Rethinking the Grind: How Did Hustle Culture Get Here?

Hustle culture began with good intentions: hard work as the key to prosperity. This belief made sense during the Industrial Revolution—work more, achieve more. However, this mindset has deeply influenced today’s work culture, often to our detriment. As the tech boom in Silicon Valley and the 2008 financial crisis pressured workers, hustle culture became more of a moral imperative.

In regions like the Middle East, hustle culture is glorified. Cities like Dubai and Riyadh symbolize rapid progress, yet behind the impressive skylines are personal sacrifices—strained relationships, burnout, and an imbalance between work and well-being. This constant 'work hard, play hard' approach often leaves little room for the 'play' part, making hustle a tough cycle to escape.

Hustle culture glorifies the individual who’s always 'on.' It paints a heroic image of someone tethered to their laptop at midnight, answering emails over dinner, or proudly skipping vacations. In reality, however, this narrative is often unsustainable. It's easy to get caught up in it because it feels productive. When the world praises the entrepreneur who “sacrificed it all” to make it big, it’s natural to think that those sacrifices are a necessary evil. But the cost of relentless hustle can be quite steep—professionally, physically, and emotionally.

The sacrifices demanded by hustle culture—missed dinners, neglected friendships, bypassed milestones—are often labeled as dedication. But in prioritizing hustle over humanity, we lose what truly makes life fulfilling.

The Hidden Cost of Hustle:
Sacrifices We Shouldn’t Be Making

What is the real price of all this hustle? The MENA region, for instance, reports some of the highest global stress levels—52% of employees experience significant daily stress, compared to the global average of 41%[1]. Burnout, disengagement, and ultimately, disillusionment are byproducts of this culture, leading to decreased quality of work and creativity.

Burnout isn’t just a buzzword; it’s a documented consequence of relentless hustling. When pushed beyond limits, individuals see a decline in productivity, creativity, and passion. Jobs they once enjoyed transform into a constant source of stress and anxiety.

Chronic stress from hustle culture takes a significant physical toll—leading to cardiovascular issues, weakened immune systems, and other health problems. Ironically, in our quest for productivity, we often sacrifice the very health needed to sustain it.

Skipping family dinners to finish a client proposal might win short-term praise, but it comes at the cost of connection with loved ones. Over time, these decisions accumulate. A Harvard Business Review study found that executives who consistently prioritize work over personal life often face significant regrets—about relationships, missed moments, and not being present when it mattered most.

Our obsession with productivity metrics—mistaking hours worked for value delivered—is a major issue. We’ve fostered environments that value busyness over efficiency. How many times have we praised someone simply for staying late at the office? The truth is, longer hours don’t necessarily equate to better results. In fact, research by Stanford University indicates that productivity per hour declines sharply when the workweek exceeds 50 hours, and it plummets after 55 hours—meaning those long hours often bring diminishing returns.

The belief that longer hours equal more dedication is flawed. True dedication should be about achieving meaningful outcomes—not clocking more hours. Ironically, real productivity declines when we overwork, and the data backs this up.

Success Needs a Redefinition:
From Hustle to Humanity

It’s time to redefine what success looks like. It’s time we focus on metrics that put humanity first. Instead of asking, “How many hours did you work?” we should ask, “How did your work improve lives—including your own?”

Imagine a workplace where thriving—not just surviving—is the goal. Companies that prioritize well-being have seen the benefits. Adobe and Microsoft, for example, have embraced work-life balance initiatives that have increased both innovation and retention. The result? Happy people make better products, offer better services, and build better businesses.

There’s also a growing body of evidence supporting the notion that mental health and well-being drive productivity. Gallup found that organizations with highly engaged workforces are 21% more profitable than those without[2]. Imagine if every company treated employee well-being not as a nice-to-have but as an essential element of their success metrics. What if the questions at quarterly reviews weren’t just about sales figures or productivity stats, but also about how individuals are feeling and what they need to thrive?

Companies like Spotify are leading the way by actively investing in their people—both professionally and personally. They offer “Wellness Weeks,” where the entire company takes time off to recharge, and their results speak for themselves: lower attrition, higher engagement, and more creative output. When individuals feel cared for, they can tap into their potential far better than when they’re running on fumes.

“The future belongs to those who can balance purpose with profit,” and this isn’t just idealism—it’s rooted in practicality. A disengaged workforce is costly. Lost productivity due to disengagement costs the global economy around $7.8 trillion annually, or 11% of global GDP[3]. Investing in people doesn’t just make sense for them; it makes sense for the bottom line too.

The key is shifting our focus from hustle to humanity. Success can no longer be defined as sacrificing everything for work. We must value personal growth, mental health, and well-being just as much as financial profits. It’s time we create environments that allow people to thrive, not just get by.

Why Humanity-First Workplaces Win:
A Business Perspective

This isn’t a soft approach—this is good business. Governments in the UAE and Saudi Arabia are leaning into programs that improve work-life balance and well-being as part of broader national visions, like Saudi Arabia's Vision 2030, which includes the Quality of Life Program, and the UAE's National Program for Happiness and Wellbeing. These initiatives align with their socio-economic goals to improve quality of life, boost productivity, and create a more sustainable workforce. Employees are starting to care as much about how they’re treated as how much they’re paid. In the UAE, 76% of employees consider well-being support crucial when choosing employers[4].

When we prioritize humanity, we see returns in loyalty, productivity, and creativity. Employees who feel valued are 27% more likely to stay long-term[5]. The human-centric model isn’t just compassionate—it’s an edge in a competitive market. The market is shifting, and so must our approach to leadership.

Consider the power of psychological safety—a term often tossed around in leadership seminars but rarely implemented fully. Google’s Project Aristotle found that the highest-performing teams were not those with the most skill or resources, but those with high levels of psychological safety—the ability for team members to take risks without fear of punishment. A humanity-first workplace nurtures this environment, empowering people to bring their full selves to work, speak up, make suggestions, and innovate without the weight of constant anxiety or stress.

Steps to Shift the Culture:
Humanity Over Hustle in Practice

If we want to create humanity-first workplaces, we need actionable steps to get there. It’s easy to talk about change. Implementing it? That’s where the rubber meets the road.

First, let's redesign productivity metrics. Hours worked shouldn’t be the gold standard—let’s focus instead on the quality and impact of the work. Did it meet goals without compromising team well-being? That’s the true measure.

Flexible working hours are essential. Studies show that adopting flexible work arrangements improves productivity and creativity. For example, a Stanford study found a 13% productivity increase and a significant drop in turnover when companies offered flexible schedules. Careem’s flexible work policy in the Middle East has led to higher performance and satisfaction.

Employers in Saudi and the UAE can lean into the cultural value of collectivism—fostering environments where team successes are celebrated over individual “hero” work. Forward-thinking companies such as Almarai and Aramco have initiated programs that celebrate team achievements through regular team recognition events and collaborative project awards, leading to reduced turnover and improved employee satisfaction. By promoting a community-oriented workplace, these companies build strong support systems among employees, both professionally and personally, ultimately improving team cohesion and long-term productivity.

Providing mental health support isn’t just a nice-to-have—it’s an absolute must. The workplace needs to be a safe space, and that means having access to professionals who can help employees manage stress and build resilience. In fact, organizations that prioritize employee mental health report a 25% increase in employee satisfaction and loyalty[6]. Creating an atmosphere where it’s okay to not be okay is crucial for dismantling the stigma around mental health and fostering a supportive work environment.

The Human Leader:
Empathy at the Forefront

Leadership plays a pivotal role in driving cultural change. Empathy and a genuine concern for employee well-being are essential traits of a human-centric leader. Leaders need to model the values they wish to instill, setting an example by respecting work-life balance, openly discussing mental health, and encouraging team cohesion. It's about shifting from the traditional 'command and control' approach to one of 'connect and collaborate.'

To lead with empathy is to understand the challenges your people face, to listen without judgment, and to support without conditions. The empathetic leader sets the tone for the entire organization, fostering a culture where humanity takes precedence over the grind. It’s about celebrating creative successes over sheer busyness, encouraging teams to work smarter, not harder, and recognizing that rest is an integral part of productivity.

This is how we redefine success—not just as the size of our skyscrapers or the hours we clock, but as the well-being of the people who make those achievements possible. Humanity over hustle isn’t just a feel-good tagline. It’s the way to build workplaces where people don’t just survive—they thrive.

What about you? Have you experienced the impacts of hustle culture in your own life or workplace? I’d love to hear your thoughts—what changes do you think could make workplaces more humanity-focused? Feel free to share your experiences and join the conversation.