Saying Goodbye to 2016 – An Entrepreneur’s take

Culture, Entrepreneurship, Updates

2016 is being widely labelled as the most disappointing year in recent memory (avoiding extreme terms for the sake of professionalism). The reasons fall heavily across the spectrum: From the geopolitical events, to corporate sluggishness, to unfortunate turn of events and the list goes on and on….

But how was the year for a typical Indian Entrepreneur like me ?

Indian Entrepreneur

Overall it was a difficult year to say the least:

  • The global uncertainties ensured that we were on our toes for the major part of the year
  • The wide fluctuations of growth prospects from extremely positive to utterly depressing gave mixed signals to everyone around us
  • The learnings, un-learnings and re-learnings were steep and didn’t provide us a minute of respite from challenging the status-quo

So what is this all about:


  • We started 2016 on a very positive note backed by a 100% year on year growth for our company. The team was all set and promising new members were joining the team almost every month. We were falling short of operating space (a difficult but good problem to have), so we expanded our office space
  • The biggest coup of the year was the strategic tie-up with a company in Australia. This helped us to have a physical presence in a developed market. We were able to reach more clients and engage on interesting projects
  • This relationship grew stronger over time and we also had an offshore visit from the Australian partner. Many things were brainstormed during this visit and a mid-term roadmap was chalked out. The team was excited by the interaction with an onsite partner and the new perspectives that they received
  • The projects were pouring in and we were experimenting with new technologies. The formula that we had developed for the last 3 years was working well

What could go wrong, you’d say?

As the year progressed on, we faced some headwinds:



  • Stressed projects: A couple of projects were proving to be troublesome, we focused our energies on them, took some tough decisions and ensured that the clients are happy with our delivery. After numerous long nights and weekends in office, the projects stabilized. These experiences gave us good insights on our strengths and improvement areas, which we gradually worked on
  • Few unexpected exits: We were largely dependent on the hardworking and dedicated team we had meticulously built over the last 3+ years. Some of the senior members were really showing promise of taking additional responsibilities. But at the same time, they too had to progress in their careers and hence it was with heavy heart that we had to say goodbye to Arpita, Ankur, Bhaskar. We parted ways on a positive note and are still very much in touch
  • Global uncertainties: We started facing hurdles in acquiring projects that should have been a cakewalk a year back. This lead to a sluggish period for operations, so we needed to beef up our sales team to overcome the challenges. We hired a dedicated HR and she helped us to streamline our hiring processes
  • Unprofessional prospects: The most disappointing phase was when we offered a senior sales guy a better package than his expectations, agreed to wait for his 2 months notice period – to be told a day before his joining that he has decided to continue in his current company because he got a hike over the package that we had offered. The issue here was not that he rescinded on his promise to join us, but the time and opportunities wasted in this process. This proved to be a real learning for us and we corrected our hiring process to handle such eventualities
  • Unprofessional member: Have tried to explain it here
  • Few tough decisions: “As an Entrepreneur the toughest decisions of your life, will definitely be related to the Human Resources”. Wrong hires, Engagements stretched beyond their life, Missed hires – are the decisions that you’ll always regret and pay a heavy price for

We too had to take such decisions:

  • A few people were asked to pursue their careers elsewhere. We tried our best to take the most humane approach possible. We gave sufficient indications and opportunity to make corrections, when that did not work we gave all the support in terms of documentations, referrals and monetary support to help in the transition. Some took it professionally, some got emotional. We publicly apologize if anyone feels that we made the wrong decision OR if there were lacks from our side to handle the situation. We are sure, in the long term they will realize that the decision was in their own interest and ultimately helped in pursuing their careers in a more suitable company
  • A prolonged Engagement: We were having a difficult problem with 1 particular team member. Extremely talented, technically superior, good communication skills but a complete mismatch for our Culture. We tried to counsel this team member to smoothen the edges and not create disturbances in our environment. We gave him opportunity on the most sought after projects, gave him unlimited access to office resources to enhance his skills, provided enough chances but still the nagging problem of cultural misfit persisted. It was after hectic discussions and debating tough choices that we decided to ask the member to leave

All along the while, Gyrixians were working hard and partying harder. We had numerous events for Self Improvement,  Winning Documentary Contest, Supporting Social Causes, Foundation Day, Awards, Long Trips, Short Trips, Birthdays, Festive celebrations, Games, Masti etc.

With this, we have reached the climax of the year and you are wondering that I’ve not yet touched upon Brexit and Trump, but there is a particular reason to it. No one can predict how these two events will unfold.

  1. Brexit: Might be bad for the world in general but might be a blessing for Indian IT companies, if the Indian government is able to leverage the situation to our advantage.
  2. Trump: What can I say more that’s not said already? With my limited understanding of Economics and International policy, if he implements all the things he says, the world is heading towards bigger trouble in the next 4 years. For Indian IT companies there are mixed signals. He may hinder IT outsourcing and H1-B, at the same time he might be more favorable towards India vis-a-vis its competitors. So no one knows what lies in store for the Indian IT Industry.

So what is our outlook for the year 2017 ?

“Extreme uncertainty in one variable demands relative stability in others”

With the year closing on uncertain terms, it is better to adjust our plans prudently. We are hopeful that 2017 will be more cheerful and will allow us to pursue our goals without many external considerations. We have ambitious goals and new initiatives to unveil. As always, we are confident that our super dynamic team will be able to pull off any challenge we throw at them.

We thank our team, mentors, friends, well wishers, support network and family for helping us achieve our goals this year. Here’s to more Growth and Entrepreneurial dynamism in the coming Year !!!

We wish everyone a Great Year Ahead !

Happy New Year


Going Beyond Job Titles

Culture, Entrepreneurship, Processes

Gyrix has been a dream workplace for me.

The exposure to world-class processes and crucial responsibilities has helped me build a strong foundation for my professional career. It has given me a head start into the IT world and a chance to explore multiple verticals of my personality. The company has true startup culture embedded in the way it functions. It ensures that no matter what profile you take up – an intern or a fresher, your role will not be restricted to a desk job. It compels everyone to go beyond job titles. Gyrix will push you to be innovative in your approach and encourage you to think “outside the box”.

It will not allow you to settle and keep challenging you with newer responsibilities, so that you can witness unparalleled growth.

Shreyas Padhye

The co-founders Kunal and Rashmirathi are a perfect blend of all the characteristics that you wish of your bosses! To be a little cheesy, I’d even say “they complete each other”. They have nurtured a brilliant team and the atmosphere at work is scintillating. Employee growth is central to their agenda. That reflects in their behavior and is visible in most of the company’s policies. Joining Gyrix made me realize that working in a startup has much more to offer, compared to a typical MNC.

enjoy responsibilities beyond job titles

Excelling at Gyrix definitely demands tremendous dedication and long hours at work. But then again, if you’re enjoying responsibilities and are in love with what you do, you don’t listen to the clock ticking, do you? In a nutshell, if you’re passionate about your work and envision yourself as being the best in the business, this is your place to be!

Thank You #GYRIX
Shreyas Padhye


Fun Fact: Shreyas did an Entrepreneurial Internship at Gyrix during his graduation and was offered a PPO based on his performance during the Internship.

Pain of a Considerate Employer – Unprofessional employee


This is a story of how inconsiderate and unprofessional employee wreak the goodwill that well-intentioned Entrepreneurs want to build through their culture.

After working at an MNC for 2 years with financial bond, we were clear that at our company we don’t want to keep a bond. Despite the overwhelming suggestions from senior entrepreneurs with experience of the work culture and mindset of the work force in Indore, we were very sure that Gyrix will never bind an unwilling team member just for the sake of it. It is better to let the person go rather than stay without adding value to the company and himself.

The objective was to build a free and open culture with minimum obligation from the team members. Hence we have kept the employment conditions simple: Minimum employment expectation of 1 year. If the candidate leaves before 1 year, we won’t (and cannot) stop him. But we would not be giving Salary Slips, Experience letter and will not entertain reference calls. Fair enough, right ?

We had selected a fresher, let’s call him Mr. Prabhas (name changed), through our normal recruitment process and gave an offer in Oct 2015. He accepted the offer. Being a company with limited resource we did not perform background checks.

Prabhas showed promise with his technical skills. Internally, we chalked a grooming plan for him and assigned challenging projects. He delivered on many of our expectations. He lacked in following instructions and processes but we provided feedback and suggestions on how to overcome them.

As things progressed, we had to assign him to a really difficult project but on a supposedly “inferior” technology – PHP. He was unwilling to switch technology despite the functional and managerial exposure he would get on the project. We suggested, if he does justice to this project we will consider his technology change request soon.

Then the pain started !

Prabhas started working on the project with no application of thought and heart. He was taking longer to work on very simple tasks and it was baffling that a good performer suddenly had so many issues in delivery.
We still persisted with him on the project, gave him the required guidance and occasional reprimanding wherever necessary.

We were struggling to match the delivery expectations and on 21 June 2016 Prabhas informed that he is selected in a company, wants to leave before completing 1 year and will not be able to complete one-month’s notice period. He wanted release on 10th July 2016. We were fine with him leaving but needed to decide on the release date. We informed that he will get a confirmation on the resignation on 22nd June 2016.
Internally, we identified a resource for the project and decided to release Prabhas earlier i.e. by 30th June 2016 and he should purchase the remaining notice period of 20 days. The Knowledge Transfer will be managed in 8 days.

Then things started to go from bad to worse.

In the meeting on 22nd June 2016, we informed him about our decision. He asked what will be the implications if he does not come from the next day, 23rd June 216. We were shocked !
We said as a professional courtesy, you need to give bare minimum time to the company to manage project continuity. It reflects on his professional etiquette for asking to serve 20 days of notice period on one day and on the very next day decide to leave within 2 days.

We tried to enquire the reasons for such sudden changes and below were the factors:

  • The package in the new company was much higher. Joining that company early means getting an extra week of salary with higher package
  • Supposedly, the company has promised him to give the experience letter of 10 extra months, for the period when he worked with Gyrix
  • Supposedly, the company has also promised to purchase the notice period

To be clear, we are completely fine with the tactics of the company. These are common practices and there are no objections to it.

What was revealing to us is the blatant misuse of our open policies by Prabhas. A professional with good ethics and courtesy would have negotiated on the notice period and agreed to a compromise.

Furthermore, it was Prabhas’s arrogance that striked us. He enquired about the possible actions that Gyrix will take in case he discontinues from 23rd June. We listed salary, legal and public declarations of his actions as possible options. Then it started getting interesting !

He informed that he has already broken a bond with the second biggest Indian IT company and no action was taken on him. So what will Gyrix, a 20+ strength company, do.
Before joining Gyrix, he had a offer from another MNC because did not join them also because they had a bond. He joined Gyrix because we have no bond and he is joining the next company also because they have no bond.

“Then it started dawning on us – the problem is much bigger than the symptoms we were seeing”

We were experiencing the pain behind the suggestions given by the senior entrepreneurs. If they are reading this, they will have a smug grin on their faces saying “I told you so !”

However, introducing bond to captivate the team member still does not appeal to our vision. It will be like beating the stick after the snake has crawled away.

So what are the options in front of us.

  • Pursue him legally and set an example for the current and future team members of not being so arrogant about the opportunities they have
  • Hold off the salary – a materialistic step but significant to a person who is chasing money while compromising on Ethics
  • Public declaration of his actions that might impact his future employment

We have decided to do all the above and more in this particular case.

To be sure, Prabhas is not the only person in history to do this and will certainly not be the last. His actions may not be the worst case scenario to happen between an employer and employee. So why are we pursuing this so much ?
The answer lies in our vision of creating an open and fair company which treats the team members with respect, but also expects and deserves the same level of respect from them.

Prabhas is not willing to respect his obligations towards the company and we are not the ones to take punches lying down. We are going to retaliate and retaliate hard !

Postscript: After another team member started working on Prabhas’s project, we found out all the intentional issues created by Prabhas while working on it. Fortunately, due to the processes set at our company, we have avoided any impact on the client and are able to continue working on it properly. But the malicious intent is clearly visible from his actions. We are taking additional efforts to identify other such issues induced by him to safeguard ourselves and our clients.


Shubham Akodiya