Even the most relaxed organizations expect employees to dress “appropriately”.
The definition of “appropriate” is your dress code.
Every company I’ve worked at or with has had occasional issues related to dress code. Enforcing it, to be precise.
No matter what the circumstances, telling adults how to dress is disheartening for everyone involved: the manager, the HR rep, the employee whose clothing choices are being chastised.
I’ve seen these situations handled in different ways:
- Pointing the employee in the direction of the employee handbook and suggesting they review the section called Dress Code.
- Relying on peer pressure and lunchroom chatter to prompt the employee to make wardrobe adjustments.
- Gently reminding employees about the dress code at a team or all-employee meeting, assuming any offenders will get the hint.
- The employee’s direct supervisor having a private and respectful conversation about specific wardrobe choices and why they don’t mesh with the work environment.
I don’t have to tell you that the last scenario is usually the most effective.
However, no matter how you choose to handle dress code transgressions, you would be wise to avoid these 3 no-nos to save yourself from unnecessary headaches.
All three have to do with communication — before there’s an issue.
No-No #1: Not defining your dress code
Whatever your company culture, there are forms of dress that aren’t what you expect. It might only apply when around customers but it still applies.
Obvious corporate examples are not wearing flip-flops at all or any place where clients might be and not wearing ripped clothing*.
Less obvious examples: In a startup where causal is de rigueur, clothing must be clean and unsmelly. In a warehouse, only steel-toed footwear is allowed. (Sure, that’s a safety issue. It’s also part of the dress code.)
No matter what the organizational expectations, write them down. It makes the powers that be really think through what they want. And it provides everyone an equal opportunity to make the right choices.
No-No #2: Writing the dress code in corporate speak
Content designed to help employees know what’s expected of them needs to speak to them, not at them.
Outlining your dress code (and maybe the rationale behind it, if you’re asking for something unusual like never wearing floral prints shirts) does not require legal review or marketing spin. Keep it simple, use plain language — and perhaps a graphic or two (of the clothing, not people in that clothing) to reduce confusion.
No-No #3: Not keeping it current
Dress codes are usually written once and left to get dusty and stale. I’m not suggesting that it be on your annual policy review checklist. However, re-reading it every three years can’t hurt.
Attitudes and fashion changes. Business models and cultures shift. Stats on actual dress code issues accumulate. Making sure the current definition of what’s appropriate to wear to work at your organization makes sense in current conditions, is part of delivering relevant content to employees.
And, if you do make any tweaks, let employees know. Make sure managers know. Spell out what’s new or different. And why.
Closing Thought About Dress Codes
People have greater worries at work than if they (or their colleague or direct report) are stepping out of bounds with their wardrobe. Yet, it is one of those topics that can derail morale and productivity with remarkable sped, if left unaddressed.
Make sure the basic pieces of communication are in place and you might end up spending more time on critical business issues and less on fashion faux pas.
