rak 7 steps to create kindness in the workplace

This action planning guide includes seven key ingredientsthatmake for a positive and kind culture where people wantto show up and do their best:

1. Setting a Tone2. Modeling Behavior3. Creating a Safe and Supportive Environment4. Strengths, Mistakes andGrowthMindset5. Trust, Boundaries and Belonging6. Communication andCollaboration7. Celebration

Research shows that engagedworkers are present at workmore often, aremore productive, have fewer accidents andmake fewer errors. In addition, employees stay with thecompany longer and feel better about their jobs.

The benefits of an engaged, kind, and positive workplacegrow exponentially over time. Positive emotions are ascontagious as negative emotions.When a company or teamis focused on building kinder, encouraging, and positive workenvironments there is a windfall of good stuff happeningincluding happier, healthier employees. It helps improveresiliencywhen dealing with challenging times.Organizational effectiveness goes up, includingproduc-tivity, customer satisfaction, and employee retention.

Steps to CreatingKindness in theWorkplace7

KINDNESS IN THEWORKPLACE

www.randomactsofkindness.org

The origin of the word culture comes directly from the Latin word culturawhich means to grow orcultivate. Culture is key to a company’s success or failure. Creating a workplace where people feelconnected, have a sense of purpose, and are appreciated and recognized for their contributionsmakes for a stronger, more successful organization.

HOW TO USE THIS ACTION PLANNING GUIDE

Think about this guide as a way to connect with othersat work—your team, your boss, your employees, remoteworkers or anyone! If you embed these elements intoyour workplace, you’ll see that employees are not onlymore connected at work, but they aremore connectedat home and in their communities. Used alongside theKindness in theHome book, theWorkplace KindnessCalendar and the Kindness in theWorkplace Pledge,you’ll see a ripple effect that goeswell beyond thewallsof your organization.

We’ve broken down the components of creating aculture of kindness in theworkplace into seven sections.Each section addresses common opportunities incompanies where growth can occur. There is a shortexplanation about the section alongwith relevantactions and activities that align. Lastly, we’ve added an“At Home” piece to each sectionwhich encourages youto take these practices home to your family, neighborsand community!

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1. Setting a Tone

INTRODUCTION

The first thingwe need to do is setthe tone for what we expect fromothers.What do you think employeessay about your company, the teamand their work environment? Is itsupportive, fair, encouraging, flexible,communicative, and compassionate?

Gratitude is an easy and powerful wayto set a tone. Expressing and receivinggratitude ismeaningful evenwhen itis a simple ‘thank you’. Taking the timeto reflect on the things for which youare grateful at work is also important.Awonderful article from theGreaterGood Science Center1 says “grat-itude recognizes how the positivethings in our lives - like success atwork - are often due to forces outsideof ourselves, particularly the effortsof other people.” It goes on to say,“evidence suggests that gratitude andappreciation contribute to the kindof workplace environments whereemployees actually want to cometowork and don’t feel like cogs in amachine.”

Diversity, inclusion and equity are keyto creating aworkplace culture wherepeople feel comfortable and safe. Thewords are often grouped together,but let’s take amoment to look at thedefinition of each.

In theworkplace, diversity2meansemploying people whomay be differentfrom each other andwho do not allcome from the same background. Thedifferencesmay be those of nationalorigin, physical appearance, religion,education, age, gender, or sexualorientation.

Inclusion3, while closely related, isa separate concept from diversity.The Society for Human ResourcesManagement defines inclusion as “theachievement of a work environment inwhich all individuals are treated fairlyand respectfully, have equal access toopportunities and resources, and cancontribute fully to the organization’ssuccess”.

Equity4 in a workplacemeans everyonereceives fair treatment. There’s atransparency to cause and effect, andeveryone knowswhat to expect interms of consequences and rewards.When equity exists, people have equalaccess to opportunities. It sets up anadvantageous environment for boththe employees and the employer.

EASY ACTION

Start by taking the kindness pledge!By stating that you believe in creatinga workplace that has a foundationof kindness you are letting youremployees know that youmeanwhat you say and saywhat youmean.Proudly display thewindow decalin your lobby or on your entry doorto show that you are committed tokindness! You can email us at [email protected] to get adecal for your office!

STEP IT UP

Review your company’smissionand values. Sometimes thesewords become stale or irrelevant.People come and go. Times change.Companies grow. So should yourvalues andmission. If they are relevantand powerful, make sure people knowwhat they are! Findways to famil-iarize your employeeswith what yourcompany stands for and how it isreflected in their work. Yourmissionand values tell everyone (inside the

company and outside) who you are andwhat you believe. It is the touchstonefor setting a tone for your employees,customers, clients, and contractors.

ACTIVITIES

Take the concept of gratitude and bringit alive in your organization. Spend 15minutes writing a letter of gratitudeto someonewho hasmade your jobeasier. It can be a couple of paragraphsor a couple of sentences. Make itsincere and be specific about how thatperson hasmade your job easier. Then,deliver it! Better yet, read it aloud tothem. It’s a powerful way to createconnection and strengthen relation-ships. Not tomention, you both feelwonderful afterwards.

Develop an integrity award toacknowledge thosewho exhibitintegrity in your organization. Makethis a team activity by encouragingeachmember of your group to submita name for amonthly/quarterly/annual winner of the award. Have themconsider their peer’s actions andwritea couple of sentences about why theychose this individual to win the award.This helps your group realize thatothers canwatch and learn from theirpositive actions. Provide thewinnerswith an award you all decide upon. Findaway to acknowledge thewinners’actions or traits that helped themwinthe award (newsletter, email to thecompany, etc.).

AT HOME

Showing gratitude is so important.Consider writing a similar letter ofgratitude to your partner, children,neighbors or community leader. Thepower of giving and receiving a letterthat expresses gratitude is deeplymeaningful. Often those lettersare kept and re-readmany times

7 STEPS TO CREATE AN ACTION PLAN FOR A KINDER WORKPLACE

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throughout a person’s life. At thedinner table (turn off the television andput down the devices) share somethinggood that happened today and askothers to share the best part of theirday.

There is a game that has been adaptedin a fewways called Rose, Bud, Thorn.Oneway to play it is to ask everyonewhat their “rose” was today - what wasthe best thing that happened today?Then, what was your bud - what was

something good you did for someoneelse today? Lastly, what was your thorn- what is oneway you can improvethings for a better tomorrow?

2. Modeling Behavior

INTRODUCTION

Model the behavior youwant to see inothers.Be who you say you are andallow others to do the same.Whenwe do our best, others follow suit.Whenwe show respect and care for ourteammates, theywill return the love.And if they don’t, that’s alright becauseyou can always keep your head heldhigh knowing you are putting your bestself out there.

EASY ACTION

One of the easiest things we can dois greet those around uswith “goodmorning” or “how are you?” Acknowl-edgment of others is a powerful thing.When you feel seen, you feel included.When you feel included, you feelpurpose and companionship. All of thatfrom saying “goodmorning”!

STEP IT UP

Workwith your teamon setting sharedgoals. It’s great to get your team toagree to the goals set in a boardroomor an executivemeeting, but what ifyou actually include them in the goal-setting process? Howmuchmoreengaged do you think theywould feel?If they feel part of the process, theywill feel ownership. Consider workingtogether on creating SMART goals(specific, measurable, agreed upon,realistic, timely) and build a collabo-rative action plan to attain those goals.

ACTIVITIES

Mindless/Mindful Listening

Step 1: Inform participants about theupcoming exercise: “In the followingexercise, youwill team upwith anotherperson and have a few brief conver-sations with this person. Youwill takethe role of both the speaker and thelistener in this exercise.”

Step 2: Mindless listening: Ask onepartner to share for one solidminuteabout their favorite activity. Listenershould interrupt, ask questions, lookbored, cross arms, etc.

Step 3: Mindful listening: Now ask theother partner to share for one solidminute about their favorite activity.Listener should pay close attention,not interrupt, maintain eye contact,etc.

Step 4: Evaluation: Outside personshould ask the storyteller and listenerthe following questions:

• What was is like in the first round tobe the storyteller?

• What was is like in the first round tobe the listener?

• What was is like in the second roundto be the storyteller?

• What was is like in the second roundto be the listener?

• Are there times that you recognizeyourself as amindless listener?If so, when?

• Are there times that you recognizeyourself as amindful listener?If so, when?

Respect Shout-Outs

Start yourmeetings with a one totwominute ‘shout out’ of respectfor someone. Let them knowwhatyou respect about them and call outa specific timewhen they have beenhelpful or done somethingmeaningfulfor you. It could even be something youwitnessed themdoing for someoneelse.

The expressions can be verbal orwritten. Find out what works best foryour team. In small teams, everyoneshould have an opportunity for a ‘shoutout’. In larger teams, think aboutchoosing one person to focus on for aweekly ormonthlymeeting.

Example:“Jessica,oneofthe thingsI respect mostaboutyouishowyoualwaysfindasolution toaproblem,nomatter whatchallengescomeup.

Youdon t̓let themget inyourway.Justthe other day,Isawyouworkingwith adifficult customer.Youwerepatient, listenedto themandfoundasolutionthat workedfor themandforthe company.Ireally respect that aboutyou.”


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AT HOME

When you arrive home fromwork giveyour family your undivided attention

for awhile. Turn off technology, listen,laugh and talk. Consider creatinga SMART goal for your family or apersonal SMART goal for yourself that

includes service to your community orself-care.

3. Creating a Safe and Supportive Environment

INTRODUCTION

Make space for open discussions.When you encourage open dialogueyou create opportunities for brain-storming and generating new ideas. Inorder to promote a safe and positiveenvironment for thewhole team,develop a systemwhere everyone getsthe chance to voice their ideas andopinions.

EASY ACTION

Change yourmeeting structure toallow for everyone to have an oppor-tunity to speak and voice an opinion ora new idea. Thank them for sharing.

STEP IT UP

Try spending time together outsideof work, if possible. Your employeesare human, and as such they enjoyfun time. Take time to do a non-workrelated activity together. Createwaysto engagewith each other and get toknowone another on amore personallevel. This can help rejuvenate the teamwhile creating bonds and strongerrelationships.When your team feelscomfortable with each other, it createsa positive and safe working envi-ronment.

ACTIVITIES

Best Future Self

Write down your best possible futureto get a boost in optimism about yourcareer, making that best possiblefuturemore likely to come true. On apiece of paper, answer the questionsabout the aspects of your best possiblefuture, three years from now at work.

In an ideal world, three years from now,at work:

1. What projects are youworking on?2. Who are youworkingwith?3. What position do you hold?4. What else is going on in your career

that is contributing to your happi-ness and success?

Return to this activity at least oncea year to boost your optimism aboutyour ideal future; and to celebrate anyprogress you’vemade so far!

Credit: HappyBrainScience.com:https://www.happybrainscience.com/wp-content/uploads/2016/03/Best-Possible-Future.pdf

A Little About Me

Divide your team into groups of fouror five people. Pass a bag of M&M’saround each group and tell each personto “take asmany as you need.” That’sall youwill tell them. If they ask, justrepeat the instruction.

Once everyone has gotten someM&M’s, tell them theywill go aroundthe circle and tell the othermembersof the group one unique thing aboutthemselves for everyM&M they took.

Have groupmembers continue until allM&M’s are gone. Switch up the groupsand do it again.

AT HOME

Vulnerability is an important skill thatfosters a safe and supportive rela-tionship. Look formoments to bevulnerable, open and honest with yourchildren, friends and family. There isno need to ‘overshare’, but find oppor-tunities to share timeswhen you havemademistakes, learned from them,grown andmoved forward. Listenwithout judgment to someonewhomight be going through a difficult timeand hold space for them.


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4. Strengths, Mistakes and Growth Mindset

INTRODUCTION

People are hired based on theirstrengths and their personality. But,oftentimeswe find hidden strengthsand value that weren’t initiallyapparent.When those becomeknown, leaders should encouragethemwhenever possible. If youhired someone as an administrativeassistant and find out they have anaffinity and talent for writing, findways for them to help with amarketingcampaign or writing a piece in thecompany newsletter.

Allow formistakes. In fact, cele-brate them!What if we praised ouremployees for doing something brave,trying something new, sharing an ideaor going outside of their comfort zoneeven if it didn’t work out as they hoped?

EASY ACTION

Instead of chastising someone formaking amistake, discuss what theylearned from it, something positivethat came from it and opportunities todo better next time.

STEP IT UP

Work on changing yourmindset. Agrowthmindset allows us to lookat areas wherewe can grow, ratherthanwherewe feel we have failed orhave no aptitude. If you tell yourselfyou’re disorganized, try changingyour language to say to yourself, “I’mworking onmy organization skills.” Or,if you think that you aren’t creative,say to yourself, “I have skills and ideasthat are unique tome.” There is alwaysroom to grow and get better at some-thing, so start telling yourself (andothers) that!

ACTIVITIES

My Gifts

Using a sheet of paper, create a tablewith three columns labeled “My gifts,talents and attributes”, “Value toMe”,and “Value toOthers”.

In the first column, list all of your gifts,talents and attributes (for instance,athleticism, creativity, caring, empathy,intelligence, etc.)

For each gift, use the second columnto describe away it brings value to yourlife. (Example: athleticism helps keepme in shape and healthy)

Last, for each gift, describe how itbrings value to others. (Example: Intel-ligencemeans I can share new ideasthat othersmight not have knownabout.)

Then, look at the “Value toOthers”column and think about how you can dosomething to put that skill into action.Set goals for at least two of thoseattributes.

Example of a completed goal:

Iamcreative andI thinkoutsidethebox.Icanengagepeople innewideasor informationbyvolunteeringforanorganizationandhelpingthem thinkofnewandcreative waysto raisefundsorawarenessabouttheirmission.

Activity adapted from

“PromotingAltruismto Enhance Purpose”by DelvinaMiremadi-Baldino, Ph.D

Be the Change

At the beginning of thismonth, ask theteam to think of an areawhere thingscould be improved at work. It can be aphysical space or an effort in creating abetter culture, for instance,making thecommunity break roommore invitingby adding color, visual flare, etc.

Task each person (or ask for volun-teers) with something they are goingto do to reach the goal. Create atimeline, budget (if necessary) androles. If needed, build inmilestones tomake sure things are getting done andencourage teammembers towork witheach other towards the end goal.

At the end of themonth, celebrateeveryone’s work and accomplishing thetask!

AT HOME

Challenge your family and friends touse growthmindset languagewhenyou hear them suggesting they ‘can’t’do something. The simplest way to dothis is by telling them to end a sentencewith theword ‘yet’. So, if a child says,“I’m not very good atmath.”, you canask them to add theword ‘yet’ to theend of that sentence. It gives themhope and something to strive towards.


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5. Trust, Boundaries, and Belonging

INTRODUCTION

When it comes toworkplace culture,trust and boundaries can be difficultto talk about and oftenmore difficultto put in place. Trust doesn’t occurwithout boundaries and boundariescan’t exist without trust. Take thetime to set personal and collectiveboundaries. This is one of themostimportant, but alsomost challengingskills. It requires assertiveness whileconsidering the needs of yourselfand thewhole. Collective boundariesare determined as a team. Prioritiesare set, requirements are createdand tasks are assigned. Negotiatingboundaries across andwithin the teamdevelops buy-in, reduces conflict, andbuilds relationship skills.

It is essential that you trust your team.Avoidmicromanagement, or takingover tasks for which others are respon-sible. Instead, nurture an environmentof trust and give your team freedom(with responsibility, of course) and thiswill create positivity throughout youremployees.

EASY ACTION

Review The Seven Elements of Trust(BRAVING) by Brené Brownwith yourteam.

Boundaries: You respectmy bound-aries, andwhen you’re not clear aboutwhat’s ok and not okay, you ask. You’rewilling to say no.

Reliability: You dowhat you say you’lldo. At work, thismeans staying awareof your competencies and limitationsso you don’t over-promise and are ableto deliver on commitments and balancecompeting priorities.

Accountability: You own yourmistakes,apologize, andmake amends.

Vault: You don’t share informationor experiences that are not yours toshare. I need to know thatmy confi-dences are kept and that you’re notsharingwithme any information aboutother people that should be confi-dential.

Integrity: You choose courage overcomfort. You choosewhat is rightover what is fun, fast, or easy. And youchoose to practice your values ratherthan simply professing them.

Non-judgment: I can ask for what Ineed, and you can ask for what youneed.We can talk about howwe feelwithout judgment.

Generosity: You extend themostgenerous interpretation possible tothe intentions, words, and actions ofothers.

STEP IT UP

Read “DaretoLead”by Brené Brown

ACTIVITIES

Volunteer

Think about a person or a group ofpeople at work with whom you struggleto set boundaries. This couldmeanthat you keep them at a distance, oryou open up toomuch to them. Thinkabout (or write themdown if it helps)some specific actions you can take toimprove your boundaries. Perhaps it’ssaying “no”more often or letting thatperson into your life a bit. How do youthink the other personwill respond tothese changes?Howwill your work daylook different once these boundaries

have been established?

Step things up and create a sense oftogetherness and belonging by findinga local organization that could use yourhelp. Schedule a daywhen everyonecan volunteer together.

Gratitude Ping Pong

Have your team share what you aregrateful for with one another.

Ask your team to break into pairs andface each other. Have enough small,simple office objects for them to gentlytoss back and forth (you can use post itnotes, amarker, a stress ball, etc.)

For threeminutes have thempassthe object back and forth, each timesharing something for which they aregrateful.

When the threeminutes are up, bringthe group back together and ask themto share how they felt during theactivity. Ask if anyone is willing to sharesome of the things they said. See ifanyone felt that it was toomuch timeor not enough time.

AT HOME

When is the last time you played aboard game or threw a frisbee outsideas a family or with your friends?Whatabout doing a puzzle together?Orbaking cookies? A great way to builda sense of belonging is to simply betogether sharing space and time. Thinkof something you can do together thatensures laughter, love and conver-sation. Try playing gratitude ping pongat home or with a friend!


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6. Communication and Collaboration

INTRODUCTION

When teams foster a sense of collab-oration and positive communicationthey are at their best in terms ofproductivity.Welcoming differentperspectives, ideas and opinions isimportant for any team environment.Too often, people get caught in thebelief that theymust do it all them-selves or that they are the only oneswho know how to do it right. Goodleaders know that the key to a strongteam is developing interdependenceand creating an environment primedfor successful collaboration.

In a Harvard Business Review articletitled “WhyDo SoManyManagersForget They’re Human Beings?”5

there is a great quote - “True lead-ership comes fromour abilities to formpersonal andmeaningful bondswiththe people whomwe lead.” Think aboutall the bosses you’ve had in the pastand ask yourself if that statement istrue. Is it true of you?

According to Forbes contributor DanSchwabel, “Companies will continue topromote their workspaces and designthem to facilitate interpersonal rela-tionships between employees. Leaderswho encourage personal connectionswill havemore committed, satisfied,and productive workers.”

EASY ACTION

Read this Harvard Business Reviewarticle5where the author offers fourpieces of advice for leaders whowantto bemore effective:

Be personal. Put yourself in youremployees’ shoes and imagine they arefamilymembers or friends.

Be self-aware.When you understandyourself, you are better able to under-stand and empathize with the peopleyou lead, and in turn, you can speak totheir intrinsic motivation.

Be selfless. Leadership is not just aboutyou, but about the people and organi-zation you lead.

Be compassionate.When it comes toleadership, nothing beats compassion.It is a universal language that is under-stood by everyone, everywhere. Makea habit of asking one simple questionwhenever you engagewith anyone.How can I help this person have abetter day?

STEP IT UP

Start a conversationwith someoneyou don’t normally talk to—ask simplequestions about their weekend orfamily. Try to get to know them a littlemore on a personal level.

ACTIVITIES

Letter-Writing

Spend 15-20minutes writing a letterto someone at work who hasmade adifference in your life. Tell themwhatthey did tomake a difference and howmuch you appreciate them. Do thisin a placewhere you can have quiet,reflective time.When you are finished,you can fold it up andmail it... or callthem and read it to them... or, betteryet, hand-deliver it and read it to them.It is a powerful thing to say thewordsout loud to them and to be on thereceiving end!

Now, spend 15-20minutes writing aletter to yourself. List your strengths,how you’vemanaged to grow fromdifficultmoments in your life and how

your experiences havemade you amore resilient person. Listen to thevoices of thosewho have told youwhatthey love about you andwhat theyappreciate about you. Let thosewordsbe reflected in your letter.When youare donewith your letter, seal it up andplace it somewherewhere youwill beable to easily find it on a difficult day orduring a timewhen you are struggling.Read it to yourself or have a loved oneread it to you.

Accountability Partner

Have each person on the team selectan accountability partner for themonth. Each person should come upwith a simple goal for themonth (I wantto go for a walk three times per weekduring the lunch hour).

Write down your goal and hand it toyour accountability partner.

Create an agreement with your partnerthat helps you stay on track and beresponsible for what you agreed to.

Check in regularly with your account-ability partner to see how you’re doing.

Celebrate your success at the end ofthemonth!

AT HOME

Practice active listeningwith yourchildren, partner or friendswhen you’rehome. See if you can follow these stepsat the dinner table, while cooking, inthe car or when you’re at a restaurant.

• Maintain eye contact• Don’t interrupt• Ask questions• Repeat back (in your ownwords forunderstanding) what thespeaker said

• Listen for total meaning


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7. Celebration

INTRODUCTION

In a 2017 study byWorkHuman it wasrevealed that 45%of workers hadnot received recognition in at least6monthswhile 16%had never beenrecognized at all! But, according toRewardGateway, 90%of leaders saytheymake employee recognition apriority. Celebration! The fun part! Andyet, the thingwe rarely do.

According toGloboforce nearly 50%ofall workers say theywould leave theirjob for a company that was better atrecognizing employees. It’s such aneasy problem to solve. It comes backto gratitude, appreciation and recog-nition. Truly effective employee appre-ciation goes beyond thanking yourstaff at an annual party. That beingsaid, “Not all employees respond to thesame type of recognition and praise,”according toDr. SherleneMcHenry.Some people like words of affirmation,some like gifts, and others respond toquality time.

Celebration doesn’t always equateto a party. There aremoments wherecelebrating a success or someone’sidea can be just as powerful. Authenticrecognition is important for peopleto hear not only from their boss, butfrom their colleagues. However, aparty is always a great way to celebrateeveryone!

EASY ACTION

Make it a priority to schedule timeto reflect on all the things you haveto celebrate - perhaps youmet orsurpassed a sales goal, someonelanded a new account, a positivereview of the companywas sharedon social media or a personal successwasmade in one of your employee’slives.Whatever the reason, find waysto recognize and celebrate. As DaleCarnegie says, “People work formoney, but go the extramile forpraise and rewards.”

STEP IT UP

You can celebrate every day, butconsider doing something as a teamon RandomActs of Kindness Day6

(February 17 every year)! Take a lookat www.randomactsofkindness.orgfor ideas. Encourage your employeesfollow us on LinkedIn7and join themovement toMake Kindness theNorm.

ACTIVITIES

Celebration List

Make a celebration list where youadd something new everyday. Thelist should include something you’veaccomplished as an individual or withyour team, progress you’vemadeas a company, all the ways you havepersonally changed for the better andhow your team has improved over thelast year.

Considermaking the list public wherepeople can add to it each day if youhave a public/shared space like acafeteria or break room. Encourageeveryone to add to the list!

Generosity Board

Create a “Generosity Board” in a sharedspace like a lunch roomor conferenceroom.

Put up a bulletin board or use a white-board (or just use a blank wall). Haveameetingwhere everyonewritesideas for being generous - charities todonate to or activities that individualsor teams can do to show generosityon colorful sticky notes. For example,people could bring in trial size toiletries,granola bars, water, chapstick, andother items to create care packages fora local shelter.

Try to come upwith at least five ideasper person.Write themon thewhite-board or put themon sticky notes andhang themon thewall in a commonarea. Leave themup all month.

As people come in and out of the space,they can pull a note from thewall andcomplete the idea/activity. People canpair up or create teams to complete asmany of the ideas as possible duringthemonth!

AT HOME

Create a celebration jar! Get a largejar and once a day (or week, ormonth)write down on a slip of paper some-thing you can celebrate. Perhaps it is agood grade on a test or getting all thelaundry done and put away… it doesn’thave to be a ‘big deal’, just somethingyou’ve accomplished. At the end of theyear, read through all of your celebra-tions and accomplishments!


1 greatergood.berkeley.edu/article/item/how_gratitude_can_transform_your_workplace

2www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace

3www.talentintelligence.com/blog/bid/377611/inclusion-and-the-benefits-of-diversity-in-the-workplace

4work.chron.com/advantages-equity-workplace-2635.html

5 hbr.org/2018/01/why-do-so-many-managers-forget-theyre-human-beings

6www.randomactsofkindness.org

7www.linkedin.com/company/the-random-acts-of-kindness-foundation

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rak 7 steps to create kindness in the workplace

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