Create Cultures of Kindness in Your Workplace

5 Ways to Improve Company Culture By Building Kind Places to Work

The Oxford Dictionary defines kindness as, “the quality of being friendly, generous, and considerate”. A true act of kindness is generated from a desire to connect to another, without an expectation of something in return. It is the basis of building positive relationships of any kind, and in the workplace, it is no different. However, when applying kindness within the workplace, the statistics are not optimistic. In 2025, 91% of workers cite kindness as a key to building a high-performing work culture, but only 53% of people stated that their organization embraces kindness within the workplace. An unfortunate fact is that work environments can be unpleasant, passive-aggressive, exclusive, and downright nasty at times.

To assess how kind your organization is, contemplate the answers to these questions: 

• How kind and respectful are people to each other? 

• What conflict resolution practices are in place to resolve interpersonal issues? 

• How focused is the company on the human experience within the organization? 

• Do leaders have a pulse on how employees feel about the company?

Many leaders who read this may think: “We don’t have time to focus on company culture”; or “Focusing on kindness and culture in the workplace is just fluff and doesn’t matter all that much”; or “We have too much on our plates to focus on how kind people are within the company”. 

Here is the reality: Focusing on kindness and creating positive communities within the workplace is not adding something to the plate…

It is the plate!

Regardless of leaders’ awareness to it, there is a culture that lives inside of each organization, and the state of the cultural climate shapes how people interact with each other. It determines how motivated employees and leaders are to build positive relationships with those they work with. When senior leaders neglect effective communication, positive relationships, and conflict resolution, negativity can arise – manifesting as resentment, gossip, and employee turnover. A key factor to toxic work cultures lies the modeling from upper leadership. Thus, it is vital for leaders to recognize that a healthy workplace culture hinges on modeling and promoting cultures of kindness and positive relationships within the company.

In 2021, in the height of the COVID19 pandemic, employers were forced to begin looking at what led to the “Great Resignation” and why their employees were leaving in the thousands. At that time, leaders began focusing on employee experiences in their companies and began making moves to improve the environment. Employees, especially those in the Gen X and Z groups, were not satisfied if there was no focus on the human experience within the organization. In a McKinsey study looking at why more than “19 million US workers quit their jobs”, they found that 36% of workers who left their jobs did not have another job lined up. That is a staggering number! It means income was not always a factor for employees leaving their organization. What the studies have since revealed is that a lack of respect and belonging were among the most common reasons why employees left their jobs.

However, in a 2025 study from HRDrive, organizations have been slipping back into pre-COVID ways of thinking. With the decline in focus on DEI, generational gaps, and employee cultures, old patterns have emerged, which is having an impact on relationships, retention, and satisfaction. However, the importance of these things has remained strong for employees. Catalyst reported that three out of four employees are more likely to stay with an organization that focuses on DEI initiatives, and two out of five will quit their positions if their company completely abandons equity standards. Even with these shifts, many employers are worried about their staff and want to continue improving the overall organizational culture.

5 Ways to Create Cultures of Kindness in Your Workplace

#1. Create A Human-Centered Organization By Improving Interpersonal Relationships To Improve Kindness

We all know that hierarchical structure isn’t going anywhere and it can be necessary when it comes to the business operations of the organization. However, one common barrier to this structure is that it can encourage people to act superior to others from a social perspective. Without cultures of kindness to balance power dynamics, hierarchy can leave employees feeling “less than,” create silos, and normalize unprofessionalism. These practices can keep organizations from overcoming obstacles, innovating, or solving issues—but this impact is not always visible on the surface. As a result, organizations may end up solving for the wrong problem. What leaders may not realize is that tapping into human potential starts by focusing on organizational culture and the quality of interpersonal relationships within it. When leaders intentionally cultivate cultures of kindness, organizations see improved outcomes, increased innovation, and decreased turnover.

Human-centered organizations lead with people in mind. They begin by asking, “Who will be impacted by this decision?”—and then continue asking, “Who else?” until every affected individual and team is considered. They don’t stop there. They take intentional time to listen and ensure there are clear, respectful ways to move through obstacles. Human-centered organizations create space for every voice in the room and foster environments where safe vulnerability is possible—an essential foundation of cultures of kindness. Equally important, senior leaders regularly connect with teams to maintain a clear pulse on what truly matters to the people they serve and support. Human-centered leadership is an action that managers and executives take to ensure their VIBE is one where employees want to work.

In order to transform organizational cultures into human-centered ones, leaders must be willing to look directly at the quality of interpersonal behavior between people and ask how it is contributing to the current state of the company. Building cultures of kindness requires leaders to be introspective—to examine how their own behaviors, communication styles, and relationships either reinforce or erode trust. When leaders model respectful, professional, and kind interactions, they begin to shift the narrative away from petty or unkind and toward a workplace culture rooted in dignity, accountability, and shared humanity.

#2. Consciously Create A Culture of Kindness

In a Harvard Business Review article, “Don’t Underestimate the Power of Kindness at Work”, the authors state that practicing kindness in the workplace boosts confidence, improves social connections, and can help drive organizational goals. When kindness is in the foundation of an organization, it influences how people engage with each other, how they resolve conflict, and how to foster a friendly, authentic environment.

In a 2023 Forbes article, “Kindness at work: The New Link to Engagement and Performance”, author Heather V. MacArthur states that “kindness at work predicts happiness at work, and happiness in life”.  Having a Culture of Kindness creates a warm environment where employees and leaders can build connections that are authentic and genuine. When kindness is present, collaboration increases, which has a direct impact on how respectful people are to each other. When employees experience kindness within the workplace, they are less likely to leave their organization, thus improving retention rates and engagement (and their bottom line).

#3 Instill Internal Customer Service Standards To Improve Employee Engagement and Improve Interpersonal Relationships

Organizations often preach to their employees and leaders about how important customer service is to those they serve; however, they rarely require these standards internally, which can create an imbalance between what the employee experiences inside the culture, and how they are expected to behave externally to customers. Companies can unknowingly create a double standard by requiring employees to be friendly and upbeat with their clients, but do not require the same integrity internally. 

In many cases, this type of effective team communication does not usually come naturally. Leaders might face pressure and experience anxiety or nervousness about guiding their team appropriately, especially when things are not going well. Displaying empathy and vulnerability while discussing tough matters requires courage. However, honesty and transparency can contribute to employee retention and engagement by making it safe to discuss difficult topics. Employees who see their leaders working hard to maintain honesty and ensure that all viewpoints are considered feel more connected to the organization. This is a huge contributor to fostering a positive work environment and retaining valuable employees.

Ask yourself, how would you truly feel about your organization if:

• People were friendly and helpful?

• They made eye contact with you when you were speaking with them?

• They greeted others with a smile?

• There was a high level of integrity and follow through?

• People went above and beyond?

• People responded to frustration in a professional way?

Customer service standards are common knowledge, thus making it easy for leaders to align the company’s expectations both externally and internally. Using customer service standards as a backbone for creating friendly and kind workplaces improves morale. Thus the quality of interpersonal relationships improve and the performance of the team excels.

#4. Have An Actual Process for Conflict Resolution! 

Conflict is inevitable in the workplace. Competing priorities, interpersonal issues, and chaotic work environments can derail a team and send them spiraling into retention issues, passive-aggressive behavior, and unhealthy communication. However, implementing effective conflict resolution strategies can help reduce stress, improve self-confidence, build better relationships, and increase overall energy. The truth is conflict does not have to be something that creates animosity or resentments - it can create an opening for communication. 

One barrier to resolving conflict productively is that organizations do not usually have a clear process for conflict resolution that leaders and employees can follow and practice when it arises. Training leaders to facilitate effective conflict resolution conversations builds a culture of open communication, trust, and authentic relationships. It helps teams to focus on solutions, rather than blame or avoid each other. That is why it is essential for organizations to design systems that are trained and practiced when interpersonal or interdepartmental issues arise. 

#5. Make Creating a Culture Kindness A Priority

You may start to be realizing that focusing on company culture can profoundly impact an organization’s employee retention, financial stability, profit growth, and customer loyalty. By nurturing communication and fostering positive workplace relationships, companies can enhance employee retention, work ethic, and job satisfaction. When leaders address areas needing improvement in a constructive and supportive manner, uplift their employees, and concentrate on cultivating a positive workplace culture, the result can be a thriving organization and an exceptional work environment! 

When leaders commit to cultivating their organizational community through the promotion and practices of kindness, respect, and appreciation, employees are more likely to engage with the organization, be more loyal, and are much easier to retain. They may also develop a genuine desire to come to work daily and give their best efforts. This distinction can genuinely transform the organization, creating a mutually beneficial work environment for both the employee and company.

So what do you say?! Let's make great places to work by creating Cultures of Kindness!

Written by: Kelli Oberndorf