SnapLogic’s Culture#SnapCulture

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At SnapLogic, culture matters.

A LOT.

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In fact, culture is

to our company.FUNDAMENTAL

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With a thriving culture, we know we can be both

a smashing success

a great place to work

(In fact, these two things are self-reinforcing!)

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Our Values (the behaviors and skills that we attract, value and reward in

our employees) are essential to having a great culture.

So what are they?

SnapLogic Core Values

Innovation Intensity Integrity

We Value Innovation by…..

Having passion for solving tough problems

Thinking big (but starting small)

Asking ourselves and each other “why not?”

We Value Intensity by…..

Acting with intention and purpose

Going farther with high output

Bringing it – every day

We Value Integrity by….

Acting with respect and honesty

Being accountable and consistent

Striving (ALWAYS) to do the right thing

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Our Values are not just nice words that we put on posters in the office and talk about once in awhile at

company meetings.

We live them. Daily.

Our Values influence every aspect of the Employee Experience.

Attraction & Growth of Amazing People (a.k.a YOU!)

Employee Learning & Development

Rewards & Recognition

Teamwork & Communication

Contribution & Results

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Our Values also guide how we make decisions.

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we focus on the issues and data, not the person or opinion

we are deliberate in weighing the options but avoid “analysis paralysis”

we do what is best for our customers, our company and our employees

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Simple, yes?

Well, we know we don’t always get it right.

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In fact, sometimes, despite best efforts, we get it wrong.

So let’s talk about how we react when things don’t go our way.

And why we believe in fostering a

coaching culture.

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In a coaching culture, we believe that to truly

innovate you must have an environment that promotes

continuous learning and development.

To innovate, you must be open to risk.

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And sometimes making an honest mistake is simply part of the process of ultimately getting it right.

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When mistakes happen, giving and receiving feedback to each other is important to share information

and to build a common understanding of what happened.

But with coaching, we focus on learning and growing people’s capabilities (and therefore expanding the

capabilities of our company!).

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So, feedback and coaching are both important…let’s do a

quick “double-click” on this point to understand how they’re different.

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Feedback• Focuses on past behavior• Reactive• Usually a one-way dialogue• Goal is to elicit a certain type of behavior

or action• Focused on data and information • Telling• Controlled by giver• Focuses on consequences

Coaching• Focuses on future behavior; “point-forward”• Proactive • Essential that both parties equally

participate• Goal is to explore future options• Focused on unlocking employee potential• Engaging• Controlled by receiver• Focuses on alternatives and possibilities

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Coaching focuses on the future by learning from our mistakes

and applying this knowledge to make us better, wiser and stronger.

And to be prepared to seize the opportunities ahead.

To sum it up…

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As we frequently say around here….

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Onwards and Upwards!*

* We’re not exactly sure who started the frequent use of this rally cry in our workplace but rumor has it that it was our CEO, Gaurav Dhillon.

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Do you think you get the concept of a

Coaching Culture?

Let’s do a quick check for understanding…

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POP QUIZ

#1. In SnapLogic’s coaching culture, we do believe in:

A) Open, candid and regular discussions about performance. B) A shared commitment between managers and employees to ongoing

learning and development.C) Owning our mistakes and holding ourselves accountable for doing

better the next time. D) All of the above

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POP QUIZ

#2. In SnapLogic’s coaching culture, we don’t believe in:

A) Demoralizing performance ratings.B) The one-time, annual performance review (“Thanks for the feedback,

Manager X – talk to you next year!”).C) Only one person shouldering the blame; instead, we believe we are all

in this together and support each other as a team.D) All of the above

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Now, some might say that by accepting or allowing mistakes, we don’t have high performance standards and expectations.

Simply. Not. True.

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In fact, we strive to create an environment which attracts, rewards and retains the best talent where everyone

works with stunning colleagues* who inspire, challenge and motivate each other to

achieve their best.

* Phrase coined by Netflix and we couldn’t have said it better ourselves.

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Here’s our formula for achieving a

high performance team…

Only hire the best talent who align to

our Culture and Values.

Period.

Then trust them to have high standards for their work, to hold

themselves accountable for

delivering quality results, and to

take the initiative to do what is

best for the company.

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That part about trust is really importantin our culture.

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A team is not a group of people who work together. A team is a group of people who

trust each other.

- Simon Sinek

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To Earn Trust, You Must First Give Trust

(We know that giving up control is scary but it’s an essential ingredient for building a strong team.)

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When people in a team trust one another, they

can overcome odds and achieve truly great

things.

And achieving great things leads to great

rewards for the company (and for you).

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Our rewards philosophy is simple…

Great Expectations = Great Rewards

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We reward outstanding performance with a compelling

compensation and benefits package that makes our

employees feel taken care of and valued.

We believe in career growth and promote from within whenever possible.

We say “thank you” and “great job” every chance we get (and have a peer recognition program to make it easy to identify the

“SnapStars” in our midst).

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And we revere employees who demonstrate a commitment to our

culture and values and “fast-track” them for greater things.

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But all work and no play makes for a very dull place to work,

don’t you think?

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We believe that having fun together sparks

creativity, energy and stronger teamwork.

So……

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We find reasons to celebrate regularly and often (e.g. Friday “Snappy Hours”, birthdays and other

life events and company parties).

We don’t take ourselves too seriously (good-natured jokes and pranks are considered team-building!).

We give back to the community through our company volunteer program,

.

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And we laugh.

A LOT.

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For example….

Yes, this really happened.

Our CFO, Bob Parker, keeping it all business.

And we loved it.

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A few final thoughts…

Remember that while you report to your manager, you work for SnapLogic. Your ability to contribute to the overall success of

our customers and this company is huge.

While these are high expectations, we will do everything in our power

to support your success.

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We also believe that big challenges create

big opportunities.

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And at SnapLogic, you have unlimited potential to do the

best work of your career.

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Thank You!

(And if you have any thoughts on culture you’d like to share, please send comments to people@snaplogic.com.

We’d love to hear from you.)