At Friisberg, culture is not an abstract idea. It is something we experience every day in how we work, collaborate and support our clients. In our Culture Factor series, we explore how local contexts shape professional behaviour and organisational success.
Although our office is based in Amsterdam, our work extends across the country, including Oss, and is led by Maarten van de Sande, who heads Friisberg’s Dutch practice. From this base, we support organisations operating at the heart of the Netherlands’ most influential industries.
The Netherlands has a strong, open and internationally connected economy. Services account for more than three quarters of national output, and the country plays a central role in European and global trade. Key industries include logistics and infrastructure, agri food and life sciences, high tech systems and materials, energy and sustainability, and financial and professional services.
The Port of Rotterdam and Schiphol Airport position the Netherlands as a gateway to Europe, while world leading agricultural exports and advanced semiconductor manufacturing underline the country’s reputation for both scale and innovation. These sectors require leaders who can operate in complex ecosystems, balancing efficiency, innovation and collaboration.
Dutch business culture is known for its direct communication style. Clarity is valued over formality, and honest feedback is seen as constructive rather than confrontational. In practice, this enables faster alignment and reduces ambiguity in decision making.
This directness is closely linked to a strong sense of pragmatism. Ideas are expected to lead to action, and discussions are grounded in facts and feasibility. This mindset supports industries such as logistics, infrastructure and energy, where execution and reliability are critical.
Transparency and high ethical standards are also central to Dutch working culture. Open dialogue, clear expectations and integrity in leadership contribute to trust at both organisational and societal level. These values align closely with Friisberg’s approach to executive search and advisory work, where credibility and long-term impact are paramount.
While discussions are open and direct, decisions are rarely made in isolation. Consensus building, encouraging input from multiple stakeholders and shared ownership of outcomes are regarded highly. Although this can take time upfront, it leads to durable decisions and strong commitment during implementation.
Hierarchy exists, but it does not dominate interactions. Leaders are expected to be accessible, well prepared and open to challenge. Expertise and contribution often matter more than title.
At Friisberg, this influences how we assess leadership potential. We focus on leaders who can engage others, listen effectively and lead through credibility rather than authority alone.
Dutch organisations combine flexibility with a high degree of structure and planning. Deadlines are taken seriously, agreements carry weight and reliability is a key marker of professionalism. This cultural trait supports the Netherlands’ reputation as a dependable place to do business and underpins long term partnerships.
For international clients operating in or from the Netherlands, this predictability creates a strong foundation for growth and collaboration.
In the Netherlands, work–life balance is widely recognised as a key driver of sustainable performance. Productivity is assessed by outcomes rather than hours worked, and flexible working practices are firmly embedded in the culture. Working hours are clearly protected, and international companies operating in the Netherlands are expected to respect established business hours. Notably, around 50% of employees work part-time, reflecting a strong societal commitment to balancing professional and personal life.
This respect for personal time supports employee wellbeing, sharpens focus, and fosters long-term engagement. This cultural norm is especially valuable in knowledge-driven industries such as technology, life sciences and professional services, where creativity, critical thinking and sustained cognitive performance are essential for success.
As a highly globalised economy and home to many international organisations, the Netherlands has a naturally international mindset. All Dutch professionals speak English very well and many also master a second language. In many cases, English is even the company language. Multicultural teams are common, and inclusivity and diversity are increasingly recognised as strategic advantages rather than social initiatives.
Dutch organisations value diversity of thought and background, particularly in leadership teams. Friisberg supports clients in building inclusive leadership structures that reflect the markets and societies in which they operate.
Led by Maarten van de Sande, Friisberg partners with organisations across the Netherlands’ core industries, combining local cultural understanding with global expertise.
We support clients through executive search and leadership appointments, identifying leaders who can navigate transformation while aligning with organisational values and culture. We advise on organisational and cultural development, helping leadership teams align strategy, structure and behaviour. We also work closely with clients on succession planning and talent strategy, ensuring leadership continuity in fast evolving sectors.
Given the Netherlands’ role as a gateway to Europe, we regularly support cross border growth and international expansion, helping organisations understand local leadership expectations and cultural dynamics.
From our work in Amsterdam and beyond, one insight stands out clearly. In the Netherlands, culture is not a soft concept, It is a strategic advantage. Directness, collaboration, pragmatism & balance shape how organisations lead, innovate and perform.
At Friisberg, understanding and working with these cultural dynamics allows us to help clients build organisations where people and performance thrive together. That is the Culture Factor in action.
Note: These insights reflect common patterns observed in professional settings. Every individual and organisation is unique, and no culture can be defined in absolute terms. Our aim is to highlight trends that international leaders may encounter when working across borders, and to share how Friisberg helps clients navigate these differences with respect and effectiveness.
