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Four Tips On Fostering Goodwill, Kindness And Happiness In Your Organization

Lisa Caprelli speaks about social emotional learning. An author of 19 books, she created the edutainment brand Unicorn Jazz.

An invaluable topic for business leaders is being able to foster a working environment that is both productive to management and motivating for its workers. However, this can become quite a daunting challenge at times. Yet, the two go hand-in-hand, as workplace motivation is a qualitative measure that directly correlates with worker output.

So, how can you help take your organization to its highest level by getting maximum effort and trust from employees? The answer lies in establishing an environment that fosters goodwill, kindness and happiness.

What is goodwill in the workplace?

Simply put, goodwill in the workplace comes down to being cooperative and respectful toward the attitudes and feelings of others. This includes all levels of professional relationships and interactions in the workplace, whether those interactions are employee to employee, manager to employee, etc.

As a business leader, it is your responsibility to ensure your employees have a sufficient level of job satisfaction in your organization, regardless of their position and role. These things should not be overlooked in favor of customer satisfaction and sales goals. Although both are vitally important in keeping any business running, at the end of the day, it is your employees who are responsible for these things, and having unhappy workers typically results in unhappy customers and low sales.

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After all, every single one of us has the same 24 hours in our day, and when it comes to choosing a workplace where you plan on spending 40-plus hours of the week, intrinsic values tend to matter more than a paycheck. Therefore, I believe the key to boosting productivity in the workplace is to boost confidence through goodwill.

Below are four tips that I personally advise business leaders to use in spreading these concepts among their organizations.

1. Identify your introverts and extroverts.

There is no one-size-fits-all approach when it comes to managing other people. As a leader, it is your responsibility to adjust your methods when it comes to certain personalities. For instance, while it might make sense to stay upbeat with extroverts, it might also be just as important to tone it down a notch when speaking with a more introverted member of your organization.

When it comes to catering to people’s personalities, the one thing you don’t want to do is make employees feel like they’re in an environment where they have to be someone they’re not. Similarly, a workplace scenario where employees feel that they cannot express themselves at all is also a big turn-off when it comes to motivation.

All of your employees will have different personalities, and it’s your job to adapt. It doesn’t matter how introverted or extroverted they are; you have to match your employees’ mindset and their point of view when it comes down to taking their performance into account. This isn’t anything new in the business world, either. Salespeople, for example, do this all the time by leveling their client’s mood and energy, such as showing more enthusiasm when someone is interested in a product, speaking more softly when asked to clarify and knowing when to stop their pitch when the sale has been made.

2. Adhere to the philosophy of the five hats.

The “five hats” are a method I made myself to ensure that we, as people, are getting the right amount of work-life balance in our days. These hats all revolve around the major things that I believe everyone needs to lead a fulfilled existence. These are things that you, as an employer and leader, should not deter your diligent workers from.

• Hat No. 1: Spending time with family.

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• Hat No. 2: Establishing meaningful friendships.

• Hat No. 3: Creating a fulfilling business path.

• Hat No. 4: Building valuable connections.

• Hat No. 5: Establishing hobbies, interests and adventures.

No matter how extroverted or introverted a person might be, the five hats are undeniable things that I feel we all need to lead fulfilling lives, both professionally and personally.

Taking the five hats into consideration can help spread goodwill throughout your organization by making sure employees are aware that you know they do indeed have lives outside the office. Overall, it is comforting for employees to know that they can manage both their work and any extracurriculars while having a certain degree of control over their schedule.

3. Get your team’s buy-in.

One challenge leaders might face when aiming to bring goodwill into their organizations is initial resistance, especially if you don’t take the time to understand the culture and perspectives of your employees and customers. To get your customers and employees on board, consider conducting a survey to ask what more your company can do to instill goodwill, kindness and happiness.

4. Set an example.

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The best way to foster an environment of goodwill is through your own actions. Let it be known the well-being of your workers is of equal, if not greater, importance than getting the job done. While many companies stick to a customer-centered mission statement, let yours also include a focus on creating an environment where employees can be their best selves. You can even encourage participating in a nonprofit that aligns with the mission and goal of your organization.

Giving back to the community as a group and posting volunteer pictures on social media is a surefire way to build a company centered on goodwill, kindness and the pursuit of happiness.

Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?

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