📉 No org chart? No problem—until people feel lost.
Dutch companies are known for flat hierarchies and empowered teams. But with less structure comes new challenges—especially around feedback, career development, and clarity.
Some HR teams are reintroducing light frameworks—like growth plans, role maps, or decision-making protocols—to reduce ambiguity without losing the benefits of autonomy.
Question
How do you maintain clarity and engagement in a flat or decentralized structure? Any tools, rituals, or lessons you'd recommend?👇