Follow along the slide deck from WeSpire's webinar "Fueling a Culture of Sustainability: Using Behavior Design Technology to HR's Benefit," on August 11, 2015 with speakers such as Katie Ryan, Senior Manager of Sustainability at NRG, Renee Lertzman, engagement strategist & author, and Susan Hunt Stevens, the CEO & Founder of WeSpire. (Original webcast on August 11, 2015)

1. Fueling a Culture of Sustainability:
Using Behavior Design Technology
to HR’s Benefit
August 11, 2015

2. Susan Hunt Stevens
CEO & Founder, WeSpire
@huntstevens
Renee Lertzman
Engagement Strategist & Author
@reneelertzman
Katie Ryan
Senior Manager of Sustainability, NRG
@Katie_A_Ryan
Tweet at us during the webinar! @goWeSpire
TODAY’S SPEAKERS

3. 3
August 11, 2015 | WeSpire Webinar
Fueling an organizational
culture of sustainability:
A psychological approach

4. 4
What is your fantasy?
What does success look like for you?
How do you think about your community,
employees, people?
Fueling an Organizational Culture of Sustainability

5. 5
Real engagement unleashes our potential,
leverages our innate need to experience
ourselves as creative, contributing beings.
Engagement is about harnessing what is
existing, and channeling it optimally.
Fueling an Organizational Culture of Sustainability

6. 6
How can we get people to care?
How do we get people to engage?
What if these are the wrong questions?
Fueling an Organizational Culture of Sustainability

7. 7
Fueling an Organizational Culture of Sustainability

8. 8
Fueling an Organizational Culture of Sustainability

9. 9
Fueling an Organizational Culture of Sustainability
ACKNOWLEDGE ME (know and
understand my anxieties, my
ambivalence and my aspirations)
LOVE ME (let me know you care and
support)
ENGAGE ME (show me that my
actions matter and I am a
stakeholder)

12. 12
It’s about giving people permission.
Socially.
Organizationally.
Emotionally.
Behaviorally.
Cognitively.
Fueling an Organizational Culture of Sustainability

13. DRIVERS OF
ENGAGEMENT:
Purpose &
Relationships
Susan Hunt Stevens, WeSpire

14. The Evolution of Employee Engagement
Contributing Factors to Engagement:
- Great managers
- Program transparency
- Employee choice & collaboration
Top 3 Programs Employees Want:
- Volunteering
- Sustainability
- Health & Wellness
info@wespire.com | www.wespire.com
1. WeSpire. 2015. The Evolution of Employee Engagement.
(Download on WeSpire’s Resources Page at wespire.com)

15. THE POWER OF POSITIVE ACTIONS
Employees are far more engaged
when their work gives them an opportunity
to make a positive difference in the world.1
1. Aon Hewitt’s “2014 Trends in Global Employee Engagement” (Wall Street Journal, April 30, 2014)
info@wespire.com | www.wespire.com

16. • Become aware of
unconscious assumptions
that get in the way of
action.
• Tap into the places people
care about.
• Empower & inspire action
info@wespire.com | www.wespire.com
Behavior Change: how to get people to care enough to take action?
Intent to Action

17. The Science of Behavior
Behavioral science and the power of social and game mechanics
create an interactive platform that encourages employee motivation,
collaboration, and communication.
info@wespire.com | www.wespire.com
1. Employee
wants to save
electricity
2. Employee sees
others in org who use
smart strips
3. Employee receives
email of office energy
initiative
4. Employee requests
smart energy strip
for desk
Employee Engagement Goal: Save Electricity

18. A Proven Methodology
info@wespire.com | www.wespire.com
Run behavior-based
engagement programs
Measure impact on
outcomes data
Drives Positive
business impact
Use data to create
better programs targeted
more intelligently

19. Our Impact
45+ countries
2.8M actions completed
$250 saved per employee
^Since July 2014, WeSpire Customer
Impact
info@wespire.com | www.wespire.com

20. Growing a culture of sustainability
Inspiremenrg

21. This presentation contains forward-looking statements within the meaning of Section 27A of the Securities Act of
1933 and Section 21E of the Securities Exchange Act of 1934. Forward-looking statements are subject to
certain risks, uncertainties and assumptions and typically can be identified by the use of words such as
“expect,” “estimate,” “should,” “anticipate,” “forecast,” “plan,” “guidance,” “believe” and similar terms. Such
forward-looking statements include our future growth and financial performance, Company operations,
developments in renewables, and project development. Although NRG believes that its expectations are
reasonable, it can give no assurance that these expectations will prove to have been correct, and actual results
may vary materially. Factors that could cause actual results to differ materially from those contemplated above
include, among others, general economic conditions, hazards customary in the power industry, weather
conditions, competition in wholesale and retail power markets, the volatility of energy and fuel prices, failure of
customers to perform under contracts, changes in the wholesale and retail power markets, changes in
government regulation of markets and of environmental emissions, the condition of capital markets generally,
our ability to access capital markets, unanticipated outages at our generation facilities, adverse results in
current and future litigation, failure to identify or successfully implement acquisitions and repowerings, the
inability to implement value enhancing improvements to plant operations and companywide processes, our
ability to realize value through our commercial operations strategy, and our ability maintain successful
partnering relationships. NRG undertakes no obligation to update or revise any forward-looking statements,
whether as a result of new information, future events or otherwise, except as required by law. The foregoing
review of factors that could cause NRG’s actual results to differ materially from those contemplated in the
forward-looking statements included in this Investor Presentation should be considered in connection with
information regarding risks and uncertainties that may affect NRG's future results included in NRG's filings with
the Securities and Exchange Commission at www.sec.gov. Statements made in connection with the exchange
offer are not subject to the safe harbor protections provided to forward-looking statements under Private
Securities Litigation Reform Act.
August 13, 2015 21inspireMEnrg Program Overview
SAFE HARBOR STATEMENT

22. About NRG

23. Our vision is to catalyze
the shift to a
sustainable energy
future while
aggressively growing
our business.
“We have a moral
imperative to fight
climate change”
~David Crane, CEO NRG
August 13, 2015 23inspireMEnrg Program Overview
NRG’s Long-Term
Sustainability Vision

24. Time with WeSpire:
Launched a small pilot at end of 2014, rolled out company-wide in January
Purpose within our organization:
• Comprehensive employee sustainability engagement program, serves as
solution to “internal communications whiplash”
• Designed to inspire our diverse and growing workforce to live more
sustainable professional and personal lifestyles
• Incorporates attractive sustainable incentive packages, competitions,
opportunities
Results to date:
~20% of workforce enrolled, engagement fluctuates pending campaign
August 13, 2015 24inspireMEnrg Program Overview
Meet Inspiremenrg

25. • Successful, sustainability-oriented launch:
— Armed every employee with bamboo utensils + note printed with soy-ink
— Ran a sign-up and participation incentive to win a gift certificate towards an eco-friendly vacation
— Other business group rolled out an online platform for health and wellness 24hrs later
• Relevant projects to leverage news cycles:
— Quickly turned on the “Drought Busters” project live following California’s historic water reduction announcement
— Easy to push an “Earth Month” activity live
• Customized campaigns
— Created a custom campaign for a large inter-company workshop
— Working on a project to help onboard new employees
• Ongoing opportunities for recognition:
— Periodically reward “super users” with points and prizes
— Able to use actions and comments from the platform in other internal communication channels
• Team building and competitions:
— Easy way to quickly engage and measure activity from our summer college interns
— Inspired at least 2 groups to proactively use the platform to run additional contests
— Participants can “game” the system if solely based on points
— Still figuring out how to run inter-team competitions seamlessly
August 13, 2015 25inspireMEnrg Program Overview
What’s Working and
What We’re Learning

26.  One Ton Each
 Designed to help employees at NRG reduce their
carbon footprint by one ton.
 Perfect for launch and supporting our company vision
 Green Commutes
 Designed to address commuting impacts and inspire
employees to use alternate commuting methods that
help the planet, and their health.
 Looking to use resulting data support sustainability
reporting needs
 Drought Busters
 Supports and educates on water-reduction activities
 Provides stats and actions for use in local campaigns
All projects educate and measure action to encourage healthy growth
August 13, 2015 26inspireMEnrg Program Overview
Projects We Like

27. Thank You!
For more
information, visit:
Renee Lertzman, PhD:
renee@reneelertzman.com
http://reneelertzman.com
Susan Hunt Stevens /
WeSpire:
susan@wespire.com
http://www.wespire.com
Katie Ryan / NRG:
katie.ryan@nrg.com
http://www.nrg.com
@goWeSpire