For decades, hustle culture defined professional success. It encouraged long hours, constant availability, and the idea that grinding nonstop would guarantee results. Now, that mindset is shifting.

A growing number of leaders and employees are recognizing that non-stop work doesn’t always produce better outcomes—and in many cases, it leads to burnout, stress, and reduced productivity.

Shifting the Focus from Hours to Outcomes

Instagram | @betterup | Chief People and Community Officer Jolen Anderson says support drives performance, not long hours.

At the Fortune Workplace Innovation Summit, BetterUp’s Chief People and Community Officer Jolen Anderson addressed a critical issue: “Face time doesn’t drive results. High performance does, and that comes from people who feel supported and capable.”

Anderson argued that while performance expectations remain high, organizations often fail to connect work hours to business outcomes. In fact, she believes this disconnect has created a culture where employees feel pressured to show up instead of show results.

Rather than overloading teams with expectations, leaders should invest in resources that strengthen optimism, motivation, and personal agency—factors proven to boost engagement and outcomes.

Wellbeing and Resilience Drive Business Results

When employees feel mentally and emotionally strong, they’re more equipped to meet business demands. Anderson highlighted that building resilience isn’t just good for people—it also improves performance. “Wellness and mental health directly connect to whether people produce strong outcomes,” she said.

That idea found support from Cesar Carvalho, CEO of corporate wellness platform Wellhub. He emphasized that an employee’s experience extends beyond the office. “We forget about everything happening outside of work,” Carvalho explained. “Poor sleep, no exercise, bad eating habits—all of that impacts how someone shows up at work.”

In his view, treating the whole person—not just the employee—makes a meaningful difference in both well-being and productivity.

Wellness Programs Must Go Beyond Checkboxes

Freepik | rawpixel.comon | Wellness programs work best when people choose what fits their real needs.

While many large companies offer wellness benefits, Carvalho said participation remains extremely low. Too often, businesses implement programs only to discover that less than 5% of their workforce uses them.

He believes this happens because many programs feel generic. Anderson suggested that benefits should reflect real-life needs. From support with student loans and childcare to personalized financial planning tools, companies now have the ability to offer more flexible, custom-fit solutions.

“With today’s tech,” she said, “there’s so much room to design solutions that actually matter. It’s about giving people choice and agency in how they engage.”

Sustainable Culture Begins With Leadership

Executives and managers set the tone for what workplace success looks like. If leaders continue to reward presence over progress, old habits will remain. But when they promote balance, well-being, and meaningful flexibility, the culture evolves—and so does performance.

Anderson and Carvalho agree that organizations don’t need to sacrifice results to support wellness. Instead, wellness is the path to results. Workers who feel seen, heard, and cared for often become more creative, loyal, and driven.

Organizations ready to shift away from hustle culture can unlock stronger teams by focusing on what really moves performance: healthy, supported people. By encouraging balance and addressing the full human experience, today’s leaders can foster better business results—without burning out the people who make it all possible.