OK. So, hi everyone. Thank you for joining me. Um In this session in the next half an hour, I will introduce you to our company, the product we develop the organizational culture we share. But uh of course, first things first, uh let me introduce myself uh shortly.So my name is uh Muse or New shortly. And I work in human resources for uh the past 15 years now in uh various tech companies. I'm currently located in Sofia Bulgaria and I work at Mao Song Systems as uh an hr manager. I have started the company back in 2019. So I chose this photo to introduce myself because it shows another important role in my life. And uh this is uh being a mother of the two kids and uh I enjoy that a lot too. OK. So um in the next minute, um I will try to give you more insights on um how we leave the people first culture in milestone, how we this affects our product and the employee experience overall. I don't know how much you know about milestone. But let me give you just an overview. We are a global leader in open platform, video management software in and beyond security. Our core product is X Protect and actually it is a video management system integrated with various camera brands. And uh this is a software which helps creating video solution that keeps people and property safe today. And tomorrow. Quick facts about milestone. Uh We are actually a stand alone company in Canal Group.

If you didn't know that we have offices in 23 countries, we are more than 850 employees all over the world and we support more than 11,000 devices, not only cameras, uh We have more than 5100 installations uh worldwide. Our main development R and D centers are in uh Denmark, Bulgaria, Spain. And um our headquarters is located in Copenhagen, Denmark. But how actually our product serves the humanity and how it is used not only as a video management uh solution, I chose two examples for you and in the next uh couple of minutes, I will try to uh to walk you through those stories and what um problems they they resolve. We are in Italy uh in Modena Hospital. Uh And uh there, our video management system was launched in June 2019 recordings help us capture the and analyze patients', verbal and nonverbal behaviors. This way, the medical staff there can make more accurate evaluation and determine whether their condition uh improves or worsens and how they can help their patients better. So, symptoms like lack of the eye contact, limited body language, uh repetitive movements, poor language.

These are common um in Children with autism and to spot those. Uh it is not enough just to have a routine medical examination, but actually medical stuff um goes back in recordings, check those and uh makes the necessary conclusions. So it is important for them to follow the patient's conditions uh over time and uh help them actually um help their patients. OK. And uh the next example I have of how our product is used is one of my favorites actually because uh this is uh related, not only to human beings, but uh also to polar bears. Uh And over the, we are in Canada this time in Churchill Manitoba. So over the years uh past uh years there, uh the ice free period on the bay uh has lengthened. So this caused actually some hungry bears to wander around the town and in order to find food, so citizens uh were threatened. So the video management software that was installed there in the back in 2018 actually helped save uh people's lives in keeping the distance between the uh between people and polar bears. So what happens actually when a bear is detected, the expert that manage the camera radar uh automatically send uh alert uh information about uh the bear and uh the location and also some visual uh confirmation and this not only ensures that people are safe but also that wildlife population is uh get sustainable.

Yeah. And um with those two examples, um you may wonder how, how much this is related to company culture and uh how this is uh affected uh by the employee experience in the organization. I will just quote, quote our CEO uh Thomas Jensen, that video technology must serve humanity, not the other way around. So how are employees leave this within the organization? And um what is the people first culture? We have a couple of foundations which I'm going to present to you. And we start with values, values, reliability, openness, innovation, flexibility, independence. As an organization, we build our culture and those values. And uh the meaning does not differ from the meaning of the English words you see here, another important foundation we have is the behavior compass. We usually introduce this behavior compass to our employees while they're in their own boarding and when they're joining the company, but we start looking for those behaviors only during, not only the on boarding, but also during the interview process and they're asking about their previous experiences in their professional life.

So the focus is you or the employee or the person I will go back to this a bit later. Of course, passion or the will to win each and every employee organization will be encouraged to show enthusiasm, to be a motivator, to encourage others to exceed the expectations, be passionate and inspire us. This is accompanied by empowerment or building the mutual trust, taking responsibility and sharing information, willingly encourage teamwork challenge, the status quo, empathy or the ethics or work life balance. This is always respecting each other and being present in what we're doing last but not least people growth.

We believe this. We can unlock one's full potential in the, in the organization, we promote development of each and every employee. We set ambitious targets, learn from our mistakes. We provide constructive feedback on the way. So this is our behavior compass. And as I promised you, I'm going back to you or the employee or the person who is in the center of the organization in each and every employee lives miles on values takes calculated risks, leads by example, is decisive in agile. But what stands out for me here is thinking like a kill and this is directly connected to our Scandinavian roots. The Danish word Kelman means originally a merchant or a business owner. And thinking like a government actually gives every employee the opportunity to put themselves in the place of the business owner and when making decisions and commitments and work to ask themselves what they would do in the site if they were, if it was their own company. So this is how we make the decisions in milestone. Ok? You are maybe thinking now and I can hear that. Uh It's a lot of theory, a lot of slogans, a lot of posters, but how exactly employees are living this uh culture, this people first uh feeling in the next part of my presentation, I would like to show you exactly that by giving examples with um specific initiatives.

Uh So in milestone, uh the culture is highly valued by the people. So there is culture of their group formed. Uh It was formed two years ago. It's mainly volunteers and uh these are most employees, they're located in different offices all over the globe. And the aim of this group is to maintain and enrich the company's culture in various ways. So to do that, they have those monthly meetings, but not only that, they also have different initiatives. And one of the latest initiatives we have seen in the beginning of this year is um this group started the initiative for everyone posting three words about males and culture. We have the social media workplace uh in milestone where everyone uh was free to post their video or their um just uh written post with those words. And I would like to share with you the definitions that uh and please gave. So what is milestone, culture, people, community, passion, performance, courage, curious, caring, enjoyable. OK. So far so good. But you know, there are challenges out there, there are difficulties and we were all faced with the a major shift in challenge for the past two COVID years.

If I may say so. So remember them, uh they define a major change in our lives, not only as employees but as human beings. So people and culture teams, we were all challenged to be adequate to the changes and keep up to the base and uh uh be flexible and stay flexible. Same goes for culture. We were wondering how this change will impact our culture, how it will change and reshape it and uh how it will influence it and what it is becoming turned out actually that uh we as a community as employees in milestone, found a way to share that challenge together. And one good example for this uh to keep up the team spirit uh and, and nurture their team collaboration. Um We created the home of office uh group in workplace, our social, internal social media, as I mentioned to you before, where actually all of the employees were sharing how they um their home set up, how they struggle, enjoy uh benefit uh from working from their homes and sharing all that experience with the, the whole organization.

Um So what is people first culture without well being? Well, it doesn't mean anything. That's why I would like to talk more about this now. Well, being is an important part of uh people first culture. And we know that as a company and as a as a community. So um without well being, we cannot maintain the work like the right work life balance. To support this two years, almost two years ago, we started another global initiative which we called grow together, grow together is focusing on the levels you can see in this pit. So these are four levels of our needs, physical, mental, emotional, and spiritual. So on the physical level, what we started as initiatives was to introduce a new platform, an application where employees can go and see different active breaks and exercises but not limited to such.

Um also some uh meditation um videos and guidance uh there. So if they can, if they choose, they may have an active break together with the team, uh play uh play some movement and have some fun together on the mental and emotional level. Uh We did uh different mindfulness initiatives. We actually educated uh our employees in a couple of lectures, how to practice mindfulness uh in order to achieve the right uh work life balance, especially in times where we were working only from our house. And it was really hard to diff differentiate between um different aspects of our life. Uh work and private life where this ends when we change rooms, when we go out. So it was uh these were tough times for all of us on the spiritual level. We recently started something that we call stress management education. So what we um provided to the employees were special knowledge videos on explaining what stress is and not only the negative part of the stress, but also how stress can help us actually grow, how we can as human beings take advantage of different stressful situations and uh become stronger and grow and develop.

We also uh had uh workshops on this uh topic and um we'll continue that initiative with equipping our uh business leaders so they can spot uh stress and have those hard conversations with their employees if needed. So this is our grow together initiatives that still continues in, in 2022. And yes, the two past years actually had an effect on us and everyone is a company. So we chose the flexible working model allowing employees to choose if they want to work from their homes or uh they want to work from their offices. So it's a hybrid environment. But above above all, we created this principle that we prioritize the teamwork and the team collaboration.

In the beginning of 2022 we had a unique milestone, I believe, a globally uh celebration and this was dedicated to our culture. That was the first big project of the ambassador group that I mentioned to you earlier. So why, why we did this? Why whole day celebrating uh our culture, we wanted to remind about our culture to revitalize it, to celebrate the diversity of the cultures that we have in all um all over the world, in our offices and how we did it. Well, everyone was asked for their most important value. If you remember the values that I showed you in the, showed you in the beginning and choose their clothing, sweatshirt or hat. And uh the slogan of the day was to wear your culture. My one was reliability, but we had different ones, of course. Um So everyone had this as a gift in the first place with their individual pa we also exchanged some presents and gifts from different locations. In the picture. We have uh the Asian gifts which were really small, typical uh things from Asia that I'm not quite sure if I know their names. Uh And you can find only there. Uh They came from our office in Singapore. Uh And we had those uh gifts in uh Spain in uh us and also in Bulgaria from Bulgaria, we send out uh this packed food. It's a typical Bulgarian food.

And I know that my American colleagues really enjoyed the recipe and they were curious of what uh this is made of. And during the day, we had the celebration over lunch, enjoying a nice lunch with the team in our offices where we tried different national cuisines and celebrated the diversity in the company. OK. OK. I know you wonder what is next. So um we launched last month, actually, this culture revitalization project um which uh which started, which started with a questionnaire in a survey asking employees how they define culture. Now, why they would recommend someone working at um at milestone how they, they would explain the culture to a new joiner in milestone. The results are about to be revealed. I didn't know them as well. Um And uh we will all see how our culture is changing uh reshaping uh And how we live it in our company. Maybe I will be able to show to, to tell you more about uh this the project and how our culture changed um in the next uh lue conference. OK. Thank you. Please.

If you have any questions, uh please write them in the Q and A and I can um answer those. Thank you. OK, I don't see any questions. Let me know. I will put my contact details in the chat. Uh So you can reach out to me even after this um uh session and ask your questions. Um So yeah, please do not hesitate to do that and enjoy the rest of the conference. Thank you for being with me in this uh story about our culture. Thank you.