Kindness in the Workplace: A Leadership Strategy That Works
Episode 25
Is kindness really a business strategy—or just being “nice”?
In Episode 25 of The People Success Circle podcast, we dive into the power of kindness in the workplace with guest Cindy Rowe.
From boosting employee engagement to building trust and retention, we explore why kindness belongs in leadership conversations just as much as metrics and performance.
If you’re an HR leader or business owner looking for practical ways to strengthen culture without sacrificing accountability, this episode is packed with insights you can use right away.
Listen in or keep reading for key takeaways.
In Episode 25 of The People Success Circle, I sit down with kindness advocate and entrepreneur Cindy Rowe to explore the transformative impact of kindness in the workplace.
Why kindness in the workplace is more than being “nice”—and how it can drive trust, retention, and performance.
The difference between niceness and kindness at work, and why that distinction matters for leaders.
Practical ways HR leaders and business owners can weave small acts of kindness into everyday interactions.
How emotional intelligence in leadership helps balance accountability with compassion.
Real-world examples of companies operationalizing kindness as part of their culture.
Simple, budget-friendly ideas you can implement right away to boost engagement and morale.
🎧 Tune in to discover how these HR leadership strategies can create a more engaged, high-performing workplace.
🔗 Helpful Links
🌐 Mindy’s website for business consulting: https://www.limerockcareerco.com
🎧 Listen to the podcast on Spotify, Apple Podcasts
Episode 25: Watch or Listen
Key Takeaways From Episode 25
Kindness in the Workplace Is a Strategy, Not a Soft Skill
One of the biggest insights I share in this episode is that kindness in the workplace isn’t the same as being “nice.” Niceness avoids hard conversations, while kindness is about leading with empathy, respect, and clarity—even when it’s tough. As HR leaders and business owners, we can build stronger, more resilient teams when kindness is part of our leadership strategy.
Why Emotional Intelligence in Leadership Matters
Kindness connects directly to emotional intelligence in leadership. When we lead with awareness of our own reactions, practice empathy, and approach challenges thoughtfully, we create environments where people feel safe and motivated. Emotional intelligence allows us to balance accountability with compassion, which is key to long-term performance.
Small Acts of Kindness at Work Make a Big Impact
Kindness doesn’t have to be expensive or complicated. In fact, simple things—like writing a handwritten note, calling someone by name, or recognizing effort instead of just results—are powerful. These small, intentional moments of kindness at work build trust, engagement, and loyalty that no perk or bonus can fully replace.
Building Trust Through HR Leadership Strategies
Trust is at the center of every successful team. As leaders, we can operationalize kindness by weaving it into hiring practices, onboarding, and even performance reviews. These HR leadership strategies help us go beyond policies and processes to create cultures where people genuinely want to stay and grow.
People First, Profits Follow
If you’re struggling to get leadership buy-in, here’s what I remind my clients: when the people side of the business isn’t working, everything suffers. Sales, service, retention, culture—it’s all connected. When you invest in your people, you build the foundation for long-term success. And it all starts with seeing what’s really going on behind the curtain.
🎧 Want the full story, examples, and action steps?
Listen to the full episode of The People Success Circle for more insights on building a thriving culture that drives results.
Read the full transcript
Mindy: Welcome back to this week's episode of The People Success Circle. I'm so excited to have my friend and fellow speaker, Cindy Rowe, here. Cindy is an expert in kindness in the workplace. And I have to tell you, as an HR leader, I have seen so many levers be pulled in the workplace—whether it's well-being or more training, so many different things.
When I met Cindy, I realized she was talking about moving the kindness lever at work. It really got me thinking, and so I wanted to interview her today so that we can all learn about why kindness in the workplace is so important. So with that, I welcome you, Cindy. Thank you so much for joining us today.
Cindy: Thank you so much for having me, Mindy. I am excited to be here.
Mindy: Great. Well, I would love to hear a little bit about your background and how you started being such an advocate for kindness.
Cindy: Well, it actually saved my life. About 10 years ago, I was in a really dark spot, and a friend encouraged me to do an act of kindness. My 40th birthday was approaching, and I decided I would do an act of kindness every day for a month. After 31 days of intentional kindness, my life shifted, and kindness became a core value.
Over the last 10 years, I realized that practice changed me. That’s how I built the business I now run. I’m not a doctor or a psychologist, but I lived it. I started digging into kindness and found how impactful it really was.
Later, after a horrible car accident and brain injury, I wasn’t able to work. My clients all stayed with me, saying, “We just want to see you recover.” I was shocked, but it came down to kindness. That’s how they were repaying me. After that, during COVID, I started Googling “kindness at work” and realized how much it belonged in business and leadership.
Mindy: I love that because when we live something, it goes deeper into who we are. I titled you an advocate for kindness, and I think that’s so powerful. You’ve lived it. You often say kindness is not just a feel-good concept, but a strategy. What do you mean by that?
Cindy: When people think about kindness in the workplace, their first thought goes to niceness. But those are two totally different things. Kindness becomes a strategy when it’s aligned with business goals—how you treat people, empathy, respect, appreciation—all of which lead to real outcomes. Leading with kindness isn’t about letting people get away with everything. It’s about having hard conversations and getting through them together.
Mindy: What challenges or resistance do you get from leadership when you introduce kindness as a way to lead?
Cindy: The first thing I hear is that kindness is weak or soft. Leaders don’t want to be seen as pushovers. But that’s niceness, not kindness. Kind leaders still have the hard conversations. They make sure employees know if they’ve messed up, and they help them work through it. It’s not sugarcoating or glossing over problems. It’s about approaching challenges with empathy and respect.
Mindy: Yes. And I’ve had nice leaders and kind leaders, and I would choose a kind leader any day. So how would you define niceness versus kindness?
Cindy: Niceness is polite behavior—things you feel you ought to do. It’s more about you than the other person. Kindness, on the other hand, is about doing something for someone else without expecting anything in return. It’s about helping them grow and leaving them better. Kind leaders will still have challenging conversations, but they do it with compassion and respect.
Mindy: I don’t think people come to work every day wanting to mess up. Most employees aren’t trying to fail. When leaders assume the best, it changes everything.
Cindy: Exactly. Kindness isn’t without boundaries, but it does mean seeing the human side of things.
Mindy: What are some surprising or overlooked ways that kindness can impact engagement, productivity, or retention?
Cindy: People often think it has to be big or expensive, but kindness at work can be very simple. Sticky notes and a Sharpie are powerful tools. Noticing someone’s effort, writing “Great job” on a note, and leaving it on their desk can mean so much. Checking in on people personally—not just professionally—also matters.
Recognizing people as individuals builds trust, resilience, and engagement. It doesn’t take much—just small, intentional acts of appreciation.
Mindy: Can you share a real-life example of how you’ve helped a company operationalize kindness in the workplace?
Cindy: One company I worked with created a kindness wall in their break room. Employees wrote shoutouts to one another on sticky notes and posted them. People loved it. They even took pictures when they saw their name on the wall. It didn’t cost much, but it created real culture change.
Mindy: I love that. A little kindness really can move the needle, especially in today’s engagement crisis.
Cindy: Absolutely.
Mindy: How can leaders balance accountability and performance with kindness?
Cindy: Kindness and accountability aren’t opposites—they work together. It’s about how we respond instead of react. Leaders should still hold high standards. Clear communication is key. As Brené Brown says, “Clear is kind.” Over-communicating expectations, showing empathy, and being consistent build trust.
Mindy: I had a leader once say, “Did you give them the last 10%?” That’s the feedback leaders are most afraid to give, but it’s also the most important. When we hold it back, we’re being nice, not kind.
Cindy: Exactly. Kindness takes courage and strength. The weakness is in holding back what people need to hear.
Mindy: What should companies start measuring when it comes to workplace culture?
Cindy: Track kindness. Are leaders recognizing employees? Are they showing appreciation? Ask employees, “What’s one word you’d use to describe our organization?” Compare that with what leadership would say. Focus on employee well-being and model it—taking breaks, using vacation days, and showing balance. Burnout and productivity don’t go hand in hand.
Mindy: If someone is listening today and wants to start focusing on kindness in the workplace, where should they begin?
Cindy: It starts with you. No matter your title, you can decide to bring kindness into your organization. Recognize people for their efforts, not just results. Show appreciation in simple ways, like sticky notes or using people’s names more often. These small, intentional acts create ripple effects.
Mindy: That’s such a great reminder. Thank you, Cindy, for sharing so many tangible ways we can all make our workplaces better.
Cindy: Thank you, Mindy. Anytime I can talk about kindness, I will.
Mindy: I love that. Thank you for listening to this week’s episode of The People Success Circle. If you enjoyed it, please leave a five-star review and share it with a friend. You can find Cindy’s links in the show notes. Until next time, have a great week!
