Working longer hours does not always lead to career growth. According to Freyaz Shroff, employees who want to take the next step professionally should focus not only on how hard they work, but also on the value they deliver, their ability to communicate and whether their managers can rely on them.
In a video shared on Instagram through her account, @teentotwenties, Shroff discussed why being constantly busy is not necessarily the same as being effective at work. She argued that employees are more likely to be considered for greater responsibilities when they consistently deliver results, handle challenges and make sound decisions.
Her message challenges a familiar workplace assumption: that staying late, taking on extra tasks and appearing overwhelmed will automatically be recognised as signs of commitment.
‘Effort Is Not the Same as Value’
In the video, Shroff explained that employees can devote considerable time to a task without necessarily producing the outcome their organisation needs. She said that managers may look beyond visible effort when deciding whether someone is ready for a promotion.
“Nobody cares how hard you work. At work, effort is not the same as value. You can spend 12 hours on something and still not deliver the correct thing. You can be exhausted, overwhelmed, and incredibly busy, and your boss can still be thinking, ‘I don’t know if I can trust that person with more responsibility,’” Shroff said.
She went on to identify the qualities she believes make a difference to professional growth, including meeting deadlines, communicating clearly when circumstances change, solving problems, accepting feedback and making decisions independently.
“Because careers aren’t built on how hard you worked; they’re built on what people trust you can do,” she added.
The central point of her argument is that effort matters, but it needs to translate into meaningful outcomes. Working long hours without clarity, prioritisation or effective execution may not demonstrate readiness for a more senior role.
Why Reliability Can Matter More Than Long Working Hours
Shroff’s advice centres on reliability. In many workplaces, managers need employees who can take ownership of assignments, communicate potential delays and respond constructively when plans change.
These behaviours can help build confidence in an employee’s ability to handle complex projects or greater responsibility. By contrast, repeatedly missing deadlines, failing to flag problems or requiring constant supervision may raise concerns, even when an employee is putting in considerable effort.
Her message also highlights the importance of communication. Keeping a manager informed about progress, raising concerns early and clarifying expectations can help prevent avoidable problems.
However, this does not mean that long hours or hard work are irrelevant. Some roles involve demanding schedules, unpredictable workloads or responsibilities that genuinely require additional time. The distinction is between working hard with a clear purpose and treating busyness itself as proof of performance.
‘Stop Trying to Prove How Hard You’re Working’
Shroff encouraged employees to focus on becoming people their colleagues and managers can depend on, rather than trying to demonstrate how busy they are.
“Can you meet the deadline? Can you communicate clearly when something changes? Can you solve problems? Can you take feedback? Can you make good decisions without somebody holding your hand? That’s what gets noticed,” she said.
She described this as one of the difficult lessons people may encounter early in their careers, arguing that professional advancement depends on whether others trust them with more complex responsibilities.
“Because nobody’s going to promote you because you’re tired; they’re going to promote you because they trust you with something bigger,” she said.
The advice suggests a practical shift in how employees approach their work: understand what success looks like, prioritise tasks that contribute to important goals, communicate progress and take responsibility for outcomes.
Internet Reacts to the Career Advice
Shroff’s video prompted a discussion among Instagram users, with some agreeing that results and reliability matter more than the number of hours spent at work. Others pointed out that taking on additional responsibility does not always lead to recognition or career advancement.
One user commented, “Absolutely true, Madam. Managers care about results. Happy day, Madam. Thank you.”
Another offered a different perspective, writing, “If they rely on you, they try to take advantage and put more responsibilities on you.”
A third user raised concerns about workplace dynamics and unequal access to opportunities, commenting, “What to do when you’re not allowed to do any of these from day 1? Someone is answering for you, talking for you because the manager isn’t comfortable with their opposite gender.”
The responses illustrate that career progression can be more complicated than individual performance alone. While reliability and effective communication can help employees demonstrate their capabilities, promotions may also depend on management practices, workplace culture, access to opportunities and whether contributions are recognised fairly.
Shroff’s video, meanwhile, has put the relationship between effort, performance and professional growth back into the spotlight. Its core message is that working hard is important, but employees should also understand what their roles require and make their contributions visible through clear communication and consistent results.
