‘To win in the marketplace you must first win in the workplace’ - Douglas Conant Former CEO of Campbell Soup

VIDÉOTRON On Point Consulting Caroline DES ROSIERS Stéphanie GROULX Sabrina JORRIN ‘Reach for the top’

IntroductionAnalysisRecommendationsImplementationConclusion Mandate Provide Videotron’s IT department with a comprehensive action plan in regards to employee motivation and succession planning.

IntroductionAnalysisRecommendationsImplementationConclusion Situation Overview WHERE YOU ARE + Great working conditions + Low turnover (3.05% in 2015) + Many contract workers + Very innovative + Customer focus - No succession planning - Competitive industry - Many recent changes - Need for training for future projects WHERE YOU WANT TO BE + Engaged & motivated employees + Knowledgeable & performing employees + Innovation leader in the industry + Career development opportunities + Stable work environment

IntroductionAnalysisRecommendationsImplementationConclusion Opportunities to Improve Employee motivation Succession Planning Work Environment Stability

IntroductionAnalysisRecommendationsImplementationConclusion Opportunity 1: Employee Motivation Changes = no sense of stability Feeling of disempowerment Project assignment perceived as unfair Need to be motivated to perform properly & follow company values.

IntroductionAnalysisRecommendationsImplementationConclusion Opportunity 2: Succession Planning Limited HR development Lack of employees interested in management positions Lack of employees who demonstrate leadership Need to invest in employees’ future to ensure growth & stability in the IT department.

IntroductionAnalysisRecommendationsImplementationConclusion Opportunity 3: Work Environment Stability Many recent structural organizational changes Opportunity to further train employees Firing/Hiring is very costly Need to create a stable work environment to promote employee engagement & innovation.

IntroductionAnalysisRecommendationsImplementationConclusion Why You Need to Change Many recent changes Demotivated employees Low levels of innovation and no interest in higher career positions Won’t be able to maintain position as leader

‘To win in the marketplace you must first win in the workplace’ - Douglas Conant Former CEO of Campbell Soup

IntroductionAnalysisRecommendationsImplementationConclusion Recommendations Videotron Talks®Videotron Success®Videotron InnoLab®

IntroductionAnalysisRecommendationsImplementationConclusion Videotron Talks® Communication Plan General Meeting Newsletters Directors & Supervisors Professionals & Students

IntroductionAnalysisRecommendationsImplementationConclusion Videotron Success® Skill Trainings Leadership Workshops Career Mapping Mentoring Program

IntroductionAnalysisRecommendationsImplementationConclusion Videotron InnoLab® Flextime Test run Review performance evaluations Review project selection procedures

IntroductionAnalysisRecommendationsImplementationConclusion Implementation of Videotron Talks® Plan general meeting CIO, Pierre Bonin Create template & content for newsletters Directors Short Term 0 – 3 months Host 2 meetings (directors & supervisors, professionals & interns) CIO & VP HR, Alain Charlebois Send newsletter via Directors Medium Term 3 – 6 months Continue newsletter Assess need of other meetings Long Term 6 + months Continuous feedback

IntroductionAnalysisRecommendationsImplementationConclusion Implementation of Videotron Success® Continuous feedback Assess needs for training HR & CIO & Directors Create leadership workshops HR + Directors Short Term 0 – 3 months Create career map HR + Directors Start workshops HR Create trainings HR & Directors & Supervisors Send survey for mentorship program HR Medium Term 3 – 6 months Pair mentors & mentees HR & Directors & Supervisors Promote career mapping HR & CIO & Directors & Supervisors Start trainings Long Term 6 + months

IntroductionAnalysisRecommendationsImplementationConclusion Implementation of Videotron InnoLab® Review performance evaluation criteria (KSA) Review project assignment procedure Find office space Start promoting flextime Short Term 0 – 3 months Apply & communicate changes in performance evaluation & project assignment procedure Open applications for flextime Review applications & select employees (15) Medium Term 3 – 6 months Start test run of flextime Long Term 6 + months Continuous feedback

IntroductionAnalysisRecommendationsImplementationConclusion Implementation Timeline RecommendationStepsShort Term 0 – 3 months Medium Term 3 – 6 months Long Term 6 + months Videotron Talks®Plan meeting Newsletter template Host meeting Send newsletters Continue & assess

IntroductionAnalysisRecommendationsImplementationConclusion Implementation Timeline RecommendationStepsShort Term 0 – 3 months Medium Term 3 – 6 months Long Term 6 + months Videotron SucessAssess training needs Create leadershp workshop Create career map Start workshops Create trainings Send mentorship survey Pair mentors/ mentees Promote career mapping Start trainings

IntroductionAnalysisRecommendationsImplementationConclusion Implementation Timeline RecommendationStepsShort Term 0 – 3 months Medium Term 3 – 6 months Long Term 6 + months Videotron InnoLab Review performance evaluations Review project assignment Find office space Start promotion Apply & communicate changes Open applications Review & select Start test run

IntroductionAnalysisRecommendationsImplementationConclusion Videotron Talks Newsletter$ General meeting503 employees x $15-25 per hour x 1 hour $ Videotron Success Materials$ Leadership workshop30 employees x $20-30 per hour x 3 hours $ Skill trainings432 professionals x $20-30 x 3hours $ Videotron InnoLab Test trial15 employees x $20-25 per hours x 3.75 hours $ Total between $ and $ per year Budget

IntroductionAnalysisRecommendationsImplementationConclusion Risks & Mitigations Employees are still unmotivated They are not adapting properly to changes Create focus groups to analyze issues Few employees apply for Videotron InnoLab They don’t understand the benefits Identify agents of change & use their voice to spread information Employees still don’t apply to management positions They are still no entrepreneurial enough Survey employees to understand the reasons & offer alternatives

IntroductionAnalysisRecommendationsImplementationConclusion Measures of Success  Employee feedback (performance evaluations, surveys) Quantifiable results from InnoLab projects Turnover rate maintained Decrease demotivation by 6-10% Number of projects initiated by InnoLab (10-15) Number of applications for mentorship program (15-30)

IntroductionAnalysisRecommendationImplementationConclusion Opportunities Recommendations Results Videotron Talks ® Videotron Success ® Videotron InnoLab ® + Engaged & motivated employees  + Knowledgeable & performing employees  + Innovation leader in the industry  + Career development opportunities  + Stable work environment  Employee motivation Succession Planning Work Environment Stability

Questions ?

IntroductionAnalysisRecommendationImplementationConclusion Appendix Quote Introduction Mandate Situation Overview Opportunities to Improve Opportunity 1 Opportunity 2 Opportunity 3 Quote Recommendations Videotron Talks Videotron Success Videotron InnoLab Implementation of Videotron Talks Implementation of Videotron Success Implementation of Videotron InnoLab Budget Risks & Mitigations Measures of Success Conclusion Questions Appendix