Navigating Swedish & U.S. work cultures

I spent the first ten years of my professional career in Sweden, but after moving to the U.S. in 2006, I had to adjust to a new culture both in my private life and professionally. So, how do the work cultures compare between these two countries? Many things are, of course, similar, but there are also important differences that you need to be aware of. Understanding those differences is important, as I learned from many of my clients over the years. Some U.S.-based companies struggle when establishing themselves in Sweden, and vice versa. In many business meetings, misunderstandings and friction can arise due to subtle cultural differences. 

So, what are some of the differences you need to be aware of when navigating a transatlantic professional environment?  In the U.S., the workplace is often characterized by a strong emphasis on individual achievement, ambition, and long working hours. American employees are typically expected to be highly motivated, proactive, and willing to go the extra mile—often working beyond regular hours without additional compensation. Success is frequently measured by visible productivity and upward mobility, and a “live to work” mentality can prevail, especially in competitive sectors like finance, law, and tech. Hierarchies tend to be more pronounced, and communication with managers can be formal, with decision-making concentrated at the top levels.

In contrast, Sweden emphasizes a more balanced and egalitarian approach. Work-life balance is deeply ingrained in Swedish culture, with standard working hours strictly observed and generous vacation policies in place, often five weeks or more per year. Overtime is discouraged, and there is a widespread belief that rested employees are more productive and creative. The Swedish principle of “lagom”—meaning “just the right amount”—guides attitudes toward ambition and workload, promoting moderation rather than excess.

Another important difference is that Swedish workplaces tend to have flat organizational structures. Managers are seen more as team leaders or facilitators than as authoritative figures. Decision-making is often collaborative and consensus-based, which can make processes slower but more inclusive. Employees at all levels are encouraged to voice their opinions, and there’s a high degree of trust between employers and workers. Titles and formalities matter less than competence and mutual respect.

Another notable difference is the approach to parental leave and gender equality. Sweden offers extensive parental leave for both mothers and fathers, and it’s common for men to take time off for child-rearing. This reflects a broader societal commitment to gender equality that is also evident in workplace dynamics. In contrast, while the U.S. has made progress in recent decades, it still lags in paid parental leave and gender equity measures.

Overall, while American work culture values drive, competition, and speed, Swedish work culture prioritizes balance, equality, and collective responsibility. These differences can influence everything from how meetings are run to how success is defined, and understanding them is key to thriving in either environment.

If you or your business is navigating Swedish and U.S. work culture, I can help. I consult on Swedish culture as well as language, and my extensive experience with both countries makes me uniquely qualified to help you be successful, whatever situation you are navigating at work.