our innovative team, our diverse ... - ragan communications · defining the how own outcomes join...
TRANSCRIPT
Our Innovative Team,Our Diverse Culture
Katee Van HornPresented By
“To make a great culture, nothing can be pushed under the table. It all has to be up top and out in the open for examination.”
- Blake Irving, CEO of GoDaddy
Copyright© 2016 GoDaddy Inc. · 14455 N. Hayden Road Scottsdale, Arizona 85260 (480) 505-8800 · All Rights Reserved. 3
Senior Leadership Team With Deep Expertise
15+ YEARS
10+ YEARS
5+ YEARS
Karen TillmanSVP, Chief Comms Officer
Mike MclaughlinSVP, Domains
Blake IrvingChief Executive Officer
Lauren AntonoffSVP, Presence & Commerce
James CarrollEVP, Global Platform Dev
Scott WagnerPresident
& Chief Operating Officer
David PopowitzSVP, Corporate Dev
Raghu MurthiSVP, Hosting
Nima KellyEVP, General Counsel
Barb RechtermanEVP, Chief Mktg Officer
& Chief Customer Officer
Auguste GoldmanSVP, Chief People Officer &
Sales & Care
Steven AldrichChief Product Officer
Arne JosefsbergEVP, Chief Tech Officer
& Chief Information Officer
Andrew Low Ah KeeEVP, International
Ray WinborneChief Financial Officer
Senior Leadership Team With Deep Expertise + Unified Purpose
Karen TillmanSVP, Chief Comms Officer
Mike MclaughlinSVP, Domains
Blake IrvingChief Executive Officer
Lauren AntonoffSVP, Presence & Commerce
James CarrollEVP, Global Platform Dev
Scott WagnerPresident
& Chief Operating Officer
David PopowitzSVP, Corporate Dev
Raghu MurthiSVP, Hosting
Nima KellyEVP, General Counsel
Barb RechtermanEVP, Chief Mktg Officer
& Chief Customer Officer
Auguste GoldmanSVP, Chief People Officer &
Sales & Care
Steven AldrichChief Product Officer
Arne JosefsbergEVP, Chief Tech Officer
& Chief Information Officer
Andrew Low Ah KeeEVP, International
Ray WinborneChief Financial Officer
6
Our ValuesBe extraordinary.
Own outcomes.
Join forces.
Work fearlessly.
Live passionately.Dennis MitchellDenny Moe’s Superstar Barbershop
Copyright© 2017 GoDaddy Inc. | 14455 N. Hayden Road Scottsdale, Arizona 85260 (480) 505-8800 | All Rights Reserved.
PERFORMANCE PRINCIPLES
• Goals drive us.
• Teams differentiate.
• Pay for performance.
• Define success.
• Feedback.
• Calibrate.
• Motivate and develop.
• Don’t break what works.
• Simplify and be efficient.
• More feedback.
OUR REVIEW
WHAT: Performance relative to outcomes• Expectations of role and level • Team & individual goals• Overall impact
HOW: Performance relative to demonstrating our values • Own Outcomes• Join Forces• Work Fearlessly
How We Evaluate Performance –The 9-box
The How
Demonstration of behaviors
relative to our values central to
performance:
Own Outcomes, Join Forces,
Work Fearlessly
The What
Performance relative to goals and
impact, based on expectations of
your level.
needs im provem ent strong exceptional
W HAT
Needs to improve WHAT,
Needs to improve HOW
Strong WHAT,
Needs to improve HOW
Exceptional WHAT,
Needs to improve HOW
Strong WHAT,
Exceptional HOW
Exceptional WHAT,
Exceptional HOW
strong
HOW
exceptional
Needs to improve WHAT,
Exceptional HOW
needs improvement
Needs to improve WHAT,
Strong HOW
Strong WHAT,
Strong HOW
Exceptional WHAT,
Strong HOW
The What + The How = Our ResultsBeing Extraordinary is our highest value, it’s how we make a
difference in the world.
Defining The How
Own Outcomes Join Forces Work FearlesslyEvery line of code, every pixel, every interaction with a teammate,
customer or partner is a chance to change the world. Our actions and
results speak for themselves. We work toward the best possible outcome
because we are passionate about our customers. We bring humanity to
technology that helps our customers achieve their dreams.
As a team, we move the company toward its vision. When I
can help others, I do. Great teams multiply individual talents.
Great teammates make others better without taking credit. We
win together and lose together. Together, we celebrate our
successes and learn from our failures.
We innovate and take risks to achieve uncommon outcomes.
We are curious and not afraid of experimentation or failure.
We take risks and try new ways of doing things. There are valuable
discoveries and lessons to be learned everywhere.
We ask questions, we seek to understand, we give feedback and
challenge the status quo. We measure our results and continually grow
and improve.
Criteria to evaluate performance based on ‘the how’
Are you customer-obsessed?▪ We act as co-founders and customer advocates seeking to
understand customer needs, relentlessly improve their
experience, even in the face of barriers, speak up on their
behalf and encourage others to do the same.
▪ We make fact-based decisions, seeking to identify the right
objective metrics for customer and business impact and use
facts objectively to identify both good and bad outcomes.
Do you share knowledge and solutions?▪ We proactively share information and best practices
with others and encourage others to share.
▪ We reach out to partners, listen to understand their
needs, and actively connect them to people,
solutions, and resources they need.
Do you innovate, take risks and strive to improve our products and services? ▪ We experiment, take calculated risks, generate and support
new ideas and encourages others to do the same.
▪ We are curious and drive continuous improvement to increase
the quality of our work to create better products and services.
Do you have a growth mindset?▪ We own successes, mistakes and we’re willing to identify if
something isn’t working and use experiences to grow, develop
and focus on solutions in the face of setbacks.
▪ We don’t settle for what we know today, we push to
continuously improve our expertise and apply learnings to
solve problems, as well as coach and mentor others to grow
their skills.
Do you work across team(s)?▪ We look for ways to integrate work within and across
teams, build broader end to end experiences and
think beyond individual goals or silos.
▪ We volunteer ourselves to deliver what’s required to
see collaborative projects through to completion.
Do you drive different perspectives?▪ Contributes to an environment where people can be
authentic, offer ideas and critiques without fear.
▪ We include and involve others and advocate to hear differing
views to drive innovation and better outcomes for our
customers.
The How = Demonstration of behaviors relative to our values central to performance.
clarified for Talent Reviews 2016
Pay for Performance
Compensation model which pays based on
performance in the 9-box, achievement of your goals, and Peer/Partner feedback
Performance Tools built with our values and
culture front and center. We reward our
employees for living the values and delivering
results
Performance management based on
those who don’t live the values or drive for
extraordinary performance
Amplifiers
Work with our Extended Leadership team to determine Culture Amplifiers
Leverage Amplifiers to drive the messages/ culture out to the front lines and through
every day communications
The right employee culture is one where everyone at GoDaddy feels individually responsible for a collectively awesome
experience.