Skip to content

The Transcript

Three Ways to Use Async to Get to $10B

Read Article

Introducing the Loom Shop

We recently decided to turn our dual focuses on design and communication into a tangible project: the Loom Shop. It's designed to be a high-quality (and fun) experience full of well-made goods that help people communicate more effectively, wherever they work. Plus, the brand team curated our picks for cameras, lights, and audio — so you can record better looms.

The first step is to identify and examine the roadblocks in front of us, then design approaches at an organizational and individual level to maximize mental health and remove those barriers. It’s a multifaceted issue, but I believe there are four core tensions impeding our best work.

Using async video strategically in the recruiting and hiring process helps us create stronger connection, provide a view into our company’s culture, and give candidates more flexibility and autonomy. So far, it’s working for our team — to the tune of a 93 percent candidate satisfaction rate.

Leadership teams are scrambling to rethink processes and policies to ensure hybrid arrangements will work for the long term. That's where employee training videos come in. Why video? Three words: flexibility, freedom, culture.

One way we’re working to operationalize async vs. sync at work is by creating clear guidelines for when and how we balance the two. By setting expectations, it gives individuals the autonomy to make the right decision for themselves and their cross-functional teams. It also provides a level of consistency and clarity organization-wide, establishing a team norm.