The Power of "Why": How One Question Transformed Our Company Culture

Sarah had always been the kind of HR manager who believed in the power of purpose. But after five years at her company, she noticed something troubling—a creeping sense of disengagement among employees. People were showing up, doing their jobs, but the spark was gone. It wasn’t burnout or dissatisfaction with pay; it was something deeper, something harder to diagnose.

Determined to get to the bottom of it, Sarah decided to embark on a simple experiment. She gathered the entire company for an all-hands meeting and posed a single, deceptively simple question: “Why do you do what you do?”

At first, there was silence. The question hung in the air, almost too heavy to answer. After all, most had never stopped to think about their "why." They were so caught up in the day-to-day grind, meeting deadlines, and hitting targets that they’d lost sight of the bigger picture.

But Sarah persisted. She started with the senior leaders, asking them to share their stories. Slowly, the room began to fill with a chorus of voices. People spoke about their motivations, their passions, and the reasons they’d chosen this career path in the first place.

One manager, Ahmed, shared how his grandfather’s battle with a rare disease inspired him to work in healthcare, striving to improve patient experiences.

As each person shared their "why," something magical happened—the atmosphere shifted. People began to connect on a deeper level, not just as coworkers, but as individuals with shared values and goals. The sense of purpose that had been missing suddenly felt palpable.

Over the next few weeks, Sarah noticed a remarkable change in the workplace. Teams were more collaborative, communication flowed more easily, and there was a renewed energy in the air. People were not just working for a paycheck; they were working towards a common goal that mattered to them.

Sarah’s simple question had unlocked something powerful. By focusing on the "why," she helped rekindle a sense of purpose within the company, transforming the culture from one of mere compliance to one of passionate engagement.

And as for Sarah, she learned that sometimes, the most effective HR strategies aren’t about processes or policies—they’re about asking the right questions and giving people the space to find their own answers. In the end, it’s purpose that drives performance, and when employees are connected to their "why," they’re unstoppable.