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Time of India
a day ago
- Business
- Time of India
Ghosted after payday? Mumbai startup founder's viral post sparks storm over work culture and employee ethics
Kiran Shah , the founder of Mumbai-based startup Market Fit@Go Zero , found himself at the center of a heated LinkedIn storm after posting a candid message about employees who allegedly 'ghosted' the company right after payday. His frustration? That some team members waited to receive their salaries on the 1st of the month, only to resign without a word the very next day. This shift to early-month salary payments, implemented in December 2023 to ease employees' financial burdens, unexpectedly created a trend that Shah described as not just disruptive—but indicative of deeper professional ethics. In his post, Shah didn't mince his words: 'Don't ghost your employer once you get the salary… Do it in a professional way that doesn't burn bridges.' From Empathy to Outrage: A Founder's Candid Take Shah emphasized that his intent in advancing salary credit dates was rooted in empathy. He recalled his startup's earlier policy of paying salaries on the 10th or 15th, a common practice in bootstrapped firms. But when employees shared that the delay caused financial strain, he changed it to the 1st of the month. Ironically, it's after this shift that a few employees—exactly three, by his count—exited silently the very day salaries hit accounts. 'Of course it hampers operations,' Shah wrote, 'but I won't revert to the old system just because of a few such dumb folks. That would go against the culture I'm trying to build.' While some praised him for raising concerns around professional decency, others were far less forgiving. In a candid LinkedIn post, Shah described how four employees quit the very day they received their salaries — without notice, without explanation. (Screenshot: LinkedIn/Kiran Shah) Critics Clap Back: Is Timely Pay a Privilege or a Right? Shah's post—initially meant to reflect on the values of communication and professionalism—was quickly interpreted by many as an attempt to guilt employees for exercising their right to resign. One user shot back, 'Receiving salaries on time is not a favour, it's a right.' Others questioned the startup's HR practices and suggested that the real issue was not the mode of exit but the reasons prompting such exits in the first place. You Might Also Like: Can posting regularly on LinkedIn boost your job prospects? A career coach thinks so, but netizens beg to differ 'Worry less about how they're leaving and more about why,' another commenter offered, calling attention to what could be deeper organizational issues that make employees disengage silently. A Second Post, a Clarification, and a Cultural Reflection Faced with criticism and misinterpretation, Shah followed up with another post to set the record straight. He clarified that only three people had resigned unprofessionally, while others—such as a core team member—had left on good terms, even amid crucial business periods. He addressed accusations of toxic work culture by pointing to Go Zero's zero-layoff history, lean team size, and a culture of respect. 'I've fired people when needed, but always communicated expectations clearly,' he said. He also lamented how media and social media alike often choose sensation over substance. But beyond HR policies and exit etiquette, Shah's reflection turned philosophical. 'Culture,' he said, 'is misunderstood in India. Most workers care more about stability, dignity, and meaningful work than offsites and perks. That's the culture I strive to nurture.' You Might Also Like: Marketing professor's hilarious LinkedIn comment on alma mater IIM Ahmedabad will leave you in splits. Netizens call him 'legend' Beyond Go Zero: A Mirror to Modern Workplaces While Kiran Shah's post may have sparked criticism, support, and trolling in equal measure, it struck a nerve that many employers and employees today grapple with: what defines a professional exit ? Is giving notice a duty or a courtesy? And when founders publicly air grievances, does it reflect transparency—or managerial fragility? In an age where hustle culture, quiet quitting, and evolving workplace dynamics collide, Shah's experience offers a revealing look into the growing pains of startups—and the fragile trust that binds teams together. Whether you're the boss or the beginner, one thing is clear: how you enter and exit a workplace says as much about the organization as it does about you.
India Today
a day ago
- Business
- India Today
Mumbai startup founder's 'don't ghost after payday' post sparks workplace debate
The founder of a Mumbai-based startup has triggered a workplace debate after he opened up about how a few employees took their salaries and then quit the next day without a Shah, founder of Market Fit@Go Zero, said that until recently, his startup followed a common industry practice of paying salaries on the 10th or even the 15th of the following month. However, he found this system inconvenient for employees with early-month financial in December 2023, he shifted the salary date to the 1st of every month, hoping to ease the burden on his team. His decision, however, came with a side effect. In his LinkedIn post, Shah said that four employees have quit the very day they received their salary since the change.'Does it hamper the company operations? Of course it does. Will I change the salary processing back to 10th? Of course not. If I start penalising the entire team for a couple of such dumb folks, then it puts a question mark on the culture I am building at GZ,' Shah addressing the ethics of abrupt resignations, Shah did not mince his words.'Don't ghost your employer once you get the salary. If you are not happy with the work or remuneration or boss or founder or colleagues or location or any damn thing, have a communication with your manager. Or even the founder - I am super approachable to anyone in the organisation. But do it in a professional way that doesn't burn bridges,' he said, adding: 'The company will run after a few hiccups due to your suddenly exit, but puts a big question mark on your character and your growth as an individual.' advertisement However, several LinkedIn users disagreed with Shah, who called out his approach and questioned the company's HR culture.'You need better HR. Stop doing HR. You are a founder,' a user pointed out that paying salaries on time isn't a generous gesture but a basic responsibility: 'Receiving salaries on time is the right of every employee. Most startups these days are exploiting employees by expecting them to work extra hours in light of the 'hustle culture' and still end up not receiving their salaries. Such startups need to have proper HR processes in place. The problem is much bigger than setting up a credit date.'Another comment read, 'If someone has worked for you through the month, regardless of performance or other factors, paying them is not a favour—it's your obligation. Whether someone chooses to stay or leave is their decision, but consistency and fairness in how we treat people shouldn't waver. Frankly, if salary dates become a point of negotiation or uncertainty, it reflects a culture of insecurity - and that, to me, is far more concerning.'Some also encouraged self-reflection over blame. 'You should be more concerned about why your employees are leaving, rather than how they are leaving,' one user said. Another added, 'Most companies pay by the end or start of the month. If people don't return after payday, it points to deeper problems. Employees tied only to the salary and not the vision might not be the right fit to begin with.'advertisementWhat is your take on this?
