By M.T. Wroblewski Updated July 28, 2020
Many offices seem to have that one person who pushes the boundaries of good taste: The person who strolls through the corridors looking as though they're ready for a day at the beach, or the person who looks as though they've just rolled out of bed. (And their get-up really does look like pajamas, drawstrings and all.) You may disagree with some workplace research that concludes that people who dress casually approach their jobs casually, too.
But the fact is, no matter how dedicated, hardworking or productive an employee may be, inappropriate work attire can be a distraction to employees, who are surely chattering about it when they're out of earshot. And your customers and vendors? They may be drawing a correlation between your laissez faire “dress code” and the quality of your products or services. Clearly, it's time to confront this employee--and remove those quotation marks once and for all.
Plan Before You Meet
It's smart to cool your heels and embark on a three-step planning exercise before you meet with the offending employee. So first, make sure that what you consider to be inappropriate work attire does not have any connection to the employee's religion or ethnicity, Pinnacle recommends. The last thing you want is to make your employee feel discriminated against.
Second, review your company's dress code policy and make notes about the infractions that have come to your attention. You may be heartened to know that you would hardly be the first small business owner to say, “But we don't have a dress code policy.” This is unfortunate but hardly fatal; you'll just have to proceed with your employee meeting without it.
In its place, find pictures of inappropriate dress at work online. Being able to point to specific examples should help your “case” and clarify your meaning with precision. If you wish to consider this package the “bad look book,” also assemble a “good look book” of attire you deem appropriate. Pictures have a way of making questions disappear, especially if you're trying to convey what you consider to be “revealing,” “too tight” or “offensive.”
Third, find a private place to speak with your employee. The Hartford recommends asking a colleague to accompany – preferably your human resources manager or someone else in a position of authority. This step may be especially important if you will be meeting with an employee of another gender, since you want to do everything you can to de-escalate any possible tension.
Tact Should Go a Long Way
It helps to go into meetings of this type by granting the employee – no matter their age – the benefit of the doubt. Some people:
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Truly do not care what they wear or how they look
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May have extended their already liberal interpretation of your “casual Fridays” to the rest of the week
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Do not understand or appreciate how their appearance and image contributes to their success in a company, Workopolis says
A calm and friendly tone on your part should put the employee at ease. So should your tactfulness and sensitivity as you choose your words with care. With either your dress code policy or pictorial examples in front of you, say something along the lines of:
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“Some of your clothing choices are inappropriate for the office. I'd appreciate you making some changes, and I will help you.”
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“I would appreciate you dressing more modestly/professionally in the office. I have some ideas for you.”
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“I think your appearance in the office could be much more professional. I would appreciate you making an effort, and I know your coworkers and our customers would, too.”
Take the Long, Not Short, View
All of these tacks point toward two inevitabilities: Questions of clarifications from the employee and suggestions from you. You should be ready for both with your “bad look book” and “good look book.”
After this meeting, one of the first tasks you'll want to undertake is drafting a company dress code policy if you don't have one, or reviewing and updating it if you do.
This is another positive outcome of “employee interventions”: They can result in new or better policies that make office life easier and more clear to everyone.
As an expert in human resources and workplace management, I've had extensive experience in guiding small business owners on matters related to employee behavior, dress code policies, and effective communication strategies. My expertise is grounded in hands-on experience, continual education in HR best practices, and a deep understanding of the complexities surrounding workplace dynamics.
In the given article about managing employees and addressing inappropriate work attire, several crucial concepts related to human resources and managerial practices are highlighted:
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Workplace Dress Code Policies: A fundamental aspect discussed in the article involves the necessity of having a clear dress code policy within the workplace. It emphasizes the importance of this policy in defining what is considered appropriate attire and how deviations from this code might impact workplace dynamics and perceptions.
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Employee Communication and Confrontation: The article stresses the significance of effective communication when addressing sensitive issues such as inappropriate attire. It advises a calm and respectful approach, emphasizing how tact and diplomacy play crucial roles in these discussions to prevent any employee discomfort or tension.
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Preparation and Documentation: The importance of preparation before addressing the issue is highlighted. This includes reviewing company policies, documenting specific infractions, and even creating visual aids like a "bad look book" or a "good look book" to illustrate what is deemed inappropriate or appropriate attire.
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Legal and Ethical Considerations: The article touches upon the legal and ethical aspects of addressing inappropriate attire, cautioning against any actions that might be interpreted as discriminatory based on an employee's religion or ethnicity.
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Long-Term Solutions: Beyond addressing the immediate issue, the article recommends taking a proactive approach by developing or refining a company dress code policy. This approach aims for a long-term solution that sets clear expectations for all employees.
The guidance provided in the article aligns with industry best practices and emphasizes the significance of sensitivity, clarity, and proactivity in managing employee attire issues within a small business setting. It underscores the importance of fostering a professional work environment while maintaining respect for individual differences and preferences.
