In a world where most corporate leaders thrive on applause, Zoho’s Sridhar Vembu is setting a rule that’s as rare as it is refreshing — no praise allowed. The billionaire entrepreneur took to X to reveal one of Zoho’s long-standing principles: employees are strictly forbidden from publicly complimenting the leadership, including him. For Vembu, it’s not about modesty; it’s about keeping ego in check and staying grounded in gratitude.
Vembu wrote, “One long-standing principle within the company is that no employee is allowed to praise the leadership, including me, in public. We remind people of this rule periodically, and it has become a core part of our culture.”
The Zoho founder said his approach stems from a spiritual discipline that teaches detachment from both admiration and criticism. He shared that he consciously avoids reading or watching anything about himself, believing he isn’t important enough to carry the weight of being seen that way.
Vembu also spoke about finding joy in the simplest truth — being alive. For him, the very act of breathing and being conscious is the greatest gift from the creator, one he remains deeply thankful for.
But while Vembu steers clear of any attention directed at himself, he’s deeply attentive to what people say about the company and its products. He believes criticism isn’t something to avoid but something to value. To him, feedback — even harsh — is a privilege, not a problem. He often reminds his team that being noticed at all is a gift, because the default state for most ideas and products is to be ignored entirely.
Internet reacts
One user remarked that when humility becomes a company’s core value, leadership shifts from being about visibility to being about vision — and the result is rare: an organisation that grows through quiet, consistent purpose rather than noise.
Another user responded to Vembu’s words about not wanting to carry the burden of importance, saying that his capabilities make him important and bring responsibility, not a burden — a responsibility shaped by the contributions of many people over time.
A third user connected Vembu’s mindset to the Sthitaprajna ideal from the Bhagavad Gita, praising him for embodying ancient wisdom in modern entrepreneurship and building a company culture rooted in it.
Vembu wrote, “One long-standing principle within the company is that no employee is allowed to praise the leadership, including me, in public. We remind people of this rule periodically, and it has become a core part of our culture.”
The Zoho founder said his approach stems from a spiritual discipline that teaches detachment from both admiration and criticism. He shared that he consciously avoids reading or watching anything about himself, believing he isn’t important enough to carry the weight of being seen that way.
One long standing principle within the company is that no employee is allowed to praise the leadership, including me, in public. We remind people of this rule periodically and it has become a core part of our culture.
— Sridhar Vembu (@svembu) October 29, 2025
The spiritual principle I have tried to follow in life is to…
Vembu also spoke about finding joy in the simplest truth — being alive. For him, the very act of breathing and being conscious is the greatest gift from the creator, one he remains deeply thankful for.
But while Vembu steers clear of any attention directed at himself, he’s deeply attentive to what people say about the company and its products. He believes criticism isn’t something to avoid but something to value. To him, feedback — even harsh — is a privilege, not a problem. He often reminds his team that being noticed at all is a gift, because the default state for most ideas and products is to be ignored entirely.
Internet reacts
One user remarked that when humility becomes a company’s core value, leadership shifts from being about visibility to being about vision — and the result is rare: an organisation that grows through quiet, consistent purpose rather than noise.
Another user responded to Vembu’s words about not wanting to carry the burden of importance, saying that his capabilities make him important and bring responsibility, not a burden — a responsibility shaped by the contributions of many people over time.
A third user connected Vembu’s mindset to the Sthitaprajna ideal from the Bhagavad Gita, praising him for embodying ancient wisdom in modern entrepreneurship and building a company culture rooted in it.
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