SnapLogic Culture Deck

SnapLogic’s Culture
#SNAPCULTURE

At SnapLogic, culture matters.
A LOT.

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In fact, culture is
FUNDAMENTAL
to our company.

With a thriving culture, we know we can be both
a smashing success &
a great place to work
Confidential Content
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(In fact, these two things are self- reinforcing)
©2017 SnapLogic, Inc. All Rights Reserved

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?
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SnapLogic Core Values
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Innovation Intensity Integrity

We Value Innovation by…..
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 Having passion for solving tough
problems
 Thinking big (but starting small)
 Asking ourselves and each other,
“why not?”

We Value Intensity by……
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We Value Integrity by……
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corporate overview
Our Values are not just nice words that we
put on posters in the office and talk about
once in a while at company meetings.
We live them,
Daily.

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7 8 9
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Our Values influence every aspect of the
Employee Experience
Attraction & Growth of Amazing People
(a.k.a YOU!)
Rewards &
Recognition
Rewards &
Recognition
Teamwork &
Communication
Contribution &
Results

corporate overview
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

Confidential Content©2017 SnapLogic, Inc. All Rights Reserved
Simple, yes?
Well, we know we
don’t always get it right.

corporate overview
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.

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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©2017 SnapLogic, Inc. All Rights Reserved Confidential Content
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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!)

corporate overview
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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• 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
• 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.
To sum it up…
And to be prepared to
seize the opportunities ahead.

corporate overview
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.

corporate overview
Do you think you
get the concept of a
Coaching Culture?
Let’s do a quick check for understanding...

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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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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

corporate overview
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.

Here’s our formula for achieving a
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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 important in 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

corporate overview
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

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

corporate overview
And we laugh.
A lot.

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For example….
Yes, this really happened.
And we loved it.

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.
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.

Thank You
San Mateo, CA
Boulder, CO
New York, NY
London, UK
Melbourne, AUS
Hyderabad, India
www.snaplogic.com
Laura Selig
VP, People
lselig@snaplogic.com
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.

SnapLogic Culture Deck

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