Compt

"Benefits are not just about health insurance anymore — they're about supporting employees' whole lives." Our CEO Amy Spurling shared insights on why personalized benefits matter in 2025: Benefits = 20-30% of total compensation One-size-fits-all packages are dying out Lifestyle benefits and stipends are growing FSA/HSA contribution limits are increasing The companies that understand this evolution? They're the ones winning and holding onto talent. Read more about the changing benefits landscape: https://hubs.li/Q02Z5t7L0 #EmployeeBenefits #WorkplaceBenefits #FutureOfWork

The average company spends $1,207 per employee on L&D. Most of it goes unused. Why? Because your professional development system looks like this: ?7-10 approval steps ?Multiple spreadsheets ?Endless email chains ?Manual tracking nightmares ?Scattered budgets It's not your HR team's fault. The system was broken from the start. Our VP of Product and Operations, Joseph Alim, breaks down how to fix professional development in 2025: https://hubs.li/Q02Z27Q40 #LearningAndDevelopment #EmployeeExperience #ProfessionalDevelopment

#ICYMI Our Head of Brand Lauren Schneider spoke with Andrew Gauthier (long time CFO and Founder of Mighty Startup) earlier this year about the hidden costs of employee turnover. What is it costing you and how can you fix it? The answers here: https://hubs.li/Q02YWC6h0 #EmployeeTurnover #EmployeeRetention #EmployeeExperience

$1,207 per employee on learning and development. That's what companies spend on average. That's what they claim shows commitment to growth. That's what they think proves they value development. But here's the reality: The amount doesn't matter when the access is broken. It's like having a gym membership with a locked door. Or vacation days you can't take. Or some other opportunity juuuuust out of reach. The future isn't about spending more. It's about making what we spend actually work.

The future of employee benefits isn't about choosing between HSAs and LSAs. It's about leveraging BOTH to create comprehensive support for your people. Sure, HSAs excel at healthcare savings, but they have limitations: - Require high-deductible health plans - Restricted to medical expenses - Not accessible to all employees That's where LSAs come in, offering flexibility for things like family care needs, mental health support, wellness activities, or daily essentials. Learn how leading organizations are maximizing both: https://hubs.li/Q02YNPMT0 #EmployeeBenefits #HRStrategy #HSA #LSA

"We're hard-skilling too close to the sun." When Molly Dennen dropped this line in our latest Getting Personal episode, I almost fell out of my chair. Finally, someone saying what we're all thinking about professional development. About how broken our education system is. About why chasing "unicorn" candidates is literally destroying organizations. (You know I love it when we say the quiet thoughts out loud) This conversation is for everyone who's ever felt their career path was too "messy" or their skills too "random." (Hi, it me ??♀?) Molly challenges everything we think we know about L&D, and honestly? It's about damn time. Listen here: https://lnkd.in/e54UHi3G

??? Winning with Paij Montgomery! ??? Paij was working with a family-owned small business with a niche business model that drives a lot of demand – thus the spark in growth. As her client recently doubled in size, operating as a small mom/pop company was no longer an option. The owners quickly identified a need to optimize and automate their daily workforce task – while giving more responsibilities back to their employees. ? "With ADP’s Comprehensive Services, they will be able to confidential operate in all states across the US without worry of compliance land-mines and they also have the ability to easily integrate with a partner like Compt to drive further workforce automation. Compt was able to provide them a way to automate their employee expense reports for employees in 3 countries while still being integrated with payroll. The pricing structure and user-friendly platform was a key component of this strategic win for both ADP and Compt"- Paij Montgomery Thank you for your partnership, Paij! Dustin Harris Kelly Eldridge Dana Sloan Maureen (Regan) Tusim Kathleen Sensat #adpmarketplace #winningtogether #expensemanagement #compservices

A few weeks ago I had the opportunity to chat with Lauren Schneider on Getting Personal with Compt and we had a blast! She asked me so many thoughtful questions about my origin story in Learning & Development, but we also had the chance to talk about how the L&D landscape has changed over the past few years. "We're hard-skilling too close to the sun", was one of my bolder observations. Don't get me wrong, technical skills are crucial in today's market. But in our rush to build technical expertise, we're overlooking the people-facing skills. We aren't setting our businesses or our people up for success when it comes to the art of leading people and managing teams. Time and again, I hear the same story from clients. They have brilliant technical performers who've earned their promotions by excelling in hard skills, only to struggle when faced with the complexities of leading teams. The technical wizardry that propelled them upward hasn't prepared them for the interpersonal challenges of leadership. This is my Call to Action: We need to reimagine our learning strategies. As we develop tomorrow's leaders, let's take a more balanced approach. There is a place for both, the technical and the soft. We need great leaders, and great leaders can dance between both. Let's think about the journey and design paths forward. When we don't design this way, it becomes frustrating for new managers, time consuming for all, and expensive for the organization to solve a problem that could have been addressed much earlier.

Let me tell you about a company still wearing suits and ties in the 2010s. Why? "That's how we've always done it." The same company put a gorgeous gym in their headquarters but surrounded it with executive offices. Guess what happened? Nobody used it. Everyone was terrified of looking like they weren't working hard enough. That's the real cost of "how we've always done it." Look, I get it. When you're in HR, you're putting out fires daily. "Good enough" feels like a win. Change is risky. Traditional models feel safe. But here's what playing it safe actually looks like: Your benefits ignore your global team. Your policies assume everyone needs the same things. Your programs are designed for a workforce that doesn't exist anymore. Want to know the truth about "best practices"? They're usually just "past practices" that nobody's bothered to question. Start asking why. Because if your policies still look like they did five years ago, you're probably not looking at them hard enough.