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.