Most business owners don’t think they have a “culture problem.” But if your team misses deadlines, seems afraid to speak up, or quits without notice—you’ve got one.

This isn’t a vibes issue. It’s a systemic one. Today Jon sits down with Sagan’s Head of Product, Binsi Das, to break down the hidden culture traps that derail global teams.

Here’s what’s happening: you’ve built a company with an egalitarian mindset—flat structure, open feedback loops, lots of autonomy. But half your team comes from hierarchical, low-context cultures. In many of these countries, employees don’t speak up unless asked directly, bosses don’t typically use Slack, and using AI can get you fired.

The fix? Awareness, structure, and trust. Know that culture isn't just where someone is from—it’s how they communicate, perceive authority, and handle feedback. Build memos, not just Slack rants.

Create explicit permission structures. Watch faces and tone as much as words. Start with small, low-stakes projects and coach confidence into your team, especially if they come from high-control backgrounds like BPOs or strict traditional offices.

Also, stop assuming they’ll just “get it.” People won’t magically unlearn 30 years of cultural conditioning because your company has a no-meeting Monday. Write things down. Give context. Be human.

And memo everything. Memos are the underrated superpower of leadership. They force clarity, reduce Slack flailing, and act as asynchronous coaching tools. They also turn you into a multiplier—not a micromanager.

Culture issues can sneak up on leaders of global teams in the form of rework, delays, confusion, and burnout among team members. But if you build systems that acknowledge the hidden rules people operate under, you won’t just manage your team—you’ll unlock them.

Remember: It’s not about hiring smarter—it’s about leading wiser.

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