The Netherlands are leading the way — while your company may already be losing productivity.
The world of work is changing. That is no longer news. Yet while many organizations are still debating whether a four-day workweek is possible, countries like the Netherlands have already realized that the discussion about pure working hours is outdated.
Their vision points toward a future with less control and more trust, efficiency, and measurable results.
It is a bold idea, but one that is increasingly proving true: less time can lead to more productivity. The real questions are different. How do you convince skeptics? And how do you overcome management’s biggest fear — the loss of visibility and control?
The answer is transparency, supported by smart processes that make a culture of trust possible in the first place.
The End of the Presence Culture
For decades, one belief dominated office life: the longer you work, the more productive you are. Reality tells a different story. Long working hours often mean more distraction, less focus, and ultimately one outcome above all else — burnout.
The four-day workweek forces teams to focus on what truly matters. It is not a free pass for laziness. It is a wake-up call for efficiency.
This shift only works if companies leave behind the traditional culture of presence. It is no longer about how long someone sits at a desk, but about what is achieved during that time. This is where technology becomes a decisive factor.
Transparency Builds Trust
The success of a four-day workweek depends on the ability to organize work efficiently and transparently. Manually filled time sheets or complex Excel files are not suitable for this. They waste time, create errors, and often feel like instruments of control that undermine trust.
Modern tools integrate time tracking seamlessly into daily workflows. Solutions like TimeSpin track time effortlessly and down to the minute, creating a solid foundation of trust. Teams and leaders gain clarity on how time flows into projects, where time drains o
Top comments (0)