SnapLogic Culture


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Come see what life is like working for SnapLogic. To learn more, please visit #SnapCulture

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  • Make one purple one green
    Build Feedback first and then coaching

    Question needs to be like the others
  • New template? Make it pop.
    Bring our culture into the slide?
    Important thing early is that the message is clear and not drowned out
    ----- Meeting Notes (7/6/16 16:35) -----
    No build.
  • Benjamin

    Elevate laugh a lot…
  • SnapLogic Culture

    1. 1. SnapLogic’s Culture #SnapCulture
    2. 2. 22 At SnapLogic, culture matters. A LOT.
    3. 3. 3 In fact, culture is to our company. FUNDAMENTAL
    4. 4. 44 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!)
    5. 5. 55 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?
    6. 6. SnapLogic Core Values Innovation Intensity Integrity
    7. 7. We Value Innovation by….. Having passion for solving tough problems Thinking big (but starting small) Asking ourselves and each other “why not?”
    8. 8. We Value Intensity by….. Acting with intention and purpose Going farther with high output Bringing it – every day
    9. 9. We Value Integrity by…. Acting with respect and honesty Being accountable and consistent Striving (ALWAYS) to do the right thing
    10. 10. 1010 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.
    11. 11. 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
    12. 12. 1212 Our Values also guide how we make decisions.
    13. 13. 1313 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
    14. 14. 1414 Simple, yes? Well, we know we don’t always get it right.
    15. 15. 1515 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.
    16. 16. 1616 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.
    17. 17. 1717 And sometimes making an honest mistake is simply part of the process of ultimately getting it right.
    18. 18. 1818 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!).
    19. 19. 1919 So, feedback and coaching are both important…let’s do a quick “double-click” on this point to understand how they’re different.
    20. 20. 20 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
    21. 21. 2121 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…
    22. 22. 2222 As we frequently say around here….
    23. 23. 23 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.
    24. 24. 2424 Do you think you get the concept of a Coaching Culture? Let’s do a quick check for understanding…
    25. 25. 2525 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
    26. 26. 2626 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
    27. 27. 2727 Now, some might say that by accepting or allowing mistakes, we don’t have high performance standards and expectations. Simply. Not. True.
    28. 28. 2828 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.
    29. 29. 2929 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.
    30. 30. 3030 That part about trust is really important in our culture.
    31. 31. 3131 A team is not a group of people who work together. A team is a group of people who trust each other. - Simon Sinek
    32. 32. 3232 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.)
    33. 33. 33 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).
    34. 34. 3434 Our rewards philosophy is simple… Great Expectations = Great Rewards
    35. 35. 3535 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).
    36. 36. 3636 And we revere employees who demonstrate a commitment to our culture and values and “fast-track” them for greater things.
    37. 37. 3737 But all work and no play makes for a very dull place to work, don’t you think?
    38. 38. 3838 We believe that having fun together sparks creativity, energy and stronger teamwork. So……
    39. 39. 3939 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, .
    40. 40. 4040 And we laugh. A LOT.
    41. 41. 41 For example…. Yes, this really happened. Our CFO, Bob Parker, keeping it all business. And we loved it.
    42. 42. 4242 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.
    43. 43. 4343 We also believe that big challenges create big opportunities.
    44. 44. 4444 And at SnapLogic, you have unlimited potential to do the best work of your career.
    45. 45. 4545 Thank You! (And if you have any thoughts on culture you’d like to share, please send comments to We’d love to hear from you.)