Rue La La, a leading force in the evolution of online/mobile commerce, is also pushing the bounds of People practices, starting with the Why. This deck was recently personally rolled out to all Rue La La Associates. We hope you dig it.

1. (c) 2015 RueLaLa. All Rights Reserved.
Peace, Love and
Engagement
Roadshow

2. GREAT
BEING
HERE WITH
ALL OF YOU!
2

3. WHAT WE WILL COVER
Update 2015 People Goals/Introduce a New Philosophy
Link our Goals with Whys: Rue’s and Yours
Why the Why is so Important?
How (at a high level) We are Going to Reach our Goals
A Taste of a How in Action
What (the sheesh) does People do?
We Believe/The Choice is Yours

4. PEOPLE LIFECYCLE
4
Competency
Model/Career
Mapping/
Promotion
Process
Rue U
Health &
Wellness
Mentorship
Grow
Spirit
Recognition
Service
Internal
Communications
Compensation
Culture
Engage
Partner with
departments
Acquire/
Onboard
Partner with
departments
Develop
sourcing
strategies/
build pipelines
Define and
adhere to
processes
Engage from
signature
Benefits
Support
Compliance
HRIS (Software)
Payroll
Next Step
Program
Retire
Exit Interviews
Alumni
Boomerang

5. NETFLIX STOCK PRICE
5
When culture
deck was
rolled out
Strategic
blunder

6. MAKE RUE A GREAT PLACE TO WORK
6
I WANT RUE TO BE THE MOST
MEMORABLE PROFESSIONAL
EXPERIENCE OF YOUR LIFE!
Looking back––20 (?) years from now––
I want you all to be able to say, with pride,
“I was there when...”

7. 7
TO
DO
THIS
WE
MUST
ALL
BE
ENGAGED
Engaged
Disengaged
Actively disengaged
13%
63%
24%
Gallup: 2013 State of Global Engagement Survey
Engagement is a choice!
My goal: to get us all
in this delicious piece
of the pie

8. 8
‘Cause we have FREAKISHLY
humungous opportunities ahead of
us…
To grow the business…
To improve ourselves…
And to impact the world…
The Big world à Your world

9. 9
ENGAGEMENT
IN BROAD TERMS
STARTS WITH THE WHY
MEMBERS: WHY SHOULD I SHOP AT RUE?
BRANDS/PARTNERS: WHY SHOULD I GIVE RUE MY BRAND?
CANDIDATES: WHY SHOULD I JOIN RUE?
YOU: WHY SHOULD I GIVE RUE MY
“DISCRETIONARY ENERGY” / THE TIME OF MY LIFE?

10. Without knowing
what your personal Why is
(and we will get to that eventually)
I’ll bet you all want to leave the
world better than you found it.
10

11. 11
THE PEOPLE WHO RUN OUR BRANDS
All want the same thing.
CANDIDATES
OUR MEMBERS
Guess what?

12. 12
TO IMPROVE THE HUMAN CONDITION
“Confidence is that feeling
by which the mind embarks
in great and honorable courses
with a sure hope and trust in itself.”
– Cicero

13. 13
WHAT ARE WE REALLY
DOING ALL DAY LONG?

14. 14
WE INSPIRE CONFIDENCE.

15. 15
WE INSPIRE CONFIDENCE.
By the brands we sell…
In our Members to achieve more…
As as calling to action for candidates…
And to grow yourselves beyond
your expectations…

16. 16
I WANT
YOU TO HAVE THE
CONFIDENCE
TO REALIZE YOUR
DREAMS.

17. 17
“THOSE WITH A WHY CAN SURVIVE ALMOST ANY HOW.”
Viktor Frankl
Psychiatrist, Holocaust Survivor
Why is this purpose thing so important?
From experience, realizing goals–Rue’s, your team’s, your own––
is dramatically easier if you have a purpose behind you…
especially if it aligns with your personal Why!

18. 18
Improving the
Human
Condition
Yours
We Inspire
Confidence
Rue’s
?

19. 19
CONFIDENCE,
ESPECIALLY THE CONFIDENCE
TO LIVE LIFE
ON YOUR TERMS
CAN MOVE WORLDS.
(anyone know how many slightly engaged people signed the
Declaration of Independence?)

20. 20
Ok, enough of the Why stuff for now…
Let’s move to the How!
Confidence begets
happiness
à we want you happy!

21. 21
(BTW, are you digging this groove?)

22. 22
1. Values
Our How starts with our Values
which have a cascading effect
2. Expectations
3. Behaviors
4. Results

23. 23
Values
Define our cultural parameters.
Used from hiring to promotion.
Reflect who we are, how we want to be treated,
and what we hold most dear to us.
Values frame expectations.

24. 24
Expectations
At the highest level, we expect you to be actively
ENGAGED––in work, and life.
If you aren’t, we will try to help you find something else to do,
within or outside of Rue…
(If you ever feel Rue is not the street for you, let us know!)
Expectations drive behaviors.
Its all life.

25. 25
Behaviors
How can you tell if someone is engaged?
And they realize we are all in this thing together!
Behaviors bring about results.
They apply their fullest selves to whatever they are doing.
No complaints or sniping; simply work to improve.

26. 26
Results
What sort of results do we (really) want?
We want you happy. Fulfilled.
Jazzed to be part of something that is improving worlds.
We hope Rue will be the most memorable
professional experience of your life!

27. 27
We’d like try to give you skills, tools, and
confidence you need
to kick ass at work…
and in life.
It’s all life.

28. 28
I have noticed…
“If you trust us, why do we need all these policies?”
Cultures built on policy have a hard time
engendering trust.
(Mind you, Rue is ahead of the curve here already.)
What if we use our Values as a first screen
when making people-related decisions?

29. Kind: Have you put yourself in the other’s shoes? Have you put their
needs ahead of your own?
Passionate: What does your gut say is the right thing to do?
Collaborative: Have I included all critical people? How can this effort be a
win/win?
Tenacious: Have you given this effort your engaged focus? Have you
exhausted all tools, processes, and points of view?
Decisive: Are you kicking something down the Rue or attacking it head on?
Innovative: Can you push new bounds? Can this effort position us as
leaders in whatever role you are playing?
Example of Potential Values Screens

30. 30
“But wait,” you may say.
“This means I may have to make a decision.”
Exactly!
We trust you can make a very good effort to figure things out.
We are giving you the power.
And if the answer is still elusive, involve others, escalate, ping the People
Team, Legal, and/or consult the Handbook (but only as needed*).
* Note: be aware there can be legal implications of some actions. If anything requires signature
or If there is ever a question, please reach out to legal@ruelala.com.

31. 31
Why is this so important?
In order for Rue to meet its (freakin’ huge)
potentials, we must equip you all to make
decisions, take risks,
accept that failure is part of growth,
and continually improve…
…versus constantly reacting in the weeds.

32. 32
It is all about
how we spend
the time of our lives.

33. 33
A first application of our Values
(and there will be more coming)
Performance Reviews

34. 34
Facts are:
“Traditional” (yearly, graded) performance review processes
have no positive impact on company performance.
The only visceral impact they have is that voluntary attrition
––the employees companies want to keep as they can find
jobs on the market––increases post-delivery.
(And I want ALL of our Associates
to be people others crave to have.)

35. 35
We should focus our energy
competing with the market,
not each other.

36. 36
As of NOW, we are making the traditional
performance review model obsolete.
If we are all engaged (top 15%?), why the need?
What is not changing?
Goals––business and growth––and feedback.
What is changing?
No more emotional baggage of grading.
Purpose, format, frequency and tools.

37. 37
In their place, starting Q1 2016, we will
be initiating the “Growth First” Program.
Managers will be given additional training and tools.
4X/year, they and teams will be briefly surveyed with the
underlying concept of:
If no or maybe, the question becomes what can we
try to do to help you?
“If this Associate told me they were considering leaving,
would I fight hard to keep them?”

38. 38
I fully realize there are MANY
questions that will start gnawing
at your beautiful brains as this
change sinks in…
1. Don’t Panic
2. Details will be coming soon

39. We believe in 10 things…
1. In inspiring confidence in our 15 million members to achieve more
2. In inspiring confidence in you to realize your dreams
3. That our business is changing both retail and societal paradigms
5. That trying to living our values could increased personal and corporate growth
6. We don’t know what we don’t know…and this is a source of strength
8. We should compete with the market, not each other
7. Multiple failures and continual iteration are the ingredients for success
9. Its all life
4. That being engaged is the key to the happiness of productivity
10. We hope Rue will be the most memorable professional experience of your life

40. 40
In closing…
You may have some reservations…
(Understood completely)
You may not…
(Coolio!)
The choice to be engaged is yours to make!

41. 41
You have the power.
Thank you for the gift of your time!