
Time Zones, Transparency, and Thriving in the Growth Company 24Slides
Written by Regitze Siggaard.
When you are looking for role models for how to grow a company whilst prioritizing job satisfaction and a strong culture, 24Slides is a great place to look.
It quickly becomes clear in a conversation with Louise Holk, Chief Impact Officer at 24Slides, that keywords such as recognition, transparency, and openness run across 24Slides’ global teams.

In 2012, 24Slides launched, and today they have almost 300 employees across three continents. They work with a multitude of companies, showcasing their expertise in creating professional presentations, with a particular focus on larger companies and have notable experience in consulting firms and the pharma industry.
Even more impressive is that 24Slides has managed to create a cohesive company culture despite working across different time zones and cultural differences, with offices in Denmark, Indonesia, Peru, and Ukraine.
Thriving as a Foundation for Growth
24Slides has an ambitious growth journey ahead. Therefore, attracting new talent, creating safe and long-term work environments is a top priority. When creating a secure and stable environment, it allows for the employees to focus on their professional as well as personal development. “The dream is to create workplaces that are both good and safe. That is why the last thing we do is fire people,” Louise Holk explains.
“We want to create job security for our employees because it is the greatest security you can get in these times, where job stability, especially in Peru and Indonesia, is not a given… We only hire when we can see that it is sustainable.”In addition to this, instead of following a traditional HR structure, 24Slides have established a department they call People Success, which focuses not only on recruitment but also on employee well-being and development.“We need to grow – not only in terms of the number of employees but also in our own development,” Louise emphasizes.That is why they also conduct regular job satisfaction surveys to detect problematic trends in the organization and address them before they become significant issues.
Cultural Differences as a Strength
Accommodating different cultures is another major focus for 24Slides. With offices spread across multiple time zones and cultures, maintaining coherence and job satisfaction can be challenging due to differences in working hours, communication styles, and social engagement.
“In Denmark, we like to go home to our families and turn off the phone during the weekend. In Indonesia, you like to bring your family and spend your entire Saturday with your colleagues – and think it’s great that something is happening.”
A large part of the budget in Indonesia is, therefore, set aside for social activities.
In addition to “regular” employee duties, Louise’s team (the CSR department) engages in many campaigns and initiatives to further involve colleagues. Louise herself has created a team of “Impact Ambassadors,” distributed across different countries and departments. This group of people are dedicated to the company purpose and support the CSR team to gain deeper insights into the organization. By providing quarterly feedback and ideas for activities that align with the employees’ interests and needs, the Impact Ambassadors supports the many impact programs to a high degree.
“We cannot sit here in HQ in Denmark and imagine that we know what is needed when, for example, there has been a flood in Indonesia. We have colleagues locally who, for obvious reasons, can assess the situation much better and act accordingly. Our most important task is to support the good initiatives,” Louise says.
They are, therefore, very intentional about supporting the suggestions that come in rather than dictating what should happen next.
Security, Thriving, and Transparency – Significant Values at 24Slides
At 24Slides, it is clear that a healthy work-life balance is essential. And even though there is a strong focus on the employees’ well-being, it does not mean that it is always easy. One example is to encourage the employees to focus more on the results they provide rather than how much time they spend. This is of course easier in some departments rather than others, but showcases a good example of the ethics and values at 24Slides. With this mindset, we sense that 24Slides succeeds in building the framework for a healthy balance in their work.
With “recommended days” in the office set at three days a week, employees have the flexibility to manage focus time and personal matters. While employees are welcome all five days of the work week in the office, the company encourages attendance when it adds value to both the individual and the team.
“Come in if you can contribute to the community, and if the community can contribute to you,” says Louise.
Management also leads by example to ensure employees feel confident in following these principles.
Another important detail is that “the framework is created and communicated frequently, so that people are reminded that no one should run faster than they can,” she adds. The office creates space to express themselves when work is challenging and encourages people to prioritize hobbies and family life. At 24Slides, they believe that when you verbalize challenges and prioritize yourself as a person, it contributes to a healthy and trusting culture.
Transparency is also a fundamental value at 24Slides. “Our CEO openly shares the company’s financial status, so everyone knows whether things are going good or bad,” says Louise. This openness creates a culture of trust and accountability, and Louise adds,
“The more transparent we are, the better. We share our numbers, and everyone knows what each month’s revenue looks like. This gives us the opportunity to respond to employee wishes and put the requested initiatives into action when possible.”
The Biggest Challenge: Time Zones
The biggest challenge at 24Slides is the different time zones because it means that sometimes you have to compromise on what hours you work.
Even though employees know that there will be late or early meetings due to the time difference, it can still be difficult, but it is a challenge we are aware of, says Louise. “That’s why we do everything we can to reduce the stressful situations that come with working at odd hours.”
Focus on Physical Health and Volunteering
Although 24Slides does not have a formal policy for physical activity, they encourage initiatives that promote movement and social interaction among employees. Louise introduced Global Challenge Week, where employees across all locations challenge themselves to be more physically active. This has also inspired more active social events, including badminton and yoga clubs, as well as walking and running clubs.
Participation is entirely voluntary. “We encourage movement, but it is entirely up to the individual participants how they choose to engage,” says Louise.
Well-Being as a Business Model
At 24Slides, the employees’ well-being is not just a priority, it is part of the business model. Louise describes it as an ecosystem where activities like Global Challenge Week strengthen both job satisfaction and performance.
“Our activities have a circular value. What we invest in our employees comes back to the company,” says Louise.
24Slides is a company that is not only growing in terms of employee numbers but also in its ability to create a strong, cohesive culture across continents. It is evident that their commitment to well-being is a cornerstone of their success.
Thank you to Louise Holk for her time and for sharing 24Slides’ inspiring journey. We look forward to following their continued growth.
Læs artiklen på dansk her:
Tidszoner, transparens og trivsel i vækstvirksomheden 24Slides
This is an article in the Power of People series, where 25+ leaders share their experience with job satisfaction, communication, and conflicts and how they work to promote mental and physical health in the growth organizations.