The Problem with the "Hero Worker" Mentality
There’s a lingering, modern myth that working long hours is the key to success. Many professionals feel pressured to adopt a “14- or 16-hour workday mentality,” believing that constant busyness is the path to being seen as important or productive. This couldn’t be further from the truth and in a recent podcast episode of Let’s Talk People Development, Pause to Perform, Luke and Danny discuss just this. The reality is that excessive hours don’t make you a hero; they make you inefficient, tired, and ultimately less productive.
What’s worse, this mindset isn’t just an individual issue—it’s a cultural one, often perpetuated by managers and business leaders. Employees look to their managers for cues on how hard they should work, and when leaders set the expectation that long hours equal dedication, the entire team suffers. In this post, we’ll dive into why the 16-hour workday is counterproductive, how working 8-hour days can actually boost productivity, and how managers can encourage their teams to adopt healthier work habits by leading by example.
The Problem with the "Hero Worker" Mentality
The "hero mentality" is one where working long hours is viewed as a sign of dedication and success. Whether you’re an employee trying to impress or a manager trying to lead by showing commitment, this mentality is dangerous. Here’s why: after a certain point, usually around 8 hours, productivity begins to fall. The brain can only focus for so long before fatigue sets in, and you start making mistakes, losing focus, and spinning your wheels.
Managers are often guilty of reinforcing this mindset by praising employees who put in long hours or by setting unrealistic deadlines that force people to stay late. But in reality, this only leads to diminishing returns. More hours don’t equate to better work. And by encouraging or allowing this behavior, managers may inadvertently promote inefficiency, stress, and burnout within their teams.
Why Working Long Hours Doesn’t Make You More Productive
It’s tempting to think that the more time you spend working, the more you’ll get done, but that’s simply not true. Studies show that productivity drops significantly after about 8 hours of focused work. When you push yourself or your team beyond that point, you’re not increasing output—you’re simply stretching out the time it takes to do the same tasks.
Worse still, working excessive hours leads to poor decision-making. As fatigue sets in, you’re more likely to make mistakes that you’ll need to fix later, adding more time to the process. Over time, this can create a cycle of inefficiency where both the quality and quantity of work suffer. Encouraging a team to stick to a healthy 8-hour workday helps prevent this cycle and keeps productivity at its peak.
Are You Working Late Because You Wasted the Day?
Let’s get real for a moment: many people end up working late into the evening because they haven’t used their daytime hours effectively. It’s easy to fall into patterns of distraction—whether it’s endless meetings, social media, or prioritising low-impact tasks that don’t really move the needle. As the day slips away, panic sets in, and suddenly you find yourself working until 10 p.m. to finish something you should’ve tackled earlier.
This is where managers need to step in and help their teams be more intentional with their time. Set clear priorities, encourage deep work during peak hours, and create an environment where productivity isn’t measured by hours worked but by outcomes achieved. If an employee is regularly staying late, it’s worth having a conversation to understand why—and to help them identify where their time might be slipping away during the day.
Manage Energy, Not Just Time
One of the most effective ways to boost productivity is to manage not just time, but energy. Each person has a different rhythm—some are more productive in the morning, while others hit their stride later in the day. When you push yourself or your team to work long hours, you’re ignoring these natural patterns and working during periods of low energy.
Managers should help their employees recognize their most productive hours and allow them to structure their day around them. This could mean scheduling high-focus tasks in the morning when energy is high, and saving routine or administrative tasks for the afternoon. By encouraging your team to work with their energy, not against it, you’ll see better results in less time.
Why Managers Should Lead by Example
As a manager, your actions set the tone for your team’s behaviour. If you’re the last one in the office every night or sending emails at midnight, your team will feel pressure to do the same. It’s not enough to tell your employees to work reasonable hours—you have to model that behaviour.
Here’s how managers can lead by example and encourage a healthier work culture:
Set boundaries for yourself. If you’re logging off at a reasonable time, your team will feel more comfortable doing the same. Avoid sending emails or messages outside of work hours unless it’s absolutely necessary. Instead, encourage a culture where work-life balance is respected.
Discourage long hours by praising outcomes, not hours. If your team feels that staying late will earn them more recognition, they’ll be more likely to work excessive hours. Instead, focus on celebrating high-quality work that’s done efficiently during the day. Make it clear that results matter more than time spent at a desk.
Offer flexibility where possible. Not everyone works their best within the standard 9-to-5 schedule. If your business allows for it, provide flexibility for your team to manage their own hours as long as they get their work done. Let them take breaks when they need to recharge, and allow them to adjust their hours to match their personal productivity peaks.
Normalise taking breaks. Encourage your team to take short breaks throughout the day, especially during periods of low energy. Research has shown that working in short bursts with regular breaks (like the Pomodoro Technique) can significantly increase productivity. As a leader, you should take breaks too, showing that it’s not only okay but encouraged.
The 8-Hour Day: A Model for Balance and Productivity
Let’s be clear: the goal isn’t to work less—it’s to work smarter. An 8-hour workday is an effective balance between maintaining high productivity and allowing enough time for rest and recovery. When structured correctly, 8 hours is more than enough time to accomplish meaningful, high-impact work.
Managers should help their teams structure their workday to maximise efficiency within that time frame. This might include encouraging employees to start their day by focusing on the most important tasks, reducing unnecessary meetings, and eliminating distractions. The goal is to create an environment where employees can leave at the end of the day feeling productive and satisfied—without feeling the need to log back in later.
Don't Fall into the "Busy Equals Important" Trap
Managers need to actively fight against the cultural trap of equating busyness with importance. Busyness is not a virtue—it’s often a sign of poor time management or overcommitting to low-priority tasks. Leaders should set the tone by focusing on what really matters: delivering quality work in a reasonable amount of time.
Rather than rewarding employees for working long hours, reward them for working smart. Celebrate outcomes, not overwork. When employees feel that their time is valued and respected, they’re more likely to be engaged, productive, and loyal to the company.
As a manager, it’s your responsibility to set the standard for what productive, healthy work looks like. Encourage your team to embrace the 8-hour workday, not because working less is the goal, but because working smarter is. By leading by example, focusing on outcomes, and managing both time and energy, you can help your team achieve more in less time—while also protecting their well-being.
The era of glorifying overwork is over. It’s time to move toward a healthier, more sustainable approach to productivity. When managers and leaders embrace this shift, everyone benefits. Catch what the guys had to say in their latest podcast episode Pause to Perform, and don’t forget to like and subscribe.