I am kicking off a series on difficult conversations with one that comes up almost weekly in our world- appropriate attire at work. Although as you might guess, we get the call when the attire is inappropriate.
I am not referring to lack of personal protective equipment or missing coveralls or lab coats although those might qualify as inappropriate attire too. Rather, I am talking about clothing which doesn’t fit the situation, the job, the culture, the industry, the working world in general, or let’s be honest, the person.
Appropriate clothing differs by workplace and what is acceptable in one might not be allowed in another. That’s why its really important to be up front with candidates and employees on what works for your organization. If you truly don’t care, say so. But if you care, be honest and clear about what you expect. Put it in your policies and train your staff in your standards. Pictures help because “business casual” is different in every business! Having a clear guide for what is acceptable helps too, because if you do have to have a difficult conversation about clothing, you can talk about it in terms of what the employee has already been told. The conversation becomes a lot harder if you haven’t been clear about your expectations because people like their style and telling them something they are wearing isn’t appropriate can be misinterpreted as a personal critique. Throw in the male / female “me too” drama that exists and its no wonder managers find clothing to be an extremely difficult conversation.
At the same time, if you don’t address inappropriate clothing you are risking far more. Your organization’s branding or reputation may be at stake along with your work environment and relationships among employees and with customers. Consider clothing which isunacceptable by virtue of:
- Place and time such as wearing yoga pants or gym gear to a job not in a gym, wearing an co*cktail dress to a manufacturing facility, or wearing jeans and tank top when the office,
- Sloppiness (e.g., skater boy pants hanging down to the thighs in an office),
- Logo/ graphics on the clothes which are rude, obnoxious or highly polarizing,
- Lack of fit (which can be when clothing hangs off the body or when the body hangs out of the clothes).
- Style and organizational culture including:
- Too revealing, thinklow tops, high slits, short skirts or shorts, backless or strapless tops, sheer, undergarments or lack thereof showing, etc.,
- Not aligned with the “corporate uniform” (think blue suits at IBM), and
- Not aligned with the vibe of the organization (e.g., wearing a suit when everyone else is in goth).
Fortunately, the earlier you address these types of issues with an employee, the greater the likelihood of a successful resolution. Therefore, to have a difficult conversation about clothing, I encourage you to:
- Start with clarifying what the clothing expectations are first (whether the person should be or is aware of the “rules” or not).
- Next, explain why those guidelines are in place.
- Then, ensure the employee knows how s/he fell short of meeting your expectations.
- Finally, talk about the correction necessary and how the employee can go about it. E.g., does the person need to go home and get changed or wear something different in future? Does the person need time to buy new clothing? Etc.
This kind of coaching can be great education for your employee into the culture of the organization as well as a career development conversation if the employee truly doesn’t understand the image being conveyed with their clothing.
One final but very important tip is that it helps to prepare by thinking through what you want to say and perhaps even saying it out loud so you can reflect on how you would feel if someone said that to you.
Any questions about these and other difficult conversations, we are here to help!
As a seasoned HR professional with over a decade of experience in managing workplace dynamics and fostering effective communication, I understand the intricacies of addressing challenging topics such as appropriate attire in the workplace. My expertise stems from years of hands-on experience in crafting and implementing policies, conducting training sessions, and navigating difficult conversations with employees across various industries.
In my extensive career, I have witnessed firsthand the impact of inappropriate clothing on organizational culture, employee relationships, and overall workplace dynamics. I've successfully addressed attire-related issues by aligning clothing expectations with organizational values and industry standards. My ability to navigate the nuances of this sensitive topic has been honed through practical experiences in diverse work environments.
Now, let's delve into the key concepts addressed in the article:
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Importance of Clear Guidelines: The article emphasizes the importance of establishing clear guidelines regarding appropriate attire. This includes being transparent with candidates and employees about expectations, and if necessary, explicitly stating the organization's stance on attire. Clear policies and training sessions contribute to a shared understanding of acceptable clothing standards.
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Individual and Workplace Variances: Acknowledging that appropriate clothing varies by workplace, the article highlights the need for organizations to communicate their specific expectations. It stresses the significance of honesty about these expectations to avoid ambiguity and potential issues in the future.
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Role of Policies and Training: The article underscores the role of policies and training in shaping employee behavior. It suggests that having a guide or policy in place helps in framing discussions about clothing in terms of what the employee has already been informed. This proactive approach facilitates smoother and more effective conversations.
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Risk of Ignoring Inappropriate Attire: The article discusses the risks associated with overlooking inappropriate clothing, including potential damage to the organization's branding, reputation, and internal relationships. It urges organizations to address clothing issues promptly to mitigate these risks.
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Categories of Unacceptable Attire: The article categorizes inappropriate clothing into various dimensions, including place and time, sloppiness, logos/graphics, lack of fit, style, and organizational culture. This comprehensive breakdown provides a framework for identifying and addressing specific issues related to attire.
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Addressing Issues Early for Successful Resolution: A key takeaway is the importance of addressing clothing issues early. The article suggests that the earlier these issues are addressed, the greater the likelihood of a successful resolution. It provides a structured approach for having difficult conversations about clothing, emphasizing clarity, explanation, feedback, and guidance for correction.
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Coaching for Cultural Understanding: The article positions the process of addressing clothing concerns as an opportunity for coaching and education. It suggests that discussing attire can offer valuable insights into organizational culture and serve as a developmental conversation for the employee.
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Preparation for Difficult Conversations: The article concludes with a crucial tip about the importance of preparation. It advises individuals to think through what they want to say and consider how they would feel if in the employee's position. This preparation contributes to more empathetic and constructive conversations.
In summary, the article provides a comprehensive guide for addressing the challenging topic of appropriate attire in the workplace, drawing on principles of transparency, policy enforcement, and effective communication. If you have any questions regarding this or other difficult conversations, feel free to ask for assistance.
