The document discusses building an engaging workplace culture at InMobi. It outlines several principles for driving engagement, including not requiring monetary incentives to feel valued, trusting employees to solve issues, and ensuring fairness and visible rewards. Specific practices highlighted include opportunity programs, celebrations, health clubs, continuous feedback platforms, recognition awards, equal benefits, and aligning all practices to the company's culture and values. The results of these efforts include high internal engagement scores, many referrals and few open positions due to internal mobility.

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An Insider's View: The InMobi Story
Creating a workplace in which people thrive
By Kevin Freitas

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If people bring the right attitude to their work, almost any
job can provide satisfaction, and if they don’t bring the right
attitude, no job will provide satisfaction.
- Why We Work by Barry Schwartz

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Telos (meaning or purpose)

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What doesn’t work

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The Engagement beauty parade

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Dealing with different papers for the same syllabus!
Convert good intentions into action and resources.
Averages are meaningless.
Focus on what can be replicated, taught and be learned.
Make effective decisions and not the perfect decision.

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How can we, anyone in HR or line, drive
Engagement?

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Principle 1: You don't need to always have monetary
incentives to feel valued

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A Chance to Live Your Potential
Try out new roles at InMobi through
the Live Your Potential Program.
Learn a new skill, try out a team for 3
months, do a Bridge Assignment.
https://www.youtube.com/watch?v=a7tzLX9vYoc

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Making Celebrations a Way of Life
Glamorous Night at the InMobi
Oscars
Experience Based Referral Awards
handed out by Founders

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Staying Healthy Together
Different Clubs at InMobi
Regular Club Activities in Office

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Principle 2- Trust your people to solve issues for the
organization

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Changing Performance Management to SuperYou Philosophy
Dream
Achieve
Aspire

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Creating People Friendly Practices That Show Trust and Care

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Share information broadly : Openness is good

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Continuous feedback and action engagement platform…
• We needed a platform where
our employees could express
themselves and be heard at all
levels at InMobi, anonymously
• We also wanted to help
Management & HR have a real-
time pulse of their workforce

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…that has a Live conversation feed where…
• This is the main conversation feed in
Hyphen
• The user can touch on any question
to answer, vote, see how their
coworkers voted, answered,
commented etc.

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…employees can contribute in myriad ways…
• Ask a question
• Make a statement
• Create a quick poll
• Comment within questions and polls
• Like coworkers’ comments to show
your appreciation

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…enabling our HR data scientists to…

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…focus on the ‘Signal’ rather than the noise.

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…and dig deeper for more insights….

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…Insights that lead to Action

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Principle 3 - Fairness and visible manifestation of
rewards is more important than the invisible
manifestation

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Visible Manifestation of non-monetary rewards

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Visible Manifestation of non-monetary rewards (www.calmer.in)

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✓ Insurance for all
✓ Bureaucracy less organization
✓ Compensation ratio for performance
✓ Stock for all joiners
✓ Access to management for all people
✓ and many more....

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…We still continue to have a lot of fun building and adding to our culture

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Thank you!
Q&A and Networking time

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InMobi: Re-imagining the Era of Advertising

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The Growth Story
2007 2011 2012 2013 2015
InMobi, earlier called
Mkhoj was founded
by 4 IITians
2010
Received Series B funding
and added 200 InMobians
across 10 countries
Received funding of
USD 210 Million!
Added 700 more people
in just 4 months!
Riding the high tide,
dealing with daily
fires across the globe
Aligned all practices to
culture. Open-sourced
our culture.

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Creating the Tree of Voice @ InMobi

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“What is that one thing we are ready to invest in
and will not back out of?
… because of fear or difficulty under any circumstance”

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Aligning Practices to Our Culture
Our Core Values Culminated into a Well Defined Culture

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• Travel/ Expense Policy
• Leave Policy
• Recognition in Pockets
• Lack of Trust
• Travel/ Expense Guidelines
• Auto Approval of Leaves
• One Red Carpet Program
• 10 X Environment
What did we get rid of? What did we start doing?
• Agency Hiring
• Working in Silos
• Learning Calendar
• Ordinary Environment
• Experience Based Referral Program
• Learning Wallet
• Bridge Assignments
• Live Your Potential

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• Bell Curve
• Variable Pay
• Performance Conversations
• % Increase Grid by Rating
• SuperYou Philosophy
• Conversations Over Coffee
• Fixed Pay
• No Forced Pay
• Measuring Contribution Level
• Pay for Performance
• Total Rewards Statement
• Stock for All
• Stock for Only Selected Few
• Impersonal Compensation Letters
• Communicating Performance Rating
What did we get rid of? What did we start doing?

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Measurement of Our Efforts
InMobians willing to put discretionary efforts
InMobians willing to recommend InMobi to others
InMobians who believe in our values and culture
92%
90%
90%
✓ Internal Engagement Scores picking up @
10% every year over 2013, 2014 and
2015
✓ Referral Program accounted for 50% of
the hires in 2015; no agency costs
✓ 25% open positions closed by internal
Live Your Potential Program
✓ 82% Utilization of the Learning Wallet
✓ 5X more applications of candidates
✓ We’ve been publicly acknowledged for
our culture and people practices.
Recognized by LinkedIn, People Matters,
AIMA among a few.

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Today, our Culture is Our Brand.