Culture & Communication Checklist
🌍 1. Plug Into the Async Operating Stack
“You can’t scale global teams through DMs and vibes. Culture needs infrastructure.”
The moment a hire is onboarded via Deel or Multiplier, they need to be plugged into your global async operating system — not left guessing.
Set them up with: • ✅ Slack → Primary comms (channels > DMs, async > urgency) • ✅ Notion → Source of truth for docs, wikis, strategy, SOPs • ✅ Loom → Updates, onboarding, leadership context • ✅ Calendar → Pre-set team events + timezone logic • ✅ Response protocols → DM rules, default timeframes, escalation paths
🧠 Elite Move: Set expectations around Slack presence. “Green” ≠ working. Async culture = trust over visibility. Results over real-time.
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🧭 2. Set Cultural Context — Don’t Just Drop Values
“A team charter isn’t fluff — it’s how speed, respect, and clarity survive at scale.”
Give every global hire a cultural OS they can navigate on Day 1: • ✅ Team Charter → How we make decisions (centralized vs. distributed) • ✅ Working Style Guide → Async norms, timezone overlaps, meeting defaults • ✅ Behavioral Standards → How we give feedback, disagree, and escalate
🧠 Elite Move: Include a “How to Win Here” Loom from the founder or team lead. Make it real. Speak about what actually gets respected, rewarded, and rejected inside the culture. This isn’t orientation — it’s the code of the tribe.
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🔁 3. Build the Communication Rhythm
“Culture dies without cadence. Speed dies without visibility.”
Give your new hire a rhythm they can trust and mirror: • ✅ Weekly async team updates (via Notion or a pinned Slack thread) • ✅ Monthly all-hands (live or Loom-based — but always consistent) • ✅ Public dashboards → Progress, KPIs, OKRs, pipeline — visible in Notion or ClickUp
🧠 Culture = repeated clarity. 🧠 Silence = isolation = churn.
Visibility builds momentum. Rhythm builds belonging.
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❤️ 4. Use a 30/60/90 Culture Ramp Plan