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.”
“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.
“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.
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.”
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.
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.“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.”
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.
