Zomato CEO Deepinder Goyal has revealed his controversial management philosophy during a recent podcast appearance, explaining his approach to handling high-potential employees and addressing the departure of several company co-founders. Speaking on Raj Shamani's 'Figuring Out' podcast, Goyal discussed what he terms a 'rock bottom' strategy that involves deliberately challenging employees he believes have exceptional potential.

The 'Rock Bottom' Management Strategy

Goyal described his unconventional approach to employee development, stating that he "consciously hurts" individuals with significant potential. According to the CEO, this strategy involves deliberately impacting employees' self-confidence to help them overcome internal barriers that may be limiting their performance.

Goyal emphasized that he only applies this approach to employees he believes have exceptional capabilities, not those he considers to have limited potential. "I do this with people who have insane potential, not with those who I think do not have potential. They have insane potential but something in their head is coming in their way, that's when I would make them hit rock bottom," he explained.

Executive Departures and Organizational Priorities

The discussion addressed the departure of several high-profile executives from Zomato, including co-founders and senior leaders such as Pankaj Chaddah, Gaurav Gupta, Mohit Gupta, and Gunjan Patidar. Goyal clarified that these departures weren't related to the individuals' capabilities or founder status.

"Everybody has their energy cycle. Life happens, priorities change... But the organisation's priority cannot change for a person," Goyal stated. He emphasized that the departed co-founders were "really good and had that mindset," but other factors influenced their decisions to leave.

Management Challenges and Admissions

Goyal acknowledged that some exit conversations could have been handled more gracefully, admitting to "losing his cool" in certain situations. He recounted a specific incident involving a senior product leader who publicly dismissed his ideas after privately agreeing in meetings, describing the behavior as dishonest.

Despite these challenging departures, Goyal highlighted the company's ability to retain talent long-term, noting that "more than 100 people have left and come back" throughout Zomato's history.

Workforce Management Statistics

The CEO also shared operational insights about Zomato's delivery workforce management:

These figures provide insight into the scale of workforce turnover and management challenges faced by the food delivery platform.

Leadership Philosophy and Organizational Culture

Goyal's revelations offer a glimpse into Zomato's internal culture and his leadership approach. While acknowledging the risks of his 'rock bottom' strategy, he maintains that it serves as an act of care for employees with untapped potential. The CEO's candid discussion reflects his belief in pushing individuals beyond their comfort zones to achieve breakthrough performance, despite the emotional toll it may take on both the employees and himself.

Zomato CEO Deepinder Goyal has disclosed that he asked Blinkit founder Albinder Dhindsa to step down on two occasions shortly after the quick commerce company's acquisition. The revelations came during a video podcast with entrepreneur Raj Shamani, where Goyal discussed the challenges of post-acquisition leadership integration.

Leadership Challenges During Integration

Goyal explained that the discussions occurred soon after the acquisition when Dhindsa was finding it difficult to adapt to the structural and cultural changes required following Blinkit's integration into Zomato's ecosystem. According to Goyal, the conversations were candid and direct, reflecting the pressure to align leadership with the company's evolving priorities during the transition phase.

Management Philosophy and Approach

Goyal described his management style as one that balances patience with confrontation. He typically begins with sustained coaching but shifts to a more forceful approach when progress stalls. In some cases, he deliberately pushes leaders to what he termed a "rock bottom" phase, aiming to dismantle mental blocks that prevent growth.

While acknowledging that the process can be emotionally difficult, Goyal argued that it stems from belief in an individual's potential rather than disregard for them. The Zomato CEO added that this approach has delivered results more often than not, with a majority of leaders emerging stronger after such intense phases.

Acquisition Details and Impact

Zomato acquired Blinkit, formerly known as Grofers, in 2022 through an all-stock transaction. The deal represented a significant strategic move for Zomato's expansion into the rapidly growing quick commerce sector.

Since the acquisition, Blinkit has emerged as a key growth engine for Zomato, driven by rapid dark store expansion and rising order volumes. However, Goyal did not clarify whether Dhindsa's formal role or decision-making authority was changed during the transition period, only indicating that a transition process was initiated at the time.

Industry Implications

Goyal's remarks offer rare public insight into the challenges of integrating founder-led companies after large acquisitions, particularly in highly competitive consumer technology segments. The disclosure highlights the complexities involved in aligning leadership structures and corporate cultures when established companies merge with entrepreneurial ventures in the fast-paced quick commerce industry.