Recently, top bosses of some of the largest companies from India gave out statements relating to how many hours should an employee work. It started as a remark from Infosys founder Narayan Murthy during a 2023 podcast while speaking about work productivity in India which was according to him “one of the lowest in the world”. He went on to express his opinion that youngsters should consider working for “70 hours a week”. Mr. Murthy has since then defended his stand at various events.
This triggered very vigorous debates across Twitter and other social media channels about the ideal working hours and what it means to be productive. Adding further fuel to the fire, someone posted a video on Reddit of SN Subrahmanyan, Chairman of Larsen & Toubro (L&T) speaking at an internal meeting where he remarked “I regret I am not able to make you work on Sundays, to be honest,”, “What do you do sitting at home?”, “How long can you stare at your wife, how can the wife stare at her husband? Come on, get to the office and start working”. He was responding about company’s 6 day work week policy and advocated for a 90-hour work week.
Responding to these statements, Anand Mahindra, Chairman of Mahindra Group remarked, “I think this debate is in the wrong direction. This debate is about the quantity of work. I believe in the quality of work.” He humorously added, “My wife is wonderful; I love staring at her,” highlighting the importance of personal time.
Adar Poonawalla, CEO of Serum Institute of India also advocated for a balanced work-life approach, stating, “A human being can’t be productive beyond 8 or 9 hours.” He emphasizes that while occasional extended hours are acceptable, consistently working beyond this limit is impractical.
Namita Thapar, Executive Director of Emcure Pharmaceuticals and a judge on “Shark Tank India,” has been vocal about her stance on extended work hours. Addressing the broader debate on extended workweeks, Thapar questioned the feasibility of maintaining personal relationships under such demands. She highlighted that expecting employees to work 70-hour weeks could severely impact their family time and overall well-being.
On the other hand founders like Bhavish Aggarwal, CEO of Ola aligns with Murthy’s 70-hour workweek suggestion and questions the concept of work-life balance, suggesting that passion for work naturally integrates with life, and viewing weekends as a “western concept.”
Such debates may provide a fodder for discussion among Human Resources professionals who are actually responsible for executing the company’s policies to ensure desired output. Since when has working long hours really achieved better results? In-fact, employees working overtime inevitably means more expenses for the company. Smart bosses have always wanted their employees to leave office if their work is finished. Getting a time off is perhaps one of the best motivating factors for employees to complete their tasks diligently and in a timely manner.
After all what is Human Resource management? It’s managing People and Culture. Working long hours consistently has always been considered a sign of bad culture and it is invariably bad for people. In September 2024, Anna Sebastian Perayil, a 26-year-old chartered accountant, had been working at EY’s Pune office for four months before her untimely death. Her mother attributed Anna’s demise to the overwhelming workload and associated stress she faced at the firm. In a heartfelt letter to EY India’s chairman, Anna’s mother detailed her daughter’s struggles with excessive work hours and the lack of support from the organization.
Over a span of nine years from 2012 to 2019, more than 350 doctors in India died by suicide, with many being early-career residents. The intense training, long working hours, and high-pressure environment in the medical field have been significant contributors to this alarming statistic.
What are the necessary actions of corporates when they want their employees to commit more time to their jobs?
When corporations expect their employees to dedicate more time to their jobs, it is essential for them to take proactive and thoughtful measures to maintain morale and productivity. First and foremost, companies must communicate openly and transparently about the reasons behind the increased commitment. Setting clear expectations, acknowledging the challenges, and emphasizing the long-term benefits can help employees understand the value of their contributions. Additionally, providing adequate support, such as flexible work arrangements or mental health resources, can mitigate the stress associated with extended hours. Corporates should also consider offering tangible incentives like bonuses, additional leave days, or career growth opportunities to demonstrate their appreciation and commitment to employee well-being.
Companies falling short on targets or losing business need to assess their practices and conduct performance reviews.
When a company is falling short on targets or losing business, it becomes crucial to assess existing practices and conduct thorough performance reviews. Rather than hastily demanding longer work hours, leaders should evaluate the root causes of underperformance. This might involve analyzing market conditions, customer feedback, or internal inefficiencies. Performance reviews should be conducted objectively, focusing on constructive feedback rather than punitive measures. By identifying the gaps and strategizing improvements, companies can foster a more solution-oriented mindset, empowering employees to take ownership of their roles without feeling pressured or undervalued.
Typically good workplaces ensure a balance of motivation and incentives to encourage their employees to work harder.
Good workplaces inherently recognize that balancing motivation and incentives is key to encouraging employees to put in extra effort when needed. Rather than resorting to coercive tactics or blanket expectations, they invest in creating a supportive work culture. This includes celebrating achievements, recognizing hard work, and offering professional development opportunities. Encouraging employees to share their perspectives and incorporating their feedback inculcates a sense of belonging and purpose. When employees feel valued and see their hard work rewarded, they are more likely to commit to the organization’s vision and put in the effort required to meet business goals, even during challenging times.
