When creating a culture of kindness in the workplace, everybody wins.
When the world feels like it’s in a constant state of flux, it’s easy to view kindness in the workplace as a luxury rather than a necessity. But with growing geopolitical divides, recurring mass layoffs, and rising economic uncertainty, this warmth and care for your colleagues is more essential than ever.
“We spend a third of our lives at work,” says Kelli Harding, M.D., M.P.H., an assistant professor of psychiatry at Columbia University Irving Medical Center and author of The Rabbit Effect. “In the past, we used to think it was okay to focus on just the outcome, and it didn’t matter how the work was getting done. Now, people are paying more attention to the process. Part of that is how we’re treated at work and how it’s a major determinant of our health — in some cases, the most important determinant.”
Research shows that kindness helps workers perform better and feel more motivated. When you feel recognized at work, receive a compliment, or get a helping hand from a colleague, you may see a boost in your productivity and engagement. “There’s also a financial incentive for companies to foster a kinder workplace culture; it can help with employee retention and reducing toxic work environments,” says Dr. Harding.
The health benefits shouldn’t be overlooked, either: “Kindness reduces anxiety, boosts your immune system, and lowers blood pressure,” she adds. When you feel like you’re in a supportive environment, you’re not in fight-or-flight mode. “We can be more creative thinkers and manage workplace problems more easily when kindness is integrated into the workplace culture,” Dr. Harding adds. “We don’t constantly feel stressed or under threat.”
Whether you’re starting a new position as a people manager, heading into your first job out of college, or approaching your three-decade company anniversary, you should take the time and energy to foster kindness in your workplace. After all, it’s an attribute that says a lot about your humanity, values, and work ethic. In honor of World Kindness Day on November 13, here are ways to practice being kinder at work.
First, take care of yourself.
If you’re burnt out, you won’t have anything left in your tank to act kindly towards others. “Particularly if you’re in a leadership position, show that it’s okay to take care of yourself and model that for the people you work with,” says Dr. Harding. “Breaks are not just good for our brains and bodies but also for our productivity. It may feel counterintuitive, but when you take time to rest and recover, you come back stronger.”
Being disciplined about your well-being is about setting clear boundaries between work and your personal life. For instance, “some of the most innovative workplaces practice ‘leaving loudly’ to let teammates know you’re heading out or offline to spend time with your family,” adds Dr. Harding. Or, take advantage of mental health days, if your company offers them, when you feel depleted, “and encourage your teams to follow in the same footsteps instead of just having the lip service of a wellness program,” she says.
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Be a team player.
Being a team player in the workplace doesn’t automatically mean picking up tasks for a struggling colleague or taking on more than you can chew (which leads to burnout). It actually starts with your own workload and holding yourself accountable.
Show up on time to meetings so the agenda can stay on track, set realistic goals for yourself so your workload doesn’t fall on a colleague’s shoulders, and, after you’ve completed major projects, evaluate how you might be able to do them differently in the future. This is where self-care comes into account, as you can’t perform your best at work if you’re not prioritizing your well-being. These tools will give you the capacity and time to lend a hand to a colleague who’s overloaded and foster a feeling of camaraderie.
Consider your feedback.
“When we look at studies about motivation at work, much of it revolves around receiving positive reinforcement from colleagues,” says Dr. Harding. “Encouragement should come with successes, but it’s also extremely important how you navigate conversations when things don’t go so well.”
Particularly if you’re in a leadership position or you’re in people management, try delivering negative feedback from a learning perspective and growth mindset. “People perform better when they feel like their supervisors are partners,” says Dr. Harding. For instance, if a direct report isn’t hitting the mark with a project, you could say: “I like how you did X. I don’t think we’re completely there yet because of Y. I think it would be more effective and build your leadership skills if you do Z.” Being kind in this instance means offering advice that lifts them up and creates opportunities for development while still delivering constructive feedback.
Make time for connection.
Especially in a remote work setting, it’s difficult to establish social connections. “Taking the time to get to know your colleagues as human beings and understanding what’s important to them goes a long way to feeling supported,” says Dr. Harding. It can be as simple as asking how their marathon training is going, seeing if their kids are doing well, or being curious about what they did over the weekend.
From there, show that you’re actively listening (make eye connection in person; refrain from typing e-mails as the other person talks if you’re in a Zoom). Especially as a manager, establishing meaningful connections at work promotes kindness but also gives you a sense of how to motivate your direct reports and how to build them up.
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Give employees independence.
“People have better health outcomes when they have more autonomy at work,” says Dr. Harding. “If you’re in a leadership position, give your employees more say in how they want to accomplish their work. That might mean offering more flexibility, say, if they have responsibilities for their kids during the day but they can get their work done at night.”
This ties back to building deeper connections with your colleagues. “You have to know the person to understand what kindness looks like to them and what matters to them,” she adds.
Recognize wins.
“Kindness costs nothing, but it makes a huge difference when you appreciate someone’s work or the fact that they’re trying,” says Dr. Harding. This can be as easy as acknowledging a thoughtful presentation or a shoutout when someone takes initiative. These types of verbal affirmations contribute significantly to making people feel valued. “Studies have shown that even overhearing or viewing acts of kindness benefits your health,” she adds. “Kindness is contagious, and we have a lot of control over it as individuals.”