Don't Be A Little Pitch

Scaling Culture Without Losing Creativity

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Challenge

Don’t Be A Little Pitch, a rapidly growing PR agency known for its bold and unconventional campaigns, had doubled in team size within a year.
With growth came new challenges: maintaining consistent employee engagement, aligning performance expectations, and preserving the creative energy that fueled their success.

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Our Approach

1. Pulse Checks for Real-Time Insight
We implemented regular Pulse Checks to gather live feedback on engagement and workload.
The results identified early signs of burnout, communication gaps, and opportunities to improve team connection.
By turning that data into actionable insights, leadership could address issues before they escalated.

2. Performance Management Framework
We built a comprehensive performance management system focused on clarity and consistency, including goal-setting, regular 1:1 check-ins, and feedback loops.
Managers received training on how to lead effective performance conversations and create alignment across fast-moving creative teams.

3. Integration with Existing Systems
We connected the new framework with the agency’s current tools and workflows, ensuring minimal disruption.
The system was fully customized to reflect their unique culture, flexible enough for creatives, structured enough for accountability.

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Results

25% Increase in Engagement
Within six months, engagement scores rose significantly, with employees reporting stronger communication and clearer expectations.

20% Boost in Productivity
The structured review and goal process helped teams hit deadlines more consistently and deliver higher-quality work.

Improved Collaboration
Cross-team communication improved, resulting in more cohesive and innovative campaign outcomes.

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Key Insight

By combining data-driven engagement insights with a flexible performance system, Don’t Be A Little Pitch scaled its culture — proving that structure and creativity can coexist when leadership empowers people to thrive.