US vs. Europe Work Culture Explained – With Comedian Dan Pulzello

TL;DR: Americans often equate speed and responsiveness with reliability, while Europeans protect meals and PTO to build trust and recharge. To thrive in global teams: set expectations upfront, use buffers for deadlines, and balance task trust with relationship trust.

What happens when a New Yorker, a Spaniard, and an Australian walk into a meeting? If you’ve worked across borders, you know the answer: culture clash.

One person jumps straight into the agenda, another insists on a few minutes of small talk, and someone else seems almost embarrassed about how much vacation they have. As we often see at Talaera, these subtle differences in how people approach meetings or vacations can have an outsized effect on trust and collaboration.

Comedian Dan Pulzello turned it into a viral comedy series, Europe vs USA, that has racked up over 100 million views online. Behind the punchlines are real insights about how Americans and Europeans work differently. And if you lead or collaborate on global teams, those differences matter more than you think.

In this article, we’ll unpack what Dan’s comedy reveals about US vs Europe work culture, explain key cultural concepts in plain language, and share practical strategies to help global teams work better together.

US vs Europe Workweek: Commutes and Holidays

The rhythm of the workweek looks very different depending on which side of the Atlantic you’re on – from how long it takes to get to the office, to whether lunch is a quick bite or a real pause, to how much time people actually spend on holiday.

Are US commutes longer than in Europe?

Usually, yes, commutes are longer in the US. Many Americans spend 1–2 hours commuting daily, compared with shorter averages in Europe.

In the US, work often starts earlier and ends later, not just because of hustle culture, but because of commutes. A one-hour-plus commute is normal in many American cities. Compare that with much shorter averages across Europe, and you see why Americans wake up earlier and get home later.

Do Americans take lunch breaks?

Yes, but lunch breaks usually shorter than in Europe, and sometimes eaten at the desk.

It depends a lot on the job and the industry. In fast-paced fields like finance, sales, or tech, lunch is often short, squeezed in between meetings, or eaten at the desk while answering emails. In more traditional office settings or in education and government, workers are more likely to take a proper break, but usually for 20-30 minutes rather than a full hour. Compared with many parts of Europe, where lunch is seen as a natural pause in the day, the American approach is typically more functional: food as fuel rather than food as connection.

How much paid time off do workers get in Europe vs. in the US?

Europe usually guarantees 20–30 vacation days by law, while US workers average only 10–15 days with no federal requirement.

In most of Europe, workers are legally entitled to at least 20–30 days of paid vacation each year, on top of public holidays. In the United States, by contrast, there’s no federal law requiring paid time off. PTO is left up to employers, and the average private-sector worker gets about 10–15 days per year after a year of service.

Do Europeans usually take long summer holidays?

Yes, many Europeans take 2–4 weeks off in summer, while Americans rarely take more than a week at once.

In our Talaera workshops, many US professionals are surprised to learn how much European colleagues rely on long summer breaks not just for rest, but for building long-term resilience. In many European countries, it’s normal for employees to take two, three, or even four consecutive weeks off in the summer, often in August. Entire offices may slow down or close during that period. In the US, by comparison, long summer breaks are rare. Taking more than a week at a time can feel unusual or even risky for career progression.

Keep reading: 17 Essential Tips For Navigating American Business Etiquette

American vs European Meeting Style: Speed, Small Talk, and Decisions

One Talaera client summed it up perfectly: ‘In New York, if you’re not fast, you’re late. In Madrid, if you don’t connect first, you’re rude.

In the US, speed is everything. Meetings are designed to be short, focused, and outcome-driven. Agendas are often shared in advance, and people expect to leave with clear action items and deadlines. A quick “How are you?” at the start, maybe a joke about the weather or a tired nod to “Mondays, huh?”, is considered enough. Anything longer can feel like wasted time. Responsiveness also matters: if someone asks for input during a meeting, the expectation is to answer quickly, even if it means committing before all the details are settled.

In much of Europe, meetings follow a different rhythm. Relationship-building comes first. It’s normal to spend 5–10 minutes on genuine small talk about family, hobbies, or weekend plans before moving into business. Lunch breaks can become an extension of the meeting, where decisions are shaped more informally over food and conversation. In some cultures, such as Spain or Italy, it may even take multiple meetings before concrete decisions are made, because trust and alignment are seen as just as important as speed.

These differences show up in decision-making too. American meetings tend to push for quick calls and clear owners, even if some details still need ironing out later. In many European contexts, there’s a stronger preference for consensus. Decisions may take longer to reach, but once made, they often come with deeper buy-in from the group.

Neither approach is inherently better. The American style can feel efficient but risks rework if things weren’t fully clarified. The European style invests more time up front, which can delay immediate progress but often prevents misalignment down the road. At Talaera, we encourage global teams to borrow the best of both styles: US-style clarity with European-style connection.

Keep reading: Time Perception in Global Business: Why ‘On Time’ Means Different Things Around the World

How long should small talk last in meetings?

In the US, small talk usually lasts 2–3 minutes, while in Europe it can stretch to 5–10 minutes to build trust.

It depends on where you are. In the US, small talk is usually brief. 2 or 3 minutes at the start of a meeting is enough to acknowledge one another before diving into the agenda. In much of Europe, small talk lasts longer. 5-10 minutes of genuine conversation about family, hobbies, or the weekend isn’t unusual, and in some cultures it’s considered an essential way to build trust. Northern Europe tends to keep small talk short, while Southern Europe tends to spend longer in chit-chat. For global teams, the best approach is to read the room: keep it short if colleagues are eager to start, but allow more time if relationship-building is clearly valued.

How are decisions made differently in US vs European meetings?

US meetings push for fast decisions with clear owners, while European meetings favor consensus and take more time.

In American meetings, decisions are often made quickly and assigned to a clear owner, even if not every detail is perfect. The emphasis is on momentum and accountability. It’s better to act fast and adjust later than to delay. In Europe, decision-making can take longer because the focus is on consensus and alignment. Many colleagues expect to weigh in before a final call is made, and informal conversations outside the meeting may continue until everyone feels heard. The upside is deeper buy-in; the downside is slower speed. Global teams benefit by blending both: set clear ownership like in the US, but allow time for European-style discussion so that decisions stick.

Keep reading: 8 Cultural Factors That Impact Global Team Success: A Leader’s Guide to Cross-Cultural Collaboration

Trust at Work: Task-Based (US) vs Relationship-Based (Europe)

When it comes to building trust, Americans and Europeans often play by different rules. Talaera research with multinational teams shows that misread trust signals are one of the biggest sources of cross-cultural tension.

Trust In The US is Task-Based

In the US, trust is largely task-based. You show people they can rely on you by being fast and dependable:

• Respond quickly to emails or Slack.

• Deliver on time (or better, ahead of time).

• Highlight your credentials and track record.

If you do those things consistently, colleagues in the US will see you as reliable, even if they don’t know much about your personal life.

Trust In Europe is Relationship-Based

In much of Europe, and in many other parts of the world, trust is more relationship-based. Here, credibility comes less from how fast you deliver and more from the quality of the connection:

• Spending time together beyond the agenda.

• Sharing meals, coffee, or long conversations.

• Building a personal relationship before diving into business.

Neither approach is better or worse. They simply reflect different cultural values. The challenge is that if you don’t realize this gap exists, you can easily misread signals. A European might see an American as cold or rushed. An American might see a European as inefficient or “wasting time.” In reality, both are just showing reliability in the way their culture values most.

The trick for global teams is to blend both styles: deliver results quickly, but also carve out moments to connect as humans. That way, you build trust that feels solid on both sides.

How do I build trust quickly with American colleagues?

In the US, deliver fast, clear results. Reply promptly.

With American colleagues, trust tends to be task-based. That means you earn credibility through your actions and delivery rather than long conversations or personal history. Reply to messages promptly, be clear about timelines, and follow through on commitments. Sharing your credentials or past experience also helps, since Americans often see expertise as proof of reliability. If you consistently show you can deliver on what you promised, you’ll quickly build trust in a US work setting.

How do I build trust quickly with European colleagues?

When working with European colleagues, invest time in relationships by sharing meals, conversations, and showing genuine personal interest.

In many European contexts, trust is relationship-based. Before diving into business, colleagues often want to know who you are as a person. Taking time to chat about family, hobbies, or weekend plans can go a long way. Shared meals or longer coffee breaks are often where trust really develops. Rather than pushing straight to outcomes, show genuine interest in your colleagues and build a human connection first. Once that foundation is there, professional collaboration usually flows more smoothly, and decisions tend to stick.

Keep reading: How to Build Trust with Indian Teams

Tall Poppy Syndrome: Ambition and Balance

In Australia and New Zealand, there’s a well-known cultural idea called tall poppy syndrome. Picture a field of poppies: if one flower grows taller than the rest, it gets cut down to size. In everyday life, it means people shouldn’t act as though they’re better than everyone else. Achievements are respected, but they’re expected to come with humility.

This mindset contrasts with American exceptionalism, where children grow up hearing they can be anything they want — an astronaut, an NBA player, or both at once. The US system celebrates standing out and rewards boldness, even if it borders on overconfidence.

Neither approach is perfect on its own. Ambition fuels innovation, but unchecked ego can damage teams. Humility builds community, but too much of it can stifle progress. For global professionals, the lesson is balance: create space for people to aim high while also keeping collective success and modesty in view.

Blend the Best of Both Worlds: High-Trust, High-Speed Teams

The real advantage of cross-cultural teams isn’t choosing one style over the other; it’s blending them. If you could design the “perfect” work culture, you’d borrow the best from both sides.

• Bold Starts (US). Take a page from the American playbook when launching something new. A little optimism and confidence — even without guarantees — helps teams move quickly, test assumptions, and build momentum.

• Slow Moments (Europe). Balance that drive with European-style “unrushed time.” Longer 1:1s, team meals, or coffee walks create space for trust, reflection, and creativity while preventing burnout.

When you combine fast starts with intentional pauses, you get a team that doesn’t just move quickly, but moves together.

That’s why at Talaera we recommend creating a simple ‘How We Work’ agreement –a one-page culture map that blends US-style boldness with European-style balance. Keep it simple, covering essentials like:

• Availability and time zones

• Response-time expectations

• Meeting etiquette (check-ins, turn-taking, decision rules)

• PTO/holiday planning and handovers

• Feedback norms (how we ask, how we give)

The result? A culture that encourages ambition without losing balance, and a team that thrives on both momentum and connection.

Keep reading: 6 Steps to Overcoming Language Barriers in the Workplace

Final Takeaway

Cultural differences can feel frustrating at first, but they’re also your team’s biggest advantage. Americans bring energy, speed, and confidence; Europeans bring connection, reflection, and balance. When you combine the two, you create teams that move fast and stay strong.

The key is awareness. Once you recognize that people show trust, handle time, and make decisions differently, you can stop misreading signals and start building bridges. Global professionals who learn to flex across styles communicate better, collaborate better, innovate faster, and feel more confident in any setting.

This is the kind of cultural fluency Talaera helps global professionals master: not just speaking English, but knowing when to speed up, when to slow down, and how to build trust that sticks.

👉 Explore how Talaera can support you and your team: Book a call with us.

FAQs

Is European work culture actually less productive? 

Not necessarily. Many European teams push for efficiency and sustainability over raw hours. Fewer reworks and healthier pace can net strong long-term output.

Why do Americans value speed so much? 

High competition, visible effort norms, and market cadence reward quick response and “bias to action.” It works—until it doesn’t. That’s why clear scoping and written decisions matter.

How do I adapt if my stakeholders prefer relationship-based trust? 

Invest early: schedule a longer intro call, ask about priorities beyond the project, share your working style, follow up with a short note capturing what you heard. Then deliver reliably.

How can managers set cross-cultural norms fast? 

Run a 30-minute workshop: agree on response times, meeting structure, decision rights, and PTO handovers. Write one page. Share it. Refer to it. Update it.

What is tall poppy syndrome?

A cultural concept common in Australia and New Zealand, where people who stand out “too much” in terms of success, confidence, or status are often “cut down” to maintain social balance.