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Rebel Foods : Creating Unique, Memorable and
Delightful Food Experiences For All Occasions
Food is the Last Frontier of Consumer Internet
Retail
Hospitality
2010-2020
Travel 2000-2010
Food Service
Transport
Sector Most Valuable Earlier Value shift to InternetMost Valuable Now
Grocery / Food /
Service Delivery
Fragmented
We are Uniquely Positioned to Capture this Humongous Opportunity
A powerful
platform to create
infinite revenue
streams
Significantly better
customer
experience through
a “built for internet”
model
Fundamental
disruption of
economic model
of Food Service
Ability to scale
fast
Multiple Food Brands / Virtual Restaurants from the Same Cloud Kitchen..
1 Kitchen / 1 Supply
Chain = 1 brand
1 Cloud Kitchen / 1 Supply Chain =
multi brands
Traditional F&B REBEL
But, what’s most important to build this?
Culture is even more important when you are
building something new
Making horse riding incrementally
better or Improving efficiency on
Blockbuster video rentals or
Running a QSR better
Inventing Cars or Building a video
streaming business or completely
changing “food experience” for
ever
Impact of
culture
2x 10x
What do you think is the difference between these
sets of companies?
We are here to build a winning team that will change “food
experiences” forever, it’s not everyone’s game
A Loving / Doting Family A winning sports team
Winning culture is defined as “Performance” plus
“way of working”
Performance is black and white, let’s talk about “way
of working”
“Way of working” at Rebel is built on five values
- Crazy about customer experience
- Complete ownership for results
- Innovate and challenge the status quo
- Make every penny count
- Care for and grow your people
Crazy about customer experience
Defined as “not normal” behaviour when it comes to
customer delight. Doing the unexpected for the customer
and thus creating a memorable experience every single
time. This is even beyond “ going the extra mile” for the
customer
1
Crazy about customer experience
Five principles followed at Rebel to attain “craziness”
- Customer at the center of all decisions
- Complete freedom to delight a customer by anyone in the company -
no script, no rules, no budget, no constraints
- Total transparency - No TnC, complete truth
- Proactively look for opportunities to delight the customer - Not only
solve problems, but keep looking for new ways to delight the customer
- Personal ownership to delight the customer - No passing the
customer from dept to dept, no behaving like a bank, whoever is in
contact with the customer solves it end to end and takes personal
ownership
1
Complete ownership for results
Defined as “No excuse” behaviour for results. Once
ownership for result is defined for the individual, then s/he
has to take full responsibility of delivering it. No giving
internal and external factors as excuse for not delivering
the result. Taking credit for success and responsibility for
failure
2
Complete ownership for results
Three principles followed at Rebel to instill “ownership”
- No tasks, only objectives. Tasks, steps discussed and problem
solved, but completing tasks is not regarded as performance,
delivering on the objective is.
- Complete freedom to define and execute how an objective will be
delivered upon. Always up for discussion, but final decision belongs to
the person implementing and responsible for the objective.
- Complete trust that people are giving their best to achieve the
objective. Periodic reviews to assess progress on the objective.
2
Innovate and Challenge Status Quo
Defined as finding answers to hitherto “unsolved” problems
through creativity, innovation and use of technology. No
saying “ has not been done before or elsewhere”.
3
Five principles followed at Rebel to encourage “innovation”
- First principle thinking - No saying there is no “precedence”
- Excitement, not frustration, when faced with an unsolved problem
- Beyond ideas - no brownie points for ideas. Implementation, iteration
and progressively better results is true “innovation”.
- Creativity with action bias. No consequence of failure - get it done
first and see a proof of concept before taking pride in an idea. No
negative repercussions on an idea which failed to deliver result, as
long as there is learning
- Free sharing - no hoarding of “secret recipes”. Free sharing of ideas
that are showing results in one corner of the company
Innovate and Challenge Status Quo3
Make Every Penny Count
Defined as “spend linked to results”. No random spend
budgets for the year or quarter. Spending only for achieving
specific results in one or more of the three areas -
customer experience, growth and profitability.
4
Five principles followed at Rebel to instill “wise spending”
- No spend decision in isolation, without measurable impact
- Flexibility to up or down spend based on results demonstrated and
progress - no blanket budgeting
- Resourcefulness to achieve the lowest cost for the same / better
result
- Always striving to reduce cost progressively. Finding opportunities to
reduce cost
- No functional territorial fights on spend budget. Every function
subordinated to overall company goal.
Make Every Penny Count4
Care for and Grow People
Defined as “people first” approach towards meeting long
term company objective. Belief that “great people” solves
all problems. Growing / developing people as the core
agenda for every leader.
5
Five principles followed at Rebel to instill “Care and Growth”
- No politics, no bitching - No back-stabbing, scape goating, passing the
blame, or any such typical corporate behaviour
- People first approach - when faced with challenges, first ask whether the
right person is handing the job, before making any process change
- Development a key agenda - KRA and Values measurement every quarter
for every person. Timely feedback and coaching to move people ahead
- Periodic assessment of People situation - quarterly assessment of “how
people are feeling” across the organization, by function and geography.
Refer next slide to see the assessment questions
Care for and Grow People5
Care for and Grow People:
Quarterly assessment of entire organization along 11
questions*:
- Question 1 - Do I know what is expected of me at work?
- Question 2 - I have the opportunity to do what I do best every day.
- Question 3 - In the last few days, I have received recognition or praise for doing good work.
- Question 4 - Does my supervisor or peers at work seem to care about me as a person?
- Question 5 - Are there people at work who encourage my development?
- Question 6 - At work, do my opinions seem to count?
- Question 7 - Does the mission / purpose of company make me feel my job is important?
- Question 8 - Are my co-workers committed to doing quality work?
- Question 9 - Do I have friends at work?
- Queston 10 - In the last 6 months, has someone talked to me about my progress?
- Question 11 -Till now in Faasos, I had full opportunity at work to learn and grow.
5
* adapted from “first break all rules’
Values can’t be built through placards, banners,
flashcards and such useless medium.
Only those values get instilled that are “valued” by
the company in “people decisions”
How we ensure “winning culture” with “performance”
and “values” at the core of it
Only three things can build “winning culture”
How we hire? How we reward /
promote?
How we let go?
This presentation is waste of time,
if we don’t hire / reward / let go
based on our culture of High
Performance & Values
It’s simple
math really
This is how we make people decision at “Rebel”
Performance
( Results or
Performance
Potential)
100% weightage
Way of working
( Demonstration of five values
) 100% weightage
Applied to Hiring
Performance
potential ( Skill /
Knowledge /
Experience )
Way of working
( Demonstration
of 5 values )
3
75%
Every Hire from Store
Manager and above in
Operations and all hires in
other functions :
- Stringent
assessment of
Performance
potential and Way
of working
- Well documented
proper explanation
of scores for every
hire
Must
Reject
Must
reject Hire for sure
Can still be hired
Who will you hire?
Job Description: Urgently needed Corporate Sales person for city X. Bulk
orders have to start happening asap.
Candidate 1 : Very smart, well
dressed, very articulate (great
communication skill). Talks about
how he convinced a customer to
buy his service, when the
customer did not need it. Very
confident. Says in the last job, the
finance team was bad and hence
he lost a few contracts. Says he
can line up three large orders
next week
Candidate 2 : Just 2 years out of
college. Never worked in
corporate sales. Great listener.
Spoke about how he and his
team raised money for his college
charity. Gives credit to his team.
Admits his failures. When asked
about a solution to a hard
problem, came up with an
innovative answer. Never said
‘cant be done”.
Applied to Rewards / Appraisals / Letting Go
Every person from Store
Manager and above in
Operations and everyone
in other functions :
- Stringent
assessment of
Performance and
Way of working
every quarter
- Well documented
proper explanation
of scores for every
quarterly review
- All appraisals / Let
go decisions based
on this
Performance ( #
results as per
objective - ML,
MO, MP)
Way of working (
demonstration of
values)
3
75%
Good People Building
“winning culture”
Superstars
90%
4
Brilliant
Jerks - VIP
Nice
Underperfo
rmers - PIP
Let Go
Group - 2
QTRs
Few thoughts
There is no job insecurity - only misfits to our winning culture (Every “let
go” gets immediate relieving and 3 months salary to look for a job that will
fit him / her)
There is NO internal competition - No relative grading, everyone in the
company can be a “superstar”, which is the ultimate goal
This starts a cycle of “winning culture” - As high performing / high
value people will be rewarded and they will inspire others and attract the
right kind of people (& detract the wrong kind for us)
Please DO NOT apply or get in touch with us, if this
is too much for you, cause you won’t be hired as we
are good at seeing through a person in a few
interactions.
However, if this excites you, makes you yearn for
being part of such an environment, please send an
email ( NO CVs or copy paste stuff please) outlining
your motivation to
isha@faasos.com

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Culture @ rebel

  • 1. Rebel Foods : Creating Unique, Memorable and Delightful Food Experiences For All Occasions
  • 2. Food is the Last Frontier of Consumer Internet Retail Hospitality 2010-2020 Travel 2000-2010 Food Service Transport Sector Most Valuable Earlier Value shift to InternetMost Valuable Now Grocery / Food / Service Delivery Fragmented
  • 3. We are Uniquely Positioned to Capture this Humongous Opportunity A powerful platform to create infinite revenue streams Significantly better customer experience through a “built for internet” model Fundamental disruption of economic model of Food Service Ability to scale fast
  • 4. Multiple Food Brands / Virtual Restaurants from the Same Cloud Kitchen.. 1 Kitchen / 1 Supply Chain = 1 brand 1 Cloud Kitchen / 1 Supply Chain = multi brands Traditional F&B REBEL
  • 5. But, what’s most important to build this?
  • 6. Culture is even more important when you are building something new Making horse riding incrementally better or Improving efficiency on Blockbuster video rentals or Running a QSR better Inventing Cars or Building a video streaming business or completely changing “food experience” for ever Impact of culture 2x 10x
  • 7. What do you think is the difference between these sets of companies?
  • 8. We are here to build a winning team that will change “food experiences” forever, it’s not everyone’s game A Loving / Doting Family A winning sports team
  • 9. Winning culture is defined as “Performance” plus “way of working”
  • 10. Performance is black and white, let’s talk about “way of working”
  • 11. “Way of working” at Rebel is built on five values - Crazy about customer experience - Complete ownership for results - Innovate and challenge the status quo - Make every penny count - Care for and grow your people
  • 12. Crazy about customer experience Defined as “not normal” behaviour when it comes to customer delight. Doing the unexpected for the customer and thus creating a memorable experience every single time. This is even beyond “ going the extra mile” for the customer 1
  • 13. Crazy about customer experience Five principles followed at Rebel to attain “craziness” - Customer at the center of all decisions - Complete freedom to delight a customer by anyone in the company - no script, no rules, no budget, no constraints - Total transparency - No TnC, complete truth - Proactively look for opportunities to delight the customer - Not only solve problems, but keep looking for new ways to delight the customer - Personal ownership to delight the customer - No passing the customer from dept to dept, no behaving like a bank, whoever is in contact with the customer solves it end to end and takes personal ownership 1
  • 14. Complete ownership for results Defined as “No excuse” behaviour for results. Once ownership for result is defined for the individual, then s/he has to take full responsibility of delivering it. No giving internal and external factors as excuse for not delivering the result. Taking credit for success and responsibility for failure 2
  • 15. Complete ownership for results Three principles followed at Rebel to instill “ownership” - No tasks, only objectives. Tasks, steps discussed and problem solved, but completing tasks is not regarded as performance, delivering on the objective is. - Complete freedom to define and execute how an objective will be delivered upon. Always up for discussion, but final decision belongs to the person implementing and responsible for the objective. - Complete trust that people are giving their best to achieve the objective. Periodic reviews to assess progress on the objective. 2
  • 16. Innovate and Challenge Status Quo Defined as finding answers to hitherto “unsolved” problems through creativity, innovation and use of technology. No saying “ has not been done before or elsewhere”. 3
  • 17. Five principles followed at Rebel to encourage “innovation” - First principle thinking - No saying there is no “precedence” - Excitement, not frustration, when faced with an unsolved problem - Beyond ideas - no brownie points for ideas. Implementation, iteration and progressively better results is true “innovation”. - Creativity with action bias. No consequence of failure - get it done first and see a proof of concept before taking pride in an idea. No negative repercussions on an idea which failed to deliver result, as long as there is learning - Free sharing - no hoarding of “secret recipes”. Free sharing of ideas that are showing results in one corner of the company Innovate and Challenge Status Quo3
  • 18. Make Every Penny Count Defined as “spend linked to results”. No random spend budgets for the year or quarter. Spending only for achieving specific results in one or more of the three areas - customer experience, growth and profitability. 4
  • 19. Five principles followed at Rebel to instill “wise spending” - No spend decision in isolation, without measurable impact - Flexibility to up or down spend based on results demonstrated and progress - no blanket budgeting - Resourcefulness to achieve the lowest cost for the same / better result - Always striving to reduce cost progressively. Finding opportunities to reduce cost - No functional territorial fights on spend budget. Every function subordinated to overall company goal. Make Every Penny Count4
  • 20. Care for and Grow People Defined as “people first” approach towards meeting long term company objective. Belief that “great people” solves all problems. Growing / developing people as the core agenda for every leader. 5
  • 21. Five principles followed at Rebel to instill “Care and Growth” - No politics, no bitching - No back-stabbing, scape goating, passing the blame, or any such typical corporate behaviour - People first approach - when faced with challenges, first ask whether the right person is handing the job, before making any process change - Development a key agenda - KRA and Values measurement every quarter for every person. Timely feedback and coaching to move people ahead - Periodic assessment of People situation - quarterly assessment of “how people are feeling” across the organization, by function and geography. Refer next slide to see the assessment questions Care for and Grow People5
  • 22. Care for and Grow People: Quarterly assessment of entire organization along 11 questions*: - Question 1 - Do I know what is expected of me at work? - Question 2 - I have the opportunity to do what I do best every day. - Question 3 - In the last few days, I have received recognition or praise for doing good work. - Question 4 - Does my supervisor or peers at work seem to care about me as a person? - Question 5 - Are there people at work who encourage my development? - Question 6 - At work, do my opinions seem to count? - Question 7 - Does the mission / purpose of company make me feel my job is important? - Question 8 - Are my co-workers committed to doing quality work? - Question 9 - Do I have friends at work? - Queston 10 - In the last 6 months, has someone talked to me about my progress? - Question 11 -Till now in Faasos, I had full opportunity at work to learn and grow. 5 * adapted from “first break all rules’
  • 23. Values can’t be built through placards, banners, flashcards and such useless medium. Only those values get instilled that are “valued” by the company in “people decisions”
  • 24. How we ensure “winning culture” with “performance” and “values” at the core of it
  • 25. Only three things can build “winning culture” How we hire? How we reward / promote? How we let go?
  • 26. This presentation is waste of time, if we don’t hire / reward / let go based on our culture of High Performance & Values
  • 28. This is how we make people decision at “Rebel” Performance ( Results or Performance Potential) 100% weightage Way of working ( Demonstration of five values ) 100% weightage
  • 29. Applied to Hiring Performance potential ( Skill / Knowledge / Experience ) Way of working ( Demonstration of 5 values ) 3 75% Every Hire from Store Manager and above in Operations and all hires in other functions : - Stringent assessment of Performance potential and Way of working - Well documented proper explanation of scores for every hire Must Reject Must reject Hire for sure Can still be hired
  • 30. Who will you hire? Job Description: Urgently needed Corporate Sales person for city X. Bulk orders have to start happening asap. Candidate 1 : Very smart, well dressed, very articulate (great communication skill). Talks about how he convinced a customer to buy his service, when the customer did not need it. Very confident. Says in the last job, the finance team was bad and hence he lost a few contracts. Says he can line up three large orders next week Candidate 2 : Just 2 years out of college. Never worked in corporate sales. Great listener. Spoke about how he and his team raised money for his college charity. Gives credit to his team. Admits his failures. When asked about a solution to a hard problem, came up with an innovative answer. Never said ‘cant be done”.
  • 31. Applied to Rewards / Appraisals / Letting Go Every person from Store Manager and above in Operations and everyone in other functions : - Stringent assessment of Performance and Way of working every quarter - Well documented proper explanation of scores for every quarterly review - All appraisals / Let go decisions based on this Performance ( # results as per objective - ML, MO, MP) Way of working ( demonstration of values) 3 75% Good People Building “winning culture” Superstars 90% 4 Brilliant Jerks - VIP Nice Underperfo rmers - PIP Let Go Group - 2 QTRs
  • 32. Few thoughts There is no job insecurity - only misfits to our winning culture (Every “let go” gets immediate relieving and 3 months salary to look for a job that will fit him / her) There is NO internal competition - No relative grading, everyone in the company can be a “superstar”, which is the ultimate goal This starts a cycle of “winning culture” - As high performing / high value people will be rewarded and they will inspire others and attract the right kind of people (& detract the wrong kind for us)
  • 33. Please DO NOT apply or get in touch with us, if this is too much for you, cause you won’t be hired as we are good at seeing through a person in a few interactions. However, if this excites you, makes you yearn for being part of such an environment, please send an email ( NO CVs or copy paste stuff please) outlining your motivation to isha@faasos.com