Learn how to go from a complicated, unpopular, time consuming, and expensive perks program to a simple and world-class one in minutes using 100% personalized perks. RelievePeople Ops of the administrative burden and increase perks utilization rates. If you're interested in creating a personalized perks program for your team, check out: www.compt.io

1. For: People People!
How To Create Your Ideal
Perks Program
in Minutes Using
100% Personalized Perks

2. AKA: How To Go From
A Complicated, Unpopular, Time
Consuming, and Expensive Perks
Program to a
Simple but World Class One
in Minutes Using
100% Personalized Perks

3. The Core Concept:
- Higher employee engagement = higher productivity as an organization
- Harvard Business Review: Engaged employees are 22% more productive
- Higher engagement rates can be achieved by improving your perk program
- Most organizations don’t have the necessary tools to achieve stellar employee
engagement with their perk program
- We are the only firm focused on solving this problem for People Ops and HR
managers at growing companies
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4. The 4 Key Strategies
To Get The Most Out Of
Your Perk Program
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5. 1) Intentionally aligning your perks with your
culture
- 4 in 5 employees prefer perks over a pay raise (per Glassdoor)!
- Fluffy stuff is par for the course, though - being intentional about what fits into
the culture of the company not only makes it more meaningful to your team
members but it also reinforces culture (note: categories of perks!)
- Also consider why you’re giving these perks, including for recognition
purposes
- Many studies on this have been done - In Work Rules! By Lazlo Bock, he talks about how at
Google they A/B tested compensation strategies with one group receiving small cash bonuses
and the other receiving open recognition the form of perks and the latter group was more
productive, more engaged and stayed longer
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6. Intentionality: Q&A
● How do you know you’re being intentional?
● Is it OK to have some of the fun or fluffy stuff?
● Will it cost me more to be intentional?
● What impact does intentionality have on your perk program, on the company,
and on employees?
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[Click here to watch the video with the answers to these questions]

7. 2) Let employees decide which perks make the
most sense for them
- It’s not only unnecessary for you to be doing the work to pick perks, it’s hurting
your team...
- Unfair for you to be tasked with deciding what will benefit your team most -
everyone’s needs are different so how are you supposed to know?
- Amy story - meditation room, happy hours, coffee vs tea vs seltzer water,
commuter benefits
- Let employees decide for themselves - they know their lives, families, health
situations, preferences, and needs better than any of us do
- As long as they know you are supporting them, that is the key!
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8. Personalization: Q&A
● What if employees want lots of different things? That seems like a lot to
manage.
● I don’t have perks yet, how much time would it take to manage this myself?
● Isn’t it a lot of work for employees to pick vendors?
● What options are out there that even make this possible?
● Will allowing for 100% personalization be more costly for me?
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[Click here to watch the video with the answers to these questions]

9. 3) Pay a little extra attention to the remote folks
- Keep a pulse on your remote employees - survey them, if you have enough of
them, hire someone to focus specifically on their needs, it goes without saying
but don’t forget to include them in company wide events, meetings, parties,
etc.
- Partially and even fully remote teams are more common than ever - in fact,
nearly 4M Americans work remotely at least some of the time (per
Smallbiztrends)
- They aren’t able to take advantage of everything folks in the office have access
to, so how can you make things fair? How can you make them feel more
included?
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10. Remote employees: Q&A
● Remote employees already get a great perk in that they can work from home,
don’t they?
● If I give stipends, should I give remote employees the same amount as those
that are in offices?
● I don’t have remote employees yet. Why should I care?
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[Click here to watch the video with the answers to these questions]

11. 4) Make sure you don’t ignore the tax piece!
- This is an important one because it’s overlooked all the time - most perks are
technically considered compensation so it’s very important to treat them as
such from a tax standpoint
- If you’re giving out perks, make sure you know what types of categories of
perks are taxable and which are not - the three major categories that are
non-taxable are continuous learning, commuter benefits and cell phone
benefits - EVERYTHING ELSE IS TAXABLE
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12. Taxes: Q&A
● Are there any perks that are considered non-taxable?
● What are examples of ‘perks’ that would be considered taxable then?
● Is it possible to make everything non-taxable to the employee?
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[Click here to watch the video with the answers to these questions]

13. The 4 Point Check:
To attract the best talent, keep them engaged and therefore retained:
- Be intentional about what makes up your perks program
- Let employees pick what makes most sense for them
- Pay remote employees particular attention
- Don’t forget about Uncle Sam
GOAL
Higher perks utilization → Higher engagement → Higher productivity + team retention
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14. Thanks!
Saad Munir

15. Click here to learn how you can
personalize your perks with Compt →