Why No One Complained About 90-Hour Workweeks for Two Years

The debate is whether a 90-hour workweek should exist.

You joined the workplace to fulfill your organizational goals.

The theory of value says – create value, and you will be rewarded.

The value created equals the value received.

In this newsletter, I will discuss “90-Hour Workweeks for Nearly Two Years—And Yet No One Complained.”

The debate took me back in time. I do not advocate the above, but I lived it for nearly two years. Not because someone forced me.

Not because we were made to.

But because we were part of something bigger than ourselves.

The Project That Brought an Entire Company Together

This wasn’t just any project. This was the largest project in the history of my automobile company.

A mission to deliver Low Floor City Buses for Delhi—a game-changing initiative that pushed every boundary.

What made this project unique wasn’t just its scale or complexity.

It was the people.

This was one of those rare projects where every single department—

I was involved in engineering, procurement, quality, manufacturing, finance, and HR.

Whether you worked directly on design, procurement, logistics, or production didn't matter.

If you were part of the company, you were part of this project.

Everyone was in it together.

The sense of ownership and responsibility was unlike anything I had ever seen.

No one talked about working hours, overtime, or compensation.

Because this was bigger than us.

The Challenges

? Sheer scale – The most significant project the company had ever undertaken.

? Tight deadlines – The clock was always ticking.

? Regulations & specifications – Compliance had to be spot on.

? New products, new systems – Everything had to be developed from scratch.

? New suppliers and new parts – Vendors had to be identified, and components had to be built.

? Budget constraints – Every rupee counted.

Yet, no one backed down.

Because we weren’t just working.

We were building.

Camaraderie That Kept Us Going

Long hours. Tight deadlines.

But we still found time to enjoy the journey.

I still remember our cross-city conference calls—

More than 100 people from 10+ locations joined the call every Saturday afternoon.

This was a high-energy review meeting during which everyone—from different teams and locations—was connected to the bigger picture.

And what came after?

It’s a team tradition.

We’d all head straight to a small, tucked-in Andhra mess near our office—

A well-deserved spicy lunch after the intense discussions.

These weren’t just work meetings.

They were rituals that built camaraderie.

Memories that still bring a smile.

Moments that forged relationships lasting years beyond the project.

The Daily Grind

Every morning at 7:30 AM, I packed my bags and huddled into a car, heading straight to the plant or supplier site.

Meetings. Planning. Trials. Discussions. More planning.

By 10:30 PM, I’d finally wrap up for the day.

Not because the work was done—there was always more to do.

But because I had to rush back to the hotel just in time to grab my Dal Khichdi and Chicken Kurkure before the kitchen’s last order at 11 PM.

This was the routine.

Every single day.

For nearly two years.

I have 4-5 days of break to go home, see family, and then I'm back at it.

Yet, despite the relentless hours, my spirit was unshaken.

I wasn’t just doing a job.

I was chasing a mission.

And at the heart of it all was leadership that inspired.

The Two Biggest Takeaways from This Experience

? Visionary Leadership

?? They stood with us, shoulder to shoulder.

?? They set clear direction—no ambiguity, no confusion.

?? They gave us freedom to execute—we owned our work.

?? They ensured we had the right resources—no roadblocks.

When leadership empowers, people give their best.

? Complete Personal Involvement

?? The project wasn’t just a job—it became a part of me.

?? The challenges excited me, not drained me.

?? I felt connected to something much more significant than myself.

And though the immediate rewards weren’t monetary, the impact was far-reaching:

? Unparalleled hands-on learning.

? Confidence in handling high-stakes projects.

? Promotions, career growth, and recognition.

? Overseas assignments and more significant challenges ahead.

The Real Lesson

It’s not about forcing a 90-hour workweek.

It’s not about demanding relentless hours.

It’s about creating an environment where people want to give their best.

And that happens when leaders:

? Provide clarity of expectations.

? Give freedom to execute.

? Ensure the proper support and resources.

When people believe in the mission, hours don’t matter.

And that’s what makes the real difference.

Let us interact to know how I can work on your mission.