In a candid conversation that has reignited the perennial debate around work culture in India's startup ecosystem, Zomato founder and CEO Deepinder Goyal has articulated a clear distinction between working hours and working mindset. Speaking on entrepreneur Raj Shamani's podcast 'Figuring Out', Goyal asserted that while companies can operate on a standard schedule, building a successful startup requires an obsessive, ownership-driven attitude that transcends clock-watching.
The Core Philosophy: Ownership Over Job Mentality
Goyal minced no words in stating his expectations from the senior leadership at Zomato. He emphasized that he needs his top team to be deeply invested, viewing the company as their "own baby" rather than just a job. "I don't want them to think of this as a job. If the senior team thinks of this as a job, I'm out," Goyal stated bluntly. He elaborated that this sense of ownership is tested in critical moments, such as when a major technical bug is discovered late on a Friday evening.
"If a critical bug is discovered at 6 pm on a Friday, waiting until Monday to address it reflects a job-like mentality," Goyal explained. In contrast, a true owner would stay back to resolve the issue immediately, demonstrating a commitment to the company's customers and operations. He personally affirmed, "I would not go home on Friday at 6 pm. I would stay back and do the job."
Clarifying the 'Demanding Boss' Tag and Work-Life Balance
Addressing the host's observation that such expectations are often labelled as 'toxic' and that Goyal himself has been called a demanding boss, the Zomato CEO pushed back. He claimed that such perceptions are outdated, largely based on anonymous Reddit comments from before 2013, and do not reflect the views of people currently working with him.
Goyal sought to clarify that his philosophy does not advocate for a relentless, always-on grind that destroys personal life. He explained that urgency and personal commitment can coexist with flexibility and support. "Our team is good that way. We have each other's backs. We don't track anyone's holidays. People can take as many leaves as they want," he said, highlighting Zomato's policy. The crucial element, according to him, is the underlying "commitment to urgency" when rare but critical situations arise.
He framed these high-pressure scenarios as infrequent but defining moments. "It could be just twice a year that something needs to be solved on Friday night... But when that hits, what do you say? OK, I'm ready to lose 10,000 customers over the weekend, and I wouldn't put in two hours. What choice are you going to make?" Goyal argued that in such emergencies, a collective effort is required, stating that if a bug delayed customer orders, "The whole company should put a night out."
Mindset vs. Hours: The Fundamental Distinction
The core of Goyal's argument rested on separating the concept of fixed hours from a fixed mindset. "Startups don't get built on a 9-to-5 attitude. They can be built on 9-to-5-hour clocks. But they can't be built on a 9-to-5 attitude. They are different things," he elaborated. This means a company can formally function from Monday to Friday, but the entrepreneurial mindset must remain agile and committed beyond those confines.
"Monday to Friday works when it comes to hours. But a Monday-to-Friday mindset does not work for building a company," Goyal reiterated. When questioned on whether it is fair to expect such sacrifice from employees who do not have the same equity stake as founders, Goyal pointed to Zomato's compensation structure. "We pay people a lot. We give them a lot of equity," he said, adding that employees who demonstrate this owner-like attitude "grow faster as well."
In his concluding remarks, Goyal left the choice with the individual, framing it as a matter of personal management and priority. "I don't judge people. It's your choice... if you can manage your family, work-life balance, your peace, and also obsess." He asserted that intensity and well-being are not mutually exclusive, concluding, "Obsession can happen with peace. And those kinds of people who can manage and balance everything and still drive the right kind of outcomes do exist."
