Does a 60-Hour Workweek Make You a Productivity Beast—or Just Burnt Out?

Lately, there’s been a surge of voices—especially from billionaire founders—arguing that we all need to buckle down, grind harder, and clock in more hours if we want to be truly successful. Sergey Brin recently made waves by claiming that a 60-hour workweek is the “sweet spot” for productivity. But is that really true for anyone other than the ultra-rich? Or is this just another case of mistaking effort for effectiveness?

The Myth of More Hours = More Productivity

A widely cited Stanford study found that after about 50 hours per week, productivity doesn’t just plateau—it plummets. Beyond 55 hours, the extra work is practically useless. Worse, at 70 hours, researchers found that people produced almost the same output as those working 55 hours. That’s right—15 extra hours for no additional results. (Source: Stanford University)

Why? Because fatigue, stress, and cognitive overload kick in. People start making more mistakes, problem-solving ability drops, and—surprise!—it actually takes longer to complete tasks.

Sweden, Japan, and the Four-Day Workweek Experiment

If working less makes us lazy, why do we keep seeing cases where reducing work hours boosts productivity?

Sweden ran a six-hour workday experiment and found workers were happier, healthier, and just as productive—but yes, it was more expensive. (Source: BBC)

Microsoft Japan tested a four-day workweek and saw a 40% productivity increase! They also used less electricity, printed fewer documents, and still got the job done. (Source: CNN)

So, how does this all make sense? Turns out, when people know they have limited time, they cut distractions, focus harder, and prioritize better. But when they have endless hours, inefficiencies creep in.

The Billionaire Paradox: Why They Push More Hours

Now, let’s address the elephant in the boardroom. Why do billionaires like Elon Musk or Sergey Brin glorify working long hours? Easy. Because their work is their passion, their playground, and they own the entire game.

• They don’t have a boss dictating their schedules.
• They choose what they work on (and if it’s exciting, it doesn’t feel like work).
• They don’t worry about groceries, commutes, or child care—someone else handles those distractions.

For the rest of the workforce, this is a completely different reality. Even leaders managing teams are often tied to business constraints, project deadlines, and operational pressures that don’t magically disappear with longer hours. Overwork isn’t just bad for employees—it’s bad for business. Burnt-out teams don’t innovate, make more mistakes, and ultimately deliver worse results. A study by SAP even found that overworking leads to worse decision-making and higher long-term costs for companies. (Source: SAP)

What Leaders and Coaches Should Do Instead

If you’re an Agile coach, a leader, or a manager, you have a choice. Do you want to wring out every last drop of effort from your team until they break? Or do you want sustainable, high-quality performance?

Here’s what the research-backed alternative looks like:

1. Prioritize Outcomes, Not Hours – Measure success by what gets delivered, not how many hours someone is logged in.
2. Encourage True Focus – Reduce unnecessary meetings, notifications, and interruptions.
3. Experiment with Work Time – Test shorter workweeks, flexible hours, or focus time blocks and see if productivity actually improves.
4. Recognize Signs of Overwork – Long hours don’t equal dedication; they often mean inefficiency, burnout, or poor process management.

Final Thought: Productivity Is a System, Not a Sacrifice

The real question isn’t whether a 60-hour workweek “works.” It’s whether it works for anyone in a sustainable way. And research shows—it doesn’t. Not for employees, not for leaders, and certainly not for companies who rely on innovation and adaptability.

So, next time someone tells you that “working more” is the key to success, ask them: “Success for who?”

Maybe it’s time we stop glorifying the grind and start optimizing for real productivity instead. If you're ready, let's talk.