P&G PEAK Performance Factors: Your Key to Success at Procter & Gamble

Unlocking a successful career at Procter & Gamble starts with understanding the company’s core values and desired traits – their P&G PEAK Performance Factors.

These factors shape P&G’s hiring decisions, guide employee development, and underpin the company’s unique culture.

By mastering these factors, you’ll gain a competitive edge in the P&G application process and set yourself up for a thriving career.

Let’s dive into what these PEAK Performance Factors entail.

Breakdown of Each Factor

Lead with Courage

At P&G, leadership isn’t just about titles or seniority. “Lead with Courage” means taking ownership, making difficult choices, and driving change at every level. This might include:

  • Calculated Risk-Taking: Proposing innovative solutions, even when there’s no guarantee of success. P&G values a bias for action and learning from both successes and setbacks.
  • Challenging the Status Quo: Respectfully questioning processes or assumptions to find better ways of doing things.
  • Decisiveness: Making timely decisions based on the best available information, even in uncertainty.
  • Resilience: Bouncing back from setbacks and adapting to changing circumstances.

Example: A P&G brand manager who championed a bold new marketing campaign that revitalized a struggling product line.

Innovate for Growth

P&G thrives on a culture of continuous improvement and pushing boundaries. “Innovate for Growth” encompasses both big-picture thinking and a willingness to improve daily processes. Here’s what that looks like:

  • Embracing New Ideas: Staying curious, exploring different perspectives, and being open to disruptive concepts.
  • Creative Problem-Solving: Finding unconventional solutions to challenges rather than relying on standard methods.
  • Data-Driven Thinking: Using research and analysis to inform new approaches and strategies.
  • Continuously Learning: Staying up-to-date on industry trends, technologies, and consumer insights to drive innovation

Example: A P&G packaging engineer who developed a more sustainable and cost-effective design, revolutionizing the product line.

Champion Productivity

P&G prides itself on delivering results efficiently and effectively. “Champion Productivity” means finding ways to work smarter, not just harder. This includes:

  • Results-Focus: Prioritizing tasks that drive impact and contribute to achieving goals.
  • Time Management: Planning effectively, minimizing distractions, and maximizing focus on high-priority work.
  • Process Improvement: Identifying inefficiencies and suggesting ways to streamline workflows.
  • Resourcefulness: Finding creative ways to overcome obstacles and get things done with the resources available.

Example: A P&G sales representative who implemented a new lead management system, increasing their team’s conversion rate.

Execute with Excellence

P&G is known for its dedication to quality. “Execute with Excellence” means setting high standards, focusing on the details, and striving to continuously improve outcomes. This involves:

  • Attention to Detail: Meticulously reviewing work, minimizing errors, and ensuring output meets the highest expectations.
  • Commitment to Quality: Holding yourself and others to standards exceeding the bare minimum.
  • Problem-Solving: Identifying and resolving issues quickly, preventing them from impacting goals.
  • Ownership: Taking responsibility for your work, seeing tasks through to completion, and delivering on promises.

Example: A P&G Research & Development scientist who developed a rigorous testing protocol, ensuring new products consistently met quality and safety standards.

Bring Out Your Best

P&G understands that success isn’t just about individual achievement; it’s about creating an environment where everyone can thrive. “Bring Out Your Best” encompasses behaviors that foster a positive and collaborative workplace:

  • Self-Awareness: Understanding your strengths, weaknesses, and how you impact others.
  • Collaboration: Working effectively with teams, sharing knowledge, and valuing diverse perspectives.
  • Positive Attitude: Maintaining enthusiasm and resilience, even when facing challenges.
  • Development Minded: Seeking out feedback, embracing learning opportunities, and striving for continuous growth.

Example: A P&G project manager who mentored a new team member, sharing their expertise and accelerating the team’s success.

Connecting PEAK Factors to P&G’s Purpose, Values, and Principles

P&G’s PEAK Performance Factors don’t exist in a vacuum. They are the embodiment of the company’s Purpose, Values, and Principles (PVP), the foundation of P&G’s unique culture. Let’s explore how they intertwine:


P&G’s purpose is to “provide branded products and services of superior quality and value that improve the lives of the world’s consumers, now and for generations to come.”

  • How the PEAK Factors Support It: “Innovate for Growth” directly drives new product development, “Execute with Excellence” ensures quality, “Champion Productivity” maximizes impact, and strong “Lead with Courage” guides it all.


P&G’s core values include Integrity, Leadership, Ownership, Passion for Winning, and Trust. [Summarized from P&G website]


  • “Lead with Courage” aligns with both Leadership and Passion for Winning values.
  • “Champion Productivity” supports Ownership.
  • “Bring Out Your Best” fosters Trust and demonstrates P&G’s value of “respect for the individual”


P&G’s principles detail how they put these values into action. Some examples include “We show respect for all individuals…” and “The interests of the Company and the individual are inseparable”. [Direct quotes from the P&G website]

Why This Matters

  • For Job Seekers: Demonstrating an understanding of the link between PEAK factors and PVP shows your deep alignment with P&G’s culture, beyond just skills.
  • For P&G: Ensures they hire people who will embody the company’s mission and values.

Using PEAK Factors in the P&G Hiring Process

Understanding the PEAK Performance Factors isn’t just theoretical. Here’s how to use this knowledge to strategically navigate P&G’s hiring process:

P&G PEAK Performance Assessment

P&G’s PEAK Performance Assessment includes four main components:

  • Situational Judgement Test (SJT): Presents work-related scenarios and asks how you would respond. Measures decision-making, problem-solving, and alignment with P&G values.
  • Personality Assessment: Evaluates your work preferences, behavioral tendencies, and overall fit with P&G’s culture.
  • Motivation Questionnaire: Explores your work-related motivators and what aspects of a job you find fulfilling.
  • Leadership Questionnaire: Assesses your leadership potential, particularly for management-track roles. Questions may focus on how you influence teams, drive change, and handle difficult situations.

Tips for Success

  • Focus on the PEAK Factors: Continuously think about how your answers align with the PEAK Performance Factors, showcasing how you use them daily.
  • Be specific: Avoid generic answers. Use real-world examples to illustrate how you’ve demonstrated the desired traits in past work or academic experiences.
  • Consistency is key: Your responses across different sections should paint a cohesive picture of your strengths and alignment with P&G’s culture.
  • Prepare in advance: Practice with sample situational judgment questions and reflect on past experiences that highlight your strengths.

Get a feel for the assessment with our free P&G PEAK Performance practice test!

The P&G Interview

Behavioral Questions: P&G heavily relies on behavioral interview questions, which typically start with “Tell me about a time when…” or “Describe a situation where…”. These are designed to assess how you’ve demonstrated the PEAK Factors in real-world situations.

Prepare STAR stories: Use the STAR method to structure examples in advance:

  • Situation: Briefly set the context.
  • Task: What challenge or responsibility did you face?
  • Action: Describe the specific steps you took.
  • Result: Highlight the outcome and what you learned.

Connect to PVP: Weave in P&G’s values or principles when describing your actions. This shows a deeper understanding of the company’s culture.

Example 1:

Interview Question – “Tell me about a time you had to handle a conflict.”

  • Good Answer: Highlights problem-solving and respectful communication. “I maintained a positive attitude and focused on finding a solution…”
  • Great Answer: Demonstrates broader P&G alignment. “While resolving the conflict, I prioritized ‘Bringing Out the Best’ in myself and others. I focused on finding a solution that aligned with our team goals and P&G’s commitment to respect for the individual.”

Example 2:

Interview Question – “Describe a time you suggested a new idea or found a better way of doing something.”

  • Good Answer: Focuses on identifying an opportunity and implementing a solution. “In my previous role, I noticed a bottleneck in our reporting process. I proposed streamlining it with an automation tool, saving our team several hours per week.”
  • Great Answer: Highlights the broader impact and connection to P&G values. “Inspired by P&G’s commitment to ‘Innovate for Growth,’ I noticed a bottleneck in our reporting process. I proposed streamlining it with an automation tool. This not only saved our team several hours per week but also demonstrated ‘Championing Productivity’ by improving data accuracy.”


Mastering the P&G PEAK Performance Factors is the key to showcasing your potential as an ideal P&G employee.

By understanding what drives success at the company, you can tailor your assessment responses and interview preparation accordingly.

Remember, P&G doesn’t just seek skilled individuals; they want employees who embody their values.

Here’s a recap of the actions you can take:

P&G is a company where your talent, passion, and values can truly make a difference.

Putting in the preparation can land you the P&G role of your dreams!