The concept of kindness in the workplace seems to be in vogue for many companies. Caring about the well-being of employees has become fundamental for many managers. Is this a pipe dream? How can kindness be implemented and cultivated in the workplace? What are the benefits? quarksup offers an overview of kindness in the workplace.
The Le Robert dictionary gives us its definition of benevolence: "a favorable disposition toward someone." Benevolence means showing kindness. It means caring about the well-being of others.
In a company, we can talk about benevolent management. This type of management aims to assist, encourage, support, develop, and value employees. Benevolence at work concerns the emotional sphere of each individual. It relies on a wide variety of levers, linked to the working environment and the management style employed.
Deloitte conducted a study on kindness in the workplace, surveying 1,024 employees in various sectors. According to its findings, "one in two people believe that kindness is a characteristic feature of their current organization." While it is indeed a real concern for companies, there is still much work to be done. In fact, 90% of those surveyed said they were not aware of any kindness programs in their company.
This concept of kindness is gaining momentum in companies. It can sometimes be perceived as weakness, but this is not the case when it is implemented with appropriate managerial behavior.
Did you know? The Chief Happiness Manager is responsible for promoting well-being in the workplace.
Aware of the important issues surrounding well-being at work, companies have created a new position: Chief Happiness Manager. Their role? To make employees happy by ensuring their well-being within the company.
To frame the implementation of this concept, it may be wise to create a charter of kindness in the workplace. Far from being utopian, kindness must be rooted in the reality of a company. It is important to manage change and maintain a form of control. The implementation of this charter provides a framework.
It must be based on the company's values, but also on the feelings of its employees. Questionnaires are a very useful tool for conducting this investigation. QuarksUp offers a generator for multiple online questionnaires. These can be used to assess employee satisfaction levels and, above all, to identify areas for improvement. They will form the basis of the future charter for kindness in the workplace.
To foster kindness, there are several levers that can be used: the work environment and the type of management.
Here are a few examples of kindness at work, related to the general framework:
Managers have a big role to play in fostering kindness in the workplace:
As you can see, kindness in the workplace creates a truly positive spiral. Kind management fosters the development of a relationship of trust. Employees themselves show concern for the success of their managers and their company. They are more committed, more motivated, and therefore more productive. Kindness in the workplace appears to be one of the drivers of company performance.
The company's implementation of a workplace well-being charter conveys values of solidarity and helps to strengthen team spirit and reduce absenteeism. Employees feel supported by shared values. Encouraged, they dare to assert their creativity more.
Over the years, kindness in the workplace has become one of the criteria young people use when choosing a company. It strengthens the company's employer brand and its attractiveness. It also helps reduce turnover by increasing employee loyalty.
Finally, practicing benevolent management helps to limit psychosocial risks. By improving quality of life at work, the number of burnouts is significantly reduced.
Assessing workplace kindness as an HR professional requires a strategic approach. Use anonymous surveys to gather employee perceptions of the organizational climate. Analyze interactions within teams and monitor indicators of well-being and satisfaction. Encourage direct feedback and conduct confidential interviews. By evaluating these elements, you can measure the effectiveness of well-being initiatives, identify areas for improvement, and help create a positive and inclusive work environment.
The 3 key points to remember:
