Life at PiP Stories

Life at Partners in Performance is fast-paced, challenging and supportive. But don’t just take our word for it – hear what life is like, directly from our team.

Helping save children in Johannesburg - Michael's story

At Partners in Performance, we pride ourselves on attracting, retaining and developing the very best talent around the world. With that, we recognise the importance of building a workplace that is welcoming, inclusive and promotes a sustainable lifestyle. We’re focused on four key areas to help our people unleash their potential, both in and out of work:

  • Unleashing flexibility

    Everyone’s needs are different when it comes to balancing work and personal life. Our goal is to ensure each person is given the resources and flexibility to make that balancing act work for them. In some regions this means offering additional short-term unpaid leave, allowing a total of six or eight weeks of annual leave. Whether it’s taking a ‘career break’ to fulfill personal goals such as travelling the world or having the ability to work from home to spend more time with family, we work with each person to put in place the best solution for their lifestyle.

  • Unleashing family

    If expecting a new family member or serving as a primary caregiver, we want to make life as easy as possible. We do this through paid parental leave (up to 16 weeks for Primary Caregiver and 3 weeks for Secondary Caregiver) and offering ways to balance work and family commitments. In some situations, where partners and family members need to be together and there is a requirement to travel on engagement, we work with them on a case-by-case basis to find a solution that works.

  • Unleashing diversity

    Diversity isn’t just a buzzword - it’s vital to our culture, policies and systems. We recognise that diversity is imperative to a great work environment, and it’s part of what makes our people so interesting to work with. Our ethnic, gender, religious, political or sexual orientations may be different, but it’s these differences that allow us to bring new and unique ideas to the table. Whether it’s working with our senior women to support women in the workplace, or reviewing our hiring practices, we are continuously striving to improve our initiatives in this area.

  • Unleashing inclusiveness

    As part of our extensive internal training, we strive to ensure every person is aware of what it means to be inclusive and how unconscious bias can affect those around them. We actively coach our team so they understand the importance of their words and actions being fair and fact-based.

 

Now hear from our team

Meet Michael, Associate from our Africa region. Michael recently had the opportunity to work on a Corporate Social Investment engagement with Partners in Performance in Johannesburg. Read on to hear his about Michael's incredibly rewarding experience at Door of Hope... 

The Johannesburg team has been working together with Door of Hope, a non-profit organisation that saves abandoned babies and aims to find them a safe home through uniting families, adoption or the Door of Hope Village.

Abandonment of infants in South Africa is, unfortunately, a common occurrence. Sadly, many newborn babies are abandoned due to poverty, rape and abuse faced by their mothers. Only one out of three babies that are abandoned in dustbins or in an open field are found alive. That’s why Door of Hope has come up with the “BabyBox” initiative where mothers can leave their babies anonymously at Door of Hope without endangering the life of their baby. The BabyBox is monitored 24/7 to ensure that the right care is given as soon as a baby is left in the box. Door of Hope has saved 1,661 babies since their inception in 1999, of which 215 came through the BabyBox.

I arrived at Door of Hope’s premises in Johannesburg with fellow Partners in Performance consultants, Christine and Nielsen. Our office for the next two weeks would be the toddler house, which provided a very lively atmosphere for our work. Our mornings were filled with laughter, songs and adoring faces as the toddlers went through their morning routines. Even after the first few days, we all felt that we were part of the Door of Hope team.

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Here Christine (image on left) and Nielsen (image on right) can be seen greeting the toddlers one morning

We immediately got started by setting up a Brown Paper exercise in the boardroom in order to map out how they manage donors from introduction to Door of Hope, to getting them signed-up for donations, managing the donor relationships and reviewing the effectiveness of fundraising initiatives. We interviewed the team and worked together to map out the process with some amazing opportunities for improvement. After an Idea Generation Session, we prioritised numerous ideas into three broad strategies to increase their annual donations by 125%. In between we also managed to map out their ideal donor journey, improve their Zapper recurring payment option and compare possible software solutions for managing donor relationships.

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Brown paper session with the client team

I am so thankful for the opportunities we get at Partners in Performance to really make a massive difference in the world and communities around us. As consultants, we are powerful agents of change and in the words of Door of Hope’s CEO: “You managed to accomplish in two weeks what we struggled to do in two years”. That in itself is incredibly rewarding and sums up what an amazing experience this has been for myself and the team. 

The Door of Hope journey does not end here for the Johannesburg office, as we will continue to support them and future projects like the village they are in the process of building. 

image013 (1)Nielsen, Christine and I on our last day with our gifted Door of Hope T-shirts!

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