Company: ASAN
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001477720-25-000081
Chunk: 45

Company: Asana, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 45
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|                  |     | No supplemental executive retirement plans or pension plans                                                           |
|                  |     | No stock option or stock appreciation rights granted below fair market value of our common stock on the date of grant |
|                  |     | No repricing or exchange of underwater stock options without stockholder approval                                     |

Our Approach to Executive Compensation

Executive Compensation Philosophy, Objectives and Design

Asana’s executive compensation philosophy is to employ market-competitive compensation programs that reward our executive officers fairly and consistently relative to one another and to the broader employee population, and that promote Asana’s cohesive, collaborative culture.

Our executive compensation program aims to achieve the following primary objectives:

• attract, retain, and reward world-class talent that is motivated by our mission;

• position ourselves strongly against our compensation peers to attract and retain top talent and ensure the competitiveness of our pay packages;

• align the interests of our executive officers with long-term decision-making and minimize incentives for short-term decision-making;

• reflect simplicity as appropriate to promote understanding concerning pay among executives and stockholders; and

• align our executive officers’ interests with those of our long-term stockholders.

#### Timing of Executive Compensation Decisions
Our annual executive compensation review and adjustments typically occur in the first quarter of the fiscal year. Our Compensation Committee reviews business and individual performance from the prior fiscal year in determining salary adjustments and RSU awards for the current fiscal year.

#### Elements of Executive Compensation
Our executive compensation program aims to take a holistic approach to compensation and generally consists of, and is intended to strike a balance among, two principal components: base salary and long-term incentive compensation. We do not pay our named executive officers short-term incentive compensation. Instead, a majority of our executive compensation is delivered in the form of long-term incentives. We believe that a compensation structure that focuses on equity value that includes vesting over time, combined with ongoing stock ownership guidelines, aligns with our long-term philosophy. The following chart summarizes the two principal components of our executive compensation program, their objectives, and key features.

#### Asana 2025 Proxy Statement39

#### Executive Compensation
| Elements                 |     | Objectives                                                                                                                                                                                                                             |     | Key Features                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      |
| Base Salary (fixed cash) |     | Provides financial stability and security through a fixed amount of cash for performing job responsibilities.                                                                                                                          |     | Fixed compensation that is periodically reviewed and adjusted if and when appropriate, based on a number of factors (including individual performance and our overall performance), and by reference