1. Is “culture fit” just a fancy excuse for bias?
Rubi Khan: Don’t just hunt for a “culture fit”—build a culture that makes one. Hire people who shake things up, challenge norms, and bring fresh ideas. That’s how real innovation happens.
2. Can a toxic leader destroy a great culture overnight?
Rubi Khan: Exactly! Even the strongest culture can crumble under one bad leader. HR leaders, it’s on you to keep leadership in check—because fear and disengagement aren’t part of the job description.
3. Why do so many culture initiatives fail miserably?
Rubi Khan: Because top-down culture feels like a corporate script—forced, out of touch, and mostly for show. Real culture happens in daily interactions, not boardrooms. The companies that build with employees, not for them, are the ones that see real change.
4. Profit vs. Purpose—do businesses really need to choose?
Rubi Khan: No, but plenty act like they do. Chasing short-term profits at the cost of sustainability is a losing game. The best companies strike a balance—using purpose to inspire and profit to fuel long-term impact.
5. Is HR the biggest obstacle to cultural change?
Rubi Khan: Ironically, yes—when HR plays policy police instead of culture shapers. Real change happens when HR stops just enforcing rules and starts driving transformation—helping leaders and employees build a culture that’s dynamic, inclusive, and built to last.
6. Why do employees resist change even when it’s good for them?
Rubi Khan: Because change feels like losing control, comfort, or even confidence. Leaders need to show why it’s worth it—not just what’s changing. When change feels like an opportunity, not a corporate curveball, people actually get on board.
7. Do companies actually care about employee engagement—or just productivity?
Rubi Khan: Many mix these up. Engagement is about emotional connection; productivity is just output. Companies that actually care about engagement focus on trust, purpose, and growth—not just perks and surveys. The twist? Valued employees work harder without being pushed.
8. Can a company’s culture survive without strong leadership?
Rubi Khan: Nope. Culture may grow from employees, but leadership sets the tone. Weak leadership breeds confusion and disengagement. If leaders don’t walk the talk, culture stays a corporate buzzword—not a lived experience.
9. Will AI and automation kill workplace culture?
Rubi Khan: Only if companies let it. AI can handle tasks, but it can’t replace human connection. The smartest companies use tech to enhance, not erase, collaboration. The future of work isn’t less human—it’s just more meaningful.