Don’t Call Anna Weak! Notes from a hustler

The story of Anna, who collapsed after experiencing chest pain in her rented accommodation, is a reminder that toxic work culture is not just a Gen Z buzzword—it’s a silent crisis that’s costing lives. Her experience is just one of many public testimonies that force us to ask: When will boardrooms take notice?

Don’t tell me about mental health assistance programs or HR check-ins. Don’t say India’s work culture is our edge against the world. And don’t you dare call Anna weak. The reality is, many employees like her are being stretched beyond their limits, not because they aren’t capable, but because of a culture that glorifies burnout.

Generational Differences in Work Expectations

Yes, we’ve heard the age-old argument that the younger generation is “weaker” or “lazier” than their predecessors. “hamare samay main toh” as the Narayana Murthy’s generation will say, but while 70hrs a week while resilient and hardworking, operated in a different time. It’s unfair to hold today’s workforce to the same standards, especially when the pressures and demands have drastically evolved.

Yes, there are issues with younger employees shirking responsibilities. I’ve had my share of employees taking "sick leaves" only to be found in pubs. But does that mean we punish an entire generation? We must hold individuals accountable without labelling an entire demographic as lazy or entitled.

Recently, I interviewed Shantanu Naidu, Mr Ratan Tata’s millennial friend. (https://www.youtube.com/watch?v=i-ddsHEgPpo) I asked him what his biggest lesson from Mr Tata was, apart from kindness and compassion. His response? “Not to fall for idealization culture.” Just because someone like Narayana Murthy says to work 70-hour weeks doesn’t mean you should.

Some people, like myself, love the hustle. We find joy in perfecting our craft, even if it means putting in extra hours. Some others cherish a 9-5 schedule and enjoy their weekends playing pickleball. Both mindsets are valid, and both should be respected and rewarded. The key is to ensure that any extra hours worked come from a place of passion, not obligation.

The Consequences of a Mismatched Work Culture

The problem is not the hustle culture but the mis-match. Companies need to be transparent about their pace of work from the get-go. Let candidates decide if that environment aligns with their values and lifestyle. So managers, communicate!

I recently heard from a friend who was sailing through an interview for her dream job—until he asked about the company’s work-life balance. He never heard back. This kind of silence speaks volumes about what companies truly prioritize.

Of course there will be phases of “crisis management” when everyone is expected to go the extra mile, companies need to communicate this and let employees know it is just that a phase. I don’t see millennials and Gen Z have a problem burning the midnight oil once they know the purpose. This generation knows how to bring in wins when invested. So managers communicate!

Anna’s Reality

Now, let’s get back to Anna’s story. For those who think she was just unable to cope, I urge you to read her mother’s letter. I quote some excerpts here:

“Anna joined a team where many before her had quit due to excessive workloads. Instead of addressing the root problem, her manager told her, “Anna, you must stick around and change everyone’s opinion about our team. She didn’t realize the price she’d pay for that would be her life.”

Meaning… The problem wasn’t Anna’s alone—many before her had said no; she just didn’t know how. Why was the manager so focused on changing the team’s perception without altering the toxic reality? Where was HR for the exit interviews?

“Her manager would often reschedule meetings during cricket matches and assign her work at the end of the day, adding to her stress. At an office party, a senior leader even joked that she would have a tough time working under her manager, which, unfortunately, became a reality she could not escape.”

Meaning… it was an open secret— peers and understandably even the seniors knew about the work culture in this team. But they did nothing, basically they did not care. Where was HR then?

“Her assistant manager once called her at night with a task that needed to be completed by the next morning, leaving her with barely any time to rest or recover. When she voiced her concerns, she was met with the dismissive response, "You can work at night; that's what we all do."

Meaning… she did voice her concerns — tried to express she was overwhelmed. But often managers take pride in breaking the back of the youngsters, perhaps carrying trauma from their own time or perhaps they are hustlers themselves who do not see any wrong in it. Where was HR then?

The Reality Of Middle Management

But don’t be fooled into blaming the manager here, he is yet another victim of the “middle-management culture”. You don’t get the perks or power of being the boss, yet you’re the one stuck between keeping the higher-ups happy and trying to reduce the churn of burnt-out employees. In most Indian companies, middle managers are stuck in a no-man’s land: too senior to be doing entry-level work, but never destined to make it to the top. They’re often treated like tools—doing the dirty work management doesn’t want to touch. Some feel threatened by newcomers, while others become jaded. While five bosses sit in a meeting discussing problems, the junior staff is expected to come up with actual solutions, and the middle manager is left hanging. It’s arguably the most abused position in corporate India.

What makes Anna’s story even more enraging is that this didn’t happen at some hustle-obsessed start-up, where people might expect a “grind till you drop” mentality. It happened at one of the Big 4. These firms are supposed to be the pinnacle of professionalism and experience. If a toxic culture can exist there, what does that say about the rest of the industry?

Behind closed doors, I keep hearing the same tired defense: “India’s work culture is what makes us competitive. It’s why we’re valued.” Let me tell you right now—that’s total BS. The real edge isn’t in working people to the bone; it’s in valuing them enough to build cultures where they can thrive.

It’s time we stop hiding behind outdated excuses and start making real changes where it matters—and it might have to start at the top.

This is the reason why GenZ wants to be their own boss

This is the reason why people quit over texts

This is the reason why they are quiet quitting

And guess what, “Apna time aayega nahi, Youngistan Ka Time Aagaya Hai!”

?By 2025, Gen Z will make up almost 30% of the workforce. (https://www.instagram.com/reel/C_SA0BQPlx5/)

They’ve watched older generations burn out, and they want different. They understand work is not life, just a means to getting what you want in life. They have opinions and they will not shy away from expressing.

They are curious and will ask questions… wish Anna asked more

Else they will use workplace like a taxi-cab, no association, no loyalty just a service.

Its time we truly imbibe diversity at workplace, one which makes hustlers and balance seekers both succeed and and feel fulfilled on their own paths.

Boardrooms are you listening?