© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 1 Anne Teggart – June 2013 European Compensation & Benefits Lead Compensation and Benefits in a Challenging Business Climate

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 2 Agenda 1.Introduction 2.How can key personnel be motivated and engaged when reward expenditure cannot be increased? 3.What is the key to communicating total reward in a tough economic climate? 4.How can reward vehicles other than pay be used to retain talent? 5.What are the latest trends regarding greater use of recognition, variable bonuses and incentives?

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 3 Who are Sapient? In Europe – 2 main Business Units: Sapient Nitro & Global Markets, supported by Global Shared Services Over 11,000 employees globally $1.1bn revenue globally

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 4 How can key personnel be motivated and engaged when reward expenditure cannot be increased?

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 5 How can employees be motivated and engaged? Communication Recognition Learning and development opportunities Social events – Frinks; Summer and Christmas parties

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 6 Communication

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 7 Communication

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 8 Communication - s Compensation and Benefits banner from Internal Communications: Banner is used for internal communications – ensures consistency and internal brand awareness EU benefits mailbox for employees to contact the team. Connects with the whole EU C&B team so response time is quicker Separate mailbox used for our compensation and performance reviews. ‘Performance and Rewards’ mailbox

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 9

10 When budgets are limited… Pension salary sacrifice: win-win for both employee and the company Bonus salary sacrifice Pension provider switch with lower AMC Pension communication sessions Launch of benefits portal  recap of all the benefits; benefits fair with providers and freebies Launch of benefits booklet Regular benefits presentations – reminder of what is on offer Induction: “Sapient Start”. Introduction to reward package Communication is key to bring rewards to life and remind employees what is available

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 11 Recognition Peer to peer ‘Core Value Awards’ nominations Founders Award / Rookie of the Year / GSS Great Work Award Public acknowledgement ‘Ring the Bell’ client wins Anniversary recognitions Performance round 360 degree feedback

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 12 Key to communicating total reward in a tough economic climate

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 13 Communication… again Start from the beginning: Ensure Hiring teams understand the total package Why should someone work at Sapient? How are we different? Explain the journey What we are… and what we aren’t Explain career opportunities – mobility; varied projects Hiring Teams: Maintain internal parity with existing employee’s compensation recognising moves in the external market Use of salary ranges

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 14 How can reward vehicles other than pay be used to retain talent?

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 15 Learning and Development Opportunities Variety of mediums Classroom based Online self-learning encouraged Webinars Online Learning Centre s with employee’s stories of how they manage their career; develop themselves Women’s Leadership Network – open to all Leadership sponsorship Both men and women involved Mentoring and coaching opportunities Open communications forum for everyone to air their opinions Local events

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 16 What are the latest trends regarding greater use of recognition, variable bonuses and incentives?

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 17 Use Tools Available Smarter use of limited budget Focus on top performers and high potentials Communication (and repetition) of key messages are essential Encourage feedback from all levels Not all communications need to come from HR – and shouldn’t. Leadership and management ownership helps drive engagement for them and employees Recognise people as close as possible to the act that is being recognised. Encourage public recognition through team and divisional meetings Anniversary recognitions

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 18 Thank You