Ditching the hustle culture is good for profitability and wellbeing

In a tough economic climate, more and more businesses are falling into the trap of ‘hustle culture’. 

And while survival — even growth — in difficult times is admirable, focusing on productivity while ignoring staff wellbeing is counterproductive. In the long-term, it won’t lead to success, but burnout and inefficiency.

Amid a global economic downturn, corporates and startups alike have been forced to cut down on everything that isn’t deemed ‘productive’. Perks and rewards are being sacrificed along the way, even as pressure on team members is mounting.

Last month, McKinsey issued a stark ultimatum: secure a promotion within two-and-a-half years or get out. 

I think we may have taken a wrong step somewhere along the way.

Burning cash vs burning out

We are in the midst of a workplace mental health crisis that is estimated to cost the Australian economy anywhere between $12.2 billion and $22.5 billion every year. 

A quick Google search throws up multiple reports showing that good mental health at work actually improves productivity and business outcomes.

Yet we still see businesses prioritising working hard over working well. To stop burning cash, they’re allowing staff members to burn out. That’s costly for everyone, and it’s unsustainable.

Here are four ways businesses can ditch the counterproductive ‘hustle’ culture for a culture of wellness, in order to achieve sustainable productivity instead.

Redefine success

The greatest myth in business today is that success must come at any cost. The price we pay for hustle culture is too steep, and it neither reflects nor cultivates success.

Taking a healthier approach to work means we have to stop rewarding the wrong things, with the wrong things. 

First, we need to revise what we see as ‘successful’ and deserving of recognition – rewarding employees who achieve their objectives while maintaining healthy boundaries, rather than those who consistently work beyond their capacity.

Then, we should rethink superficial rewards such as alcohol or chocolates, replacing them with more meaningful incentives that promote work-life balance, such as additional holiday days or subsidised fitness classes.

Work different

Building a culture that centres employee wellbeing can also mean rethinking how, and where, we work.

Normalising flexible working conditions helps foster a culture where all employees can thrive while balancing the demands of their personal and professional lives. But this will only work if there are open lines of communication, whereby team members feel comfortable discussing their personal needs and circumstances – and what is achievable and what is not.

We can also address ‘meeting fatigue’ by rethinking how many meetings we really need, and adopting quick stand-ups, or walking chats, to reduce meeting length, boost overall productivity, and get people moving at the same time.

Promoting holistic wellness

Long gone are the days when office perks were limited to ping-pong tables and free beers (or at least, they should be). True support for employee wellness starts with proactively addressing and promoting both mental and physical health.

At Mentwell, for example, we spend ten minutes every day on a personal check-in and begin meeting with a brief guided breathwork session, to foster presence and connection.

Regular breathwork, yoga and meditation have been proven to increase productivity and concentration, reduce reactivity, and foster easier collaboration — a classic case of ‘go slow to go fast’.

Elsewhere, FutureBrand offers its team members a ‘healthie’ day each quarter, as opposed to a ‘sickie’.

Company-wide practices and incentives like these start to build a broader culture of wellbeing, showing team members you are invested in not only their work but their health and mental health too.

Finally, promoting holistic wellness is also about empowering employees, and facilitating access to anything from coaching sessions to wellness experts or yoga classes, based on their own wants and needs. Your team members are unique, and the building blocks for a healthy workplace will look different for everyone.

Cultivating a supportive culture

In many workplaces, discussing personal wellness or mental health is still taboo — viewed as a sign of weakness in a fiercely competitive environment. This silence breeds isolation, a known trigger for mental health issues.

I have been through my own journey of burnout and recovery, and every time I have been burnt out (as an employee and a business owner) loneliness has been a key factor. Running Mentwell, I know I have to do things differently, both for my team and for myself.

Leading with emotional intelligence is a skill that can be fostered through training and a shift in mindset. It’s engaging with employees and striving to understand and support them through active listening and communication.

Emotionally intelligent leaders will create an environment where it is okay to have meaningful interactions beyond the usual small talk and ensure every employee feels heard and valued.

I’ve learned that success doesn’t require an 80-hour work week. Instead, we should aim to create fulfilling work environments that value individual wellbeing and sustainable productivity.

Ditching hustle culture and focusing on your employees’ wellbeing isn’t just possible. At the end of the day, it’s also profitable.

Nikki Williams is the founder and CEO of Mentwell.