Company: ASAN
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001477720-25-000081
Chunk: 44

Company: Asana, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 44
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 Awards for Other Executives: In fiscal year 2025, our Compensation Committee approved a program that did not provide salary adjustments to NEOs (other than as noted below) and resulted in equity incentive awards with a grant date value slightly higher than grants made in the prior year. These actions were approved in May 2024, following two prior meetings during which our Compensation Committee reviewed competitive market data presented by Compensia, an independent consultant to the Committee, and reviewed the performance results of Asana and each executive officer over the prior fiscal year. The Compensation Committee reviewed the Company’s leadership succession plan at the same time.

• New Chief Financial Officer Compensation: In connection with hiring Sonalee Parekh as our new Chief Financial Officer starting on September 11, 2024, the Compensation Committee approved a base salary of $750,000 for Ms. Parekh and an RSU award with a total grant value of $15,000,000, as further described in this CD&A and reported in the “Summary Compensation Table for Fiscal Year 2025” below.

• General Counsel Base Salary: In December 2024, the Compensation Committee approved an increase to Eleanor Lacey’s base salary from $525,000 to $660,000 effective January 1, 2025. While reviewing this increase, the Compensation Committee considered the increase in Ms. Lacey’s scope of responsibilities in connection with the growing complexity of the Company’s activities and market compensation trends.

#### 38Asana 2025 Proxy Statement

#### Executive Compensation
Key Compensation Governance Policies and Practices

We also believe the following policies and practices within our executive compensation program promote sound compensation governance and are in the best interests of our stockholders and executive officers:

| What We Do |     |                                                                                                                               |
|            |     | Encourage long-term equity ownership through our stock ownership policy and multi-year vesting in a majority of equity awards |
|            |     | Engage an independent compensation consultant                                                                                 |
|            |     | Maintain anti-hedging and anti-pledging policies                                                                              |
|            |     | Provide for “double-trigger” equity award vesting and severance payments and benefits upon a change in control of Asana       |
|            |     | Design our compensation program to discourage excessive risk-taking                                                           |

| What We Don’t Do |     |                                                                                                                       |
|                  |     | No tax gross-ups in connection with payments and benefits upon a change in control of Asana                           |
|                  |     | No material perquisites