Each team has set OKR targets for the year. Cross functional working groups contribute to these, and all department level OKRs ladder up to our overarching company OKRs for the year. This brings teams together and makes sure everyone understands how their work contributes to Peak’s success.
There is no hierarchy within our teams and everyone is encouraged to present their ideas and what they are working on at weekly all Company meetings.
We have IED, CSR and Social committee’s who ensure collaboration on important company wide initiatives across departments and geographies. We plan regular events to bring the teams together to celebrate our achievements, including an all company trip to Switzerland this year – specifically to encourage effective collaboration.
We have a clear mission – Change the way the world works by democratising AI for every business and building a great company that everyone loves being part of. Everyone is clear on how their role contributes to the mission from day one. Our onboarding process is a structured two week schedule to give each new team member an in-depth induction to every team within Peak.
Through our share scheme we all own Peak and all take responsibility for Peak’s future. We all want to achieve great things together and put Peak on the map as the leader in Decision Intelligence. We all contribute to the amazing culture that makes Peak a great place to work with our values at the forefront of everything we do.
We value open and transparent communication, giving regular updates on the company’s performance and regularly ask for feedback from the whole team which is actioned.
Peak’s culture is predicated on trust, psychological safety and clear communication. Being open means everyone is informed and knows everything that is going on.
Everyone is trusted to act in the best interest of Peak, we can have disagreements, but we understand that we’re all trying to do the right thing for Peak. That creates an environment where everyone can voice an opinion, be heard and respected, and bring their whole selves to work. We all own the business, it is our business and we all want what’s best for it.
Through training and templates we ensure everyone has a one to one meeting with their manager at least once a month to discuss their professional and personal goals, and wellbeing. We also ensure everyone has a Personal Development Plan each year which is reviewed at mid year. The 1:1s and PDPs are led by the team member’s themselves so they can get out of the meetings what the need to succeed and document what they need to achieve their goals.
Where appropriate we support professional qualifications and external training to support our own in house L&D team. Each business area also has an enablement function to help support role specific development.
We defined our values (smart, curious, open, driven and responsible) on day 1. We knew what they meant, the people we needed and the culture we wanted Peak to be, to hit our commercial goals and create a great place to work. That’s the privilege of working with a startup, you get to choose the type of environment you want to build.
We’ve scaled around our values, rigidly hiring for values has enabled us to both grow quickly and scale our culture internationally. PDP’s, promotions and development pathways are all closely linked to living the values. Our people are values driven, and our growth is driven by our people.
We have numerous platforms for everyone to gain feedback for their personal development, from 1:1’s with their Line Managers to Value Awards.
We have created a Clubhouse where everyone can collaborate with each other in a relaxed environment and our Hybrid working model means everyone can work from wherever they choose, two days a week.
Once a team member has been with Peak for a year, there is the opportunity to work from anywhere for one month of the year, giving them the opportunity to travel to another clubhouse in the US or India or take an extended vacation.
Peak’s CEO, Richard Potter, is a cofounder, and his vision for Peak from the outset was to build a company everyone loves to be a part of. He recently co-produced a Peak culture book which highlights what makes our culture what it is and the true meaning of our values. Being open in his communication about company performance and personal challenges creates an environment which is psychologically safe for others to do the same. Richard leads the responsible value by example whether it be encouraging charity days and giving time to support local communities, or taking ownership for the success our business and the success of our personal development – championing the use of personal development plans. Rich holds the smart value dear by co-designing a new leadership development programme and encouraging everyone to work autonomously and raise the bar – being curious to learn new skills and by asking and responding to feedback. Richard shows his drive from his involvement in company communications and hiring to ensure our culture is looked after, and him running all business strategy and leading the exec team.
We ensure that our benefits are aligned across all of our clubhouse locations and we focus on wellbeing of our team as a priority. We all have access to a range of mental wellbeing support from Headspace subscriptions to on demand counselling services. We also focus on physical wellbeing through Peak fit club – subsidised sport and wellbeing initiatives.
Recently we introduced work from anywhere month – recognising that post pandemic a lot of our international workforce will want to travel and see family and friends – they have the ability to work from anywhere in the world for one month a year.
Our paid time off for holiday starts at 25 days per year and increases to 38 days after 5 years with statutory holidays being flexible. We also have an enhanced maternity leave policy which offers 90% of company pay to mothers from day 1 of their employment with Peak, for 6 weeks, and increases to 20 weeks 100% company pay from 9 months of employment, and 100% pay for 26 weeks after 2 years of employment. For Paternity leave we offer 2 weeks of 90% pay from day 1 of employment, and 100% pay for 2 weeks after 9 months of employment. We offer HeadSpace and Spill as additional mental health support in conjunction with our EA service.
In addition to our remuneration, all of our team members are shareholders in Peak so we can all share in the company’s successes and be responsible for them.
We were 100% office-based before the pandemic. When we returned to the workplace we redesigned our offices as “clubhouses” so they were somewhere everyone wanted to be. The redesign was done following feedback we had from the team in a survey we’d run. We also introduced more flexibility so that everyone could work from anywhere they choose, 2 days a week and introduced a “work from anywhere” policy so team members have the opportunity to work anywhere in the world for one month a year.
When covid was particularly hard in India we pulled together to support our team and local community by raising and donating money to provide oxygen cylinders for those who needed them, and covid kits for the whole team and their families.
Jointly founded in Manchester and Jaipur in 2015 by Richard Potter, David Leitch and Atul Sharma, Peak is on a mission to change the way the world works.
A pioneer of the Decision Intelligence category, Peak is a platform for building Decision Intelligence applications, enabling businesses to apply AI to the commercial decision making process. It features three products that cater to customers at every stage of their AI journey. It is used by leading brands including Nike, Molson Coors, PepsiCo and KFC.
524 Broadway (WeWork), (Suite 09-117).
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