll out the <mark><a href=\"https:\/\/compt.io\/blog\/employee-stipend-examples\/\">best perks program<\/a><\/mark> your company has ever seen?<\/p>\n\n\n\n<p><em>Then you\u2019ll need to become a master planner, listener, and communicator, and exercise your stakeholder communication and buy-in skills.<\/em><\/p>\n\n\n\n<p>No worries though, whether you&#8217;re building a program from scratch or improving upon an existing one, we\u2019ve got you covered.<\/p>\n\n\n\n<p>All it takes are <mark>7 steps<\/mark> to planning one of the world\u2019s best <a href=\"https:\/\/compt.io\/guide\/employee-perks\/\">employee perk programs<\/a>, and they\u2019re below:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Clearly define perks program goals<\/li>\n\n\n\n<li>Complete a stop, start, continue, change analysis<\/li>\n\n\n\n<li>Connect with people to shop the ideas around<\/li>\n\n\n\n<li>Develop a communication plan to highlight decisions<\/li>\n\n\n\n<li>Follow-up with advocates and naysayers alike<\/li>\n\n\n\n<li>Revisit the program goals and see if they were met<\/li>\n\n\n\n<li>Develop a process &amp; cadence for periodic evaluation<\/li>\n<\/ol>\n\n\n\n<p><a href=\"https:\/\/www.compt.io\/request-a-demo\" target=\"_blank\" rel=\"noreferrer noopener\">Show Me the Platform<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"goals\">1. Create Clearly Defined Goals for Your Perks Program<\/h2>\n\n\n\n<p>An excellent quote from Lewis Carroll\u2019s &#8220;Alice in Wonderland&#8221; comes to mind <strong>highlighting the value of outcome setting<\/strong>, or deciding where to go:<\/p>\n\n\n\n<p><strong>Cat: <\/strong>Where are you going?<\/p>\n\n\n\n<p><strong>Alice: <\/strong>Which way should I go?<\/p>\n\n\n\n<p><strong>Cat: <\/strong>That depends on where you are going.<\/p>\n\n\n\n<p><strong>Alice: <\/strong>I don\u2019t know.<\/p>\n\n\n\n<p><strong>Cat:<\/strong> Then it doesn\u2019t matter which way you go.<\/p>\n\n\n\n<p>Before you can begin setting goals and picking what employee perks to offer, you&#8217;ll need two things:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>an understanding of what you\u2019d like to achieve by providing employee perks<\/li>\n\n\n\n<li>your budget<\/li>\n<\/ol>\n\n\n\n<p>Defining these two at the onset will provide the necessary context for the rest of the process, and will ensure you\u2019re being realistic and remaining hyper-focused throughout.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Below are questions to help get the goal-setting process started:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What are we trying to accomplish with our perks program? Or, fill in this sentence, \u201cOur perks program will be successful if\u2026.\u201d<\/li>\n\n\n\n<li>What resources (monetary, information, support, and beyond) will we need to accomplish these goals?<\/li>\n\n\n\n<li>How will we know when we\u2019ve achieved our goals?<\/li>\n<\/ul>\n\n\n\n<p>Once you&#8217;ve answered the questions above, it&#8217;s time to set some concrete goals. You can use the framework your company follows for goal setting, and if they don&#8217;t have one yet &#8211; consider the <a href=\"https:\/\/www.atlassian.com\/blog\/productivity\/how-to-write-smart-goals\">SMART goal setting framework<\/a> or <a href=\"https:\/\/www.perdoo.com\/resources\/online-guides\/okr-guide\">OKRs<\/a>.<\/p>\n\n\n\n<p>If you&#8217;re finding it hard to set goals, take a few minutes and write out as many reasons as you can list as to \u201cwhy\u201d you\u2019re building a perk program or updating an existing one. Most people won&#8217;t write out the reasons, but that is where the clarity and motivation you need to succeed live.<\/p>\n\n\n\n<p>Include a vision for what kind of company you\u2019ll help create and the person you\u2019ll become when you set these goals and achieve them.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>If that doesn\u2019t help, try to find ways to make the goal setting process, or the goal itself, fun. When things are enjoyable, we&#8217;re much more likely to see them through to completion.<\/p>\n<\/blockquote>\n\n\n\n<p>Once the goals are defined, you\u2019re on track. Your thoughts, decisions, and what you choose to act on will have an outcome in mind. You\u2019re also less likely to get sidetracked by other commitments, responsibilities, or requests that come in.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>&#8220;If you fail to plan, you&#8217;re planning to fail.&#8221; &#8211; Benjamin Franklin<\/p>\n<\/blockquote>\n\n\n\n<p>Next up, complete an analysis of what\u2019s currently in place.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"_complete_a_stop_start_continue_and_change_analysis\">2. Complete a Stop, Start, Continue, and Change Analysis<\/h2>\n\n\n\n<p>Classpass, Kindbody, <a href=\"https:\/\/compt.io\/blog\/corporate-gym-reimbursement\/\">gym reimbursements<\/a>, Carrot, <a href=\"https:\/\/compt.io\/blog\/guide-to-employee-commuter-benefits\/\">commuter benefits<\/a>, and more. Chances are, you already offer some perks to your employees.<\/p>\n\n\n\n<p>Before you add more to the equation, you should review the perks already in place and determine if they\u2019re worth continuing, changing, or stopping altogether.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Ever heard of the start, stop, change, or continue framework before? It\u2019s a popular change management framework used by companies everywhere that want to complete an analysis of a program or service.<\/p>\n<\/blockquote>\n\n\n\n<p>We recommend using this framework for this process. However, we know you might be tempted to use an <a href=\"https:\/\/www.tinypulse.com\/blog\/sk-employee-engagement-survey-questions\">Employee Engagement Survey<\/a> instead. While many companies use them, and most often once a year, they&#8217;re often trying to learn multiple things at once and solve multiple HR goals. If you&#8217;re developing a perk program from scratch or rebuilding one, we recommend taking a different approach, one that is more targeted to learn usage, determine ROI, and gain feedback directly related to your employees and their wants and needs for their perk program.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Remember, get feedback from employees.<\/h3>\n\n\n\n<p>To make this the best program your employees have ever seen, it\u2019s best to get input from as many people as possible.<\/p>\n\n\n\n<p>Think about it; a product manager would never develop a product without talking to their users. A designer wouldn\u2019t roll out completed designs without doing <a href=\"https:\/\/uxstudioteam.com\/ux-blog\/user-interviews\/\" target=\"_blank\" rel=\"noreferrer noopener\">UX research<\/a> first. A marketer wouldn\u2019t create content without talking to prospective customers to identify their problems first. This is the same thing, except your stakeholders or &#8220;customers&#8221; are your employees.<\/p>\n\n\n\n<p>We know it can be impossible to get input from everyone, but if you do go beyond your immediate HR or People Operations team to gain insights, take it one step further and set a goal for how many people you\u2019ll survey and which areas of the organization they\u2019re from. Approaching this analysis with purpose and thought will ensure more success in the end.<\/p>\n\n\n\n<p>As Abraham Lincoln once said, &#8220;Give me six hours to chop down a tree and I will spend the first four sharpening the ax.&#8221;<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" class=\"lazyload\" src=\"data:image\/gif;base64,R0lGODlhAQABAIAAAAAAAP\/\/\/yH5BAEAAAAALAAAAAABAAEAAAIBRAA7\" data-src=\"https:\/\/cdn.spark.app\/media\/compt\/image\/start_stop_continue.png.w720.png\" alt=\"start stop continue perks\"\/><noscript><img decoding=\"async\" class=\"lazyload\" src=\"https:\/\/cdn.spark.app\/media\/compt\/image\/start_stop_continue.png.w720.png\" alt=\"start stop continue perks\"\/><\/noscript><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Below are questions to ask yourself, your team, and your company for the stop, continue, change, start framework:<\/h3>\n\n\n\n<h3 class=\"wp-block-heading\"><mark>Stop<\/mark><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What is not currently working in our organization?<\/li>\n\n\n\n<li>What perks no longer serve their original purpose?<\/li>\n\n\n\n<li>What perks no longer align with our company\u2019s values, purpose, or goals?<\/li>\n\n\n\n<li>What are perks that we can confidently state are no longer adding value to employees&#8217; lives?<\/li>\n\n\n\n<li>What are perks which take too much time, money, or energy and have low adoption?<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><mark>Continue<\/mark><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What is working well in our organization and should be continued? If you aren\u2019t surveying others, ask yourself or your team, \u201cHow do we know?\u201d<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><mark>Change<\/mark><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What is working so well that we should consider increasing spend, availability, or find complementary perks?<\/li>\n\n\n\n<li>What\u2019s working but not as well, so we should consider decreasing, spend, offering, etc.?<\/li>\n\n\n\n<li>Question directly for HR team: What is something that works but should be adjusted based on feedback, or be repositioned based on new company direction, goals, etc.?<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Start<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What should we have in place to improve our organization\u2019s perks?<\/li>\n\n\n\n<li>What perks align with our company\u2019s values, purpose, goals, or new focus?<\/li>\n\n\n\n<li>Question directly for the HR team: Which perks have our employees stated they want via previous feedback surveys?<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"_connect_with_people_to_shop_the_ideas_around\">3. Connect with People to Shop the Ideas Around<\/h2>\n\n\n\n<p>Once you have all the different areas of the stop, continue, change, and start framework completed, run the idea by people in your organization.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Doing this serves two important functions:<\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li>You get feedback directly from employees<\/li>\n\n\n\n<li>You are able to help get people on board before you roll it out company-wide. Having people who can communicate the benefits of the new perks and champion them on your behalf will go a long way in company-wide adoption.<\/li>\n<\/ol>\n\n\n\n<p>Ask people you see getting coffee, walking to meetings, and passing by in the bathroom to get a pulse check. It\u2019s imperative that programs are not developed in a vacuum. If you&#8217;re still at home due to COVID, schedule 10-minute catch-ups with folks to get their thoughts.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Proactively schedule meetings with managers, groups of individuals, and people who are exceptionally connected internally or are influencers within the organization.<\/p>\n<\/blockquote>\n\n\n\n<p>You might even consider posting something on your <a href=\"https:\/\/tettra.com\/\">internal wiki<\/a> letting the team know that you\u2019re coming to the final stages of perks and benefits planning and would like some input on what you have so far. Ask if there are people who are passionate and want to provide feedback, and then use this to set up meetings.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"_develop_a_communication_plan_to_highlight_decisions\">4. Develop a Communication Plan to Highlight Decisions<\/h2>\n\n\n\n<p>We\u2019ve all been there; a decision was made at the company which impacts us directly, and we weren\u2019t asked for our input, feedback, or even told how the decision was made. It\u2019s pretty frustrating.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Fortunately, if you\u2019ve followed the steps above, you\u2019ve avoided the first two issues above, and now it\u2019s time to close the communication loop.<\/p>\n<\/blockquote>\n\n\n\n<p>Explaining the decision-making process will go a long way in helping your team understand why and how you went about selecting the perks and setting their expectations.<\/p>\n\n\n\n<p>When communicating the new program or new details, remember to write with your audience in mind, and communicate the \u201cwhat, why, how, and when\u201d details.<\/p>\n\n\n\n<p>An excellent way to communicate the team&#8217;s new perks is on an internal wiki like <a href=\"https:\/\/www.atlassian.com\/\">Atlassian<\/a> or <a href=\"https:\/\/tettra.co\/\">Tettra<\/a>. With that software, people can leave comments, ask questions, or \u201cwatch\u201d the page to stay in the loop for any updates that might happen.<\/p>\n\n\n\n<p>When you share the amazing new perks program details, a best practice is also to set up a few blocks of time that you\u2019re available, a la office hours, so that you can address any questions folks have.<\/p>\n\n\n\n<p>Another best practice is to remind people of your goals and that you\u2019re always welcome to feedback &#8211; either in person, via email, or they can add it to your company pulse surveys.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"_follow_up_with_advocates_and_naysayers_alike_\">5. Follow up with Advocates and Naysayers Alike<\/h2>\n\n\n\n<p>As you launch this program, there are bound to be people who like and dislike the new perks. That\u2019s normal.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>It\u2019s important to acknowledge any and all feedback, even the naysayers because it means they\u2019re engaged.<\/p>\n<\/blockquote>\n\n\n\n<p>According to the book <a href=\"https:\/\/www.amazon.com\/Buy-Saving-Your-Good-Getting\/dp\/1469231743\">Buy-In: Saving Your Good Idea from Getting Shot Down<\/a>, responses to objections must be short, clear, and based on common sense. Long responses give people\u2019s minds time to wander, and complex answers add to the confusion.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Popular objections you\u2019ll encounter and suggested answers are:<\/h3>\n\n\n\n<p><strong>Objection 1: <\/strong>\u201cI wish the hours, amounts, or some element of the perk were different.\u201d<\/p>\n\n\n\n<p><strong>Answer: <\/strong>\u201cGood, we agree that it\u2019s a good perk for the company, and it\u2019s at least moving us in the right direction. We are constantly listening to feedback and working to improve our offerings, and it\u2019s difficult to get them right on the first try. We take this feedback, along with everyone else\u2019s, seriously, and will look into it along with team member behavior\/adoption.\u201d<\/p>\n\n\n\n<p><strong>Objection 2: <\/strong>\u201cWe\u2019ve tried this perk before, and nobody used it.\u201d<\/p>\n\n\n\n<p>Answer:<strong> <\/strong>\u201cThat was then, and our team members\/situations\/conditions\/communication\/etc. have changed since then.\u201d<\/p>\n\n\n\n<p><strong>Objection 3:<\/strong> &#8220;I don\u2019t like the perks we\u2019re investing in.&#8221;<\/p>\n\n\n\n<p>Answer:<strong> <\/strong>\u201cI\u2019m sorry to hear that. We did a survey initially asking everyone for feedback on what perks would make the most meaningful impact for them and their lives, and the ones we selected apply to the most people and fit within our budget. It is difficult to get 100% consensus on anything, and this is no different.\u201d<\/p>\n\n\n\n<p><em>Note: <\/em>If you face any of these objections on a regular basis, it\u2019s likely to be a sign of greater change at your organization as the workforce expectations are shifting. As perks have been around for a while, companies are investing more than ever, and people\u2019s expectations are greater, too. <\/p>\n\n\n\n<p>If you want to get 100% consensus on perks, stay within budget, and save time, look at our perk management software &#8211; <a href=\"https:\/\/www.compt.io\/\">Compt<\/a>. We believe there\u2019s a better way for companies to put their money where their culture is. If you\u2019re interested in learning more, <a href=\"https:\/\/www.compt.io\/request-a-demo\">schedule a demo<\/a>.<\/p>\n\n\n\n<p>For the advocates, follow up with them and find out how they\u2019re using the perks, and how they\u2019re affecting their life. This information can be used to reinforce the initial decision and share it with other HR team members so they can see how the perks are impacting employees in meaningful ways. Talk about making your team\u2019s hard work visible and tangible.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"_revisit_the_program_goals_and_see_if_they_were_met\">6. Revisit the Program Goals and see if they were Met<\/h2>\n\n\n\n<p>Bring back the goals from the first section, and go through and see if you achieved your goals. What was accomplished, what wasn\u2019t, why, and why not. This exercise is helpful for learning about your team, the response to perks, and also your goal setting. If you didn\u2019t set achievable goals or the timelines were off, that\u2019s okay\u2014it can be virtually impossible to get started with goal setting if you\u2019re doing it for the first time and there\u2019s no historical data to rely on. <\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>For example, maybe you were running an eNPS survey for the first time and set a goal of 50, and you got 25. Now you have a benchmark to work off of moving forward.<\/p>\n<\/blockquote>\n\n\n\n<p>Also, you may or may not have set goals related to the metrics below, but regardless, now is an excellent time to collect some feedback and data on the program.<\/p>\n\n\n\n<p><strong>Sentiment tracking:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>eNPS<\/li>\n<\/ul>\n\n\n\n<p><strong>Behavioral:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Perk adoption rate. What percentage of people have adopted this perk? If you have an in-office gym, how many people have used it once,<\/li>\n\n\n\n<li>Individual perk retention rate (percentage of users who use the perk or participate on a regular basis)<\/li>\n\n\n\n<li>Individual waste rate (what expires, gets thrown out, etc.) (where applicable)<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"_develop_a_process_cadence_for_periodic_evaluation_\">7. Develop a Process and Cadence for Periodic Evaluation<\/h2>\n\n\n\n<p>You\u2019re almost done!<\/p>\n\n\n\n<p>While you\u2019ve done a lot of the hard work up front, make your life and your team\u2019s life easier by regularly collecting feedback, tracking it somewhere, and considering setting up a periodic evaluation.<\/p>\n\n\n\n<p>You know the metrics mentioned directly above? Keep a pulse on those on a quarterly basis to see how usage trends and sentiments change over time.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"final_thought_\">Final thought:<\/h2>\n\n\n\n<p>Phew, you made it! Those are the seven steps to creating a world-class perks program. If you want some inspiration, check out our article on the <a href=\"https:\/\/compt.io\/blog\/top-employee-perks-companies\/\">top employee perks<\/a>.<\/p>\n\n\n\n<p>If you\u2019re in HR or People Operations, then you\u2019re likely aware that today\u2019s workforce trends are shifting rapidly and perk programs are evolving along with it.<\/p>\n\n\n\n<p>Companies like <a href=\"https:\/\/www.glassdoor.com\/Benefits\/Airbnb-US-Benefits-EI_IE391850.0,6_IL.7,9_IN1.htm\" target=\"_blank\" rel=\"noreferrer noopener\">Airbnb<\/a>, <a href=\"https:\/\/careers.microsoft.com\/us\/en\/usbenefits\" target=\"_blank\" rel=\"noreferrer noopener\">Microsoft<\/a>, and <a href=\"https:\/\/open.buffer.com\/benefits-remote-company\/\">Buffer<\/a> are all shifting all (or some)of their perks to perk stipends. The reason being, they\u2019re exceptionally easy to develop, they scale as a company grows, they are always 100% within budget, and employees are exceptionally happier because they can buy the perks they want &#8211; instead of having them picked for them.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-get-more-great-examples-of-companies-who-are-walking-the-walk-when-it-comes-to-supporting-their-people-check-out-our-case-studies-for-real-life-examples-of-stipends-from-compt-clients\">Get more great examples of companies who are walking the walk when it comes to supporting their people. Check out our <a href=\"https:\/\/compt.io\/case-studies\/\">case studies<\/a> for real-life examples of stipends from Compt clients.<\/h3>\n\n\n\n<div class=\"hs-cta-embed hs-cta-simple-placeholder hs-cta-embed-182042453609\"\n  style=\"max-width:100%; max-height:100%; width:1000px;height:250px\" data-hubspot-wrapper-cta-id=\"182042453609\">\n  <a href=\"https:\/\/cta-service-cms2.hubspot.com\/web-interactives\/public\/v1\/track\/redirect?encryptedPayload=AVxigLJbuU%2Fshg8exMxb%2F%2FuEXGmeHjUgc69lZN2DuAVyq1sAYXp1G%2BLrqkPV6Zht0FUILjSEUMlQxVD0eFjYNIPqfpAdRZlg7znTDF6d2sok%2BLDPrcF7wRxQpy7ihdtgy%2BW7pWl5NtD1x2%2FBqt1t7MGwaWTELHmkY2UokuF%2FDTmn0KbUBj1A%2BCl42%2FxproxqJg2TsycsV%2FhE6XA4grsgqxuz41LIv2usj2nOO39mjDEpLJJT9aLU%2F3LVgwqsDtEUzJIJzFn4&#038;webInteractiveContentId=182042453609&#038;portalId=3919194\" target=\"_blank\" rel=\"noopener\" crossorigin=\"anonymous\">\n    <img decoding=\"async\" class=\"lazyload\" alt=\"generic-guides-demo-cta\" loading=\"lazy\" src=\"data:image\/gif;base64,R0lGODlhAQABAIAAAAAAAP\/\/\/yH5BAEAAAAALAAAAAABAAEAAAIBRAA7\" data-src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/3919194\/interactive-182042453609.png\" style=\"height: 100%; width: 100%; object-fit: fill\"\n      onerror=\"this.style.display='none'\" \/>\n  <\/a>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Want to roll out the best perks program your company has ever seen? Then you\u2019ll need to become a master planner, listener, and communicator, and exercise your stakeholder communication and buy-in skills. No worries though, whether you&#8217;re building a program from scratch or improving upon an existing one, we\u2019ve got you covered. All it takes [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":11589,"parent":0,"menu_order":0,"template":"","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"guide-category":[],"class_list":["post-7634","guide","type-guide","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.1 (Yoast SEO v27.1.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The Complete Guide to Creating an Employee Perks Program<\/title>\n<meta name=\"description\" content=\"With hundreds of perks to choose from, how do you create an employee perks program? Follow our 7 step guide to rolling out an incredible perks program.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/compt.io\/guide\/how-to-create-employee-perks-program\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Complete Guide to Creating an Employee Perks Program\" \/>\n<meta property=\"og:description\" content=\"With hundreds of perks to choose from, how do you create an employee perks program? 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