Harsh Goenka calls out Ashneer Grover after an old video of him praising toxic work environment resurfaces, says it is ‘baffling’

A video of Ashneer Grover, the former managing director of BharatPe has resurfaced where he is seen praising toxic work environments for their ability to get “actual” work done. 

In the video, Grover criticised the atmosphere at Ernst & Young (EY), calling it “lifeless.” He shared his experience of visiting one of EY’s offices, explaining that he felt so uneasy with the subdued environment that he pretended to have a health issue to leave.

He can be seen making these remarks at an event, where he also suggested that toxic settings are where productivity thrives. “Offices where people say the work culture is toxic are the best offices, where people talk and fight. There are plenty of ‘non-toxic’ spaces but the toxic ones are where the actual work gets done (sic),” he said. 

This comes in the wake of the death of 26-year-old employee Anna Sebastian Perayil, who worked at EY Pune. Anna’s mother claimed that her daughter died due to work-related stress in an email to EY India chairman Rajiv Memani. 

In response to the clip that has gone viral on social media, Harsh Goenka, industrialist and chairman of RPG Group, called these comments “baffling.” He reposted the video on X and wrote, “It’s baffling to see anyone advocate for a toxic environment.”

It’s baffling to see anyone advocate for a toxic environment. #AnnaPerayil
Your views? pic.twitter.com/QhPnCeKhxq

— Harsh Goenka (@hvgoenka) September 19, 2024

The glorification of high-stress environments raises an important question: Are we becoming addicted to stress? As more people equate long hours and constant pressure with professional success, the boundaries between productivity and burnout blur.

Why might some people become conditioned to accept stress and burnout as normal?

Gurleen Baruah, occupational psychologist and executive coach at That Culture Thing, says, “The conditioning that leads some people to accept stress and burnout as normal is deeply rooted in cultural, economic, and societal realities. In highly competitive markets like India, where the job market is volatile and unemployment rates are high, this conditioning begins early.”

Right from childhood, she continues, there is immense pressure to get into good schools, excel in entrance exams, and secure a job in a market where demand far exceeds supply. In such an environment, securing employment is often seen as a blessing, regardless of the conditions of the workplace.

Baruah adds that for every individual overworked or stressed in their job, “there are countless others waiting to take their place, intensifying the pressure to perform. This creates an environment where people feel they cannot afford to say no or establish boundaries, fearing they may lose out on opportunities, promotions, or even their jobs.” 

Young professionals, especially, are often eager to impress authority figures, leading them to take on more work, overextend themselves, and push their limits to prove their dedication and commitment, she stresses.

Toxic leadership cycles also play a significant role, according to Baruah. “Many managers and leaders, who were themselves victims of toxic work cultures, unknowingly perpetuate the same behaviours they endured. Overwork becomes a rite of passage, with the expectation that the next generation of employees will ‘tough it out’ just as they did.”

Recognising that self-worth isn’t tied solely to work performance helps prevent burnout. (Source: Freepik)

Psychological mechanisms that can make employees more productive in high-stress environments

According to Baruah, these include:

Setting boundaries: Drawing clear lines between work and personal life, learning to say no, and communicating openly with seniors can reduce feelings of overwhelm in high-stress environments.

Self-worth detachment: Recognising that self-worth isn’t tied solely to work performance helps prevent burnout. Focusing on hobbies, relationships, and personal goals can buffer the effects of workplace stress.

Health as a priority: Prioritising health through exercise, meditation, and strong support networks helps manage stress and improves focus at work.

Open conversations: Honest discussions about workload and career goals with seniors foster healthier relationships and reduce pressure.

Cognitive reappraisal: Reframing stressful situations as growth opportunities helps build resilience and maintain a positive outlook.

Supportive networks: A strong support system and constructive feedback within the organisation can boost productivity and reduce stress.

NOTE: Baruah highlights that  these psychological mechanisms can help employees cope and feel productive in the short term; high-stress environments are “generally not sustainable for long-term success.” Chronic stress takes a toll on mental and physical health, leading to burnout, disengagement, and turnover. 

In conclusion, while psychological strategies like setting boundaries, developing self-worth, practicing cognitive reappraisal, and turning off from work can help employees navigate high-stress environments, these environments often come at a high personal cost. For long-term success, organisations need to foster healthier, more supportive cultures rather than perpetuating high-pressure environments that inevitably lead to burnout.

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