It”™s inevitable. Once Memorial Day has come and gone, Americans enter summer mode, a more relaxed way of thinking and being, even when they are in the office. In keeping with this easygoing behavior, many workers opt for more casual attire, wearing khaki pants, eschewing ties or swapping pumps for sandals.
In most cases, a more relaxed attire is perfectly fine. However, there are always a few employees who push the boundaries of what is appropriate to wear, choosing ultra-casual attire better reserved for the weekend, such as tank tops, micro-minis and flip flops.
In an age of relaxed standards, especially during the summer months, what should a manager do to eliminate these fashion don”™ts in the workplace without negatively impacting productivity and morale?
Here are some helpful tips to keep the situation in hand:
ESTABLISH A DRESS CODE. It may seem obvious to include a dress code in an employee handbook, yet many companies fail to do so. If a dress code is clearly stated in the employee handbook, a manager who may otherwise feel uncomfortable approaching an employee about his or her attire, can bring the handbook to the employee”™s attention. The manager”™s comments should not be emotionally charged or judgmental in nature. Rather, it should be objectively stated that the employee”™s attire does not conform to what the company deems appropriate. A clearly defined dress code also helps employees understand what is and is not appropriate for the workplace. For example, the dress code may state that open-toed sandals are acceptable, but not open-backed shoes, or that shorts and T-shirts are not permissible at any time.
HAVE A PRIVATE CONVERSATION. A formal meeting is not necessary, but the manager should pull the employee aside to discuss the attire in person. Sometimes the employee may not realize that he or she is wearing inappropriate or offensive clothing and a quick, respectful word about it will quickly resolve the issue. Employers should remember to be direct, yet tactful and sensitive during the conversation. The goal is to help the employee understand what is appropriate workplace attire and not to hurt his or her feelings.
SET CASUAL DRESS DAYS. It is not surprising that many employees prefer more casual dress. Those companies with more formal dress requirements may consider instituting a more relaxed dress code on Fridays and/or during the summer months. For example, they may allow jeans and open-collared shirts. Managers may suggest that employees keep a set of professional attire at the office in the event they need to change for an unexpected meeting with a client or prospect.
PROVIDE DISCOUNTS FOR COMPANY-BRANDED ATTIRE. One way to ensure employees”™ clothing complies with the dress code is to provide discounts for company-branded items. Not only will these clothes comply with the dress code, but they will have the added benefit of helping to brand the business.
BE CONSISTENT. Some jobs may require different attire than others within a business. For example, an employee who works at a manufacturing plant or in a medical facility may have to wear rubber-bottomed, closed shoes for safety purposes, whereas that may not be the case for an office worker in the same company. Again, rules need to be clearly defined, so that all employees know that they are being treated fairly.
As Shakespeare once wrote, “Clothes make the man.” And this statement still holds true today. Presenting a professional image, regardless of an employee”™s position within a company, is important, as it may affect external perceptions. Clearly defined guidelines help employers set parameters, ensuring that employees dress in an appropriate manner that reflects the company”™s culture and meets management”™s expectations.
Laura Burkett is a district manager in the Purchase office of Insperity Inc., a national human resources and business performance consulting company with $2.6 billion in revenues in 2015. For more information, call 800-465-3800 or visit insperity.com.
