What to Do About What to Wear
August 21st, 2006I hate corporate dress codes. They’re just another policy that won’t get read, in my experience. But they’re also in a special category of addressing “things that I might care a great deal about that I really don’t think you ought to be telling me anything about.” It’s one thing to have a policy about changing your benefits choices - that seems reasonable to me. (Not that ‘reasonable’ and ‘likely to be read’ necessarily coincide).
But when you start trying to codify how people should dress, organizations are getting very close to…home.
And, in my experience, we’re really bad at it. Show me a dress code, and I’ll show you a loophole (to say nothing of a navel).
Written dress codes exist for one sad reason - managers at some point stopped doing their job of educating and aculturating their organizations to the larger corporate culture. They either didn’t know how to, or didn’t want to, have tough but professional and reasonable conversations about what to wear to work.
So the organization put it on paper. And it took way too long, and to all who were involved it felt like wrestling 20 pounds of jello into a 5 pound bag. And as soon as the mess was signed off on, someone challenged it and its credibility started a long slow slide to zero.
Dress codes don’t enforce or encourage appropriate attire.
Managers do.
Spend some time this week noticing your team’s attire, and give them each some feedback on it. (Different feedback to those who have different goals, perhaps).
It’s okay - no, it’s GOOD - if maybe your team’s standard is a little higher than the organization’s. Your directs might complain a little…but they’ll like being part of your team is it shows AND it means something. (If there is a chance that you are a jerk, don’t do this - it will be perceived as fascism. If you’re not, it will be standard setting.)
More on policies soon…
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August 21st, 2006 at 9:54 pm
Amen, gentlemen. From “freak outs” by HR over “open-toed” sandals to far too many navels (and navel rings) flashed in the hallways (even when clients are roaming the halls), poor dress is rampant. My company recently announced “all jeans, all the time” in a certain location as a way of adding to “feeling better about our workplace” i.e., retention. In light of this announcement, I encouraged my virtual global team to think about who they represent and how. I used to require my new hires to travel in “better business casual (BBC)”…you’re always making a first impression on a plane, rental car agency, hotel, etc. And I traveled and worked in professional clothes all the time..I practiced what I preached based on prior experience.
For what it’s worth - If you don’t set the example, who will? Leaders lead…and encourgae, and correct when needed…
August 22nd, 2006 at 2:35 am
I now consider my standard of dress very important. This was drilled into me at my first job where it was a matter of pride and any lapsing person was subject to a full day of constant jokes and inventive mockery. The day I wore my lemon yellow shirt with my rubbish greenish suit was very long but it did teach me a good early lesson! Is that ‘negative reinforcement’…?
August 22nd, 2006 at 3:08 am
Does this mean that there is a ‘proper’ apparel for each ‘goal’?
PierG
August 22nd, 2006 at 7:01 am
PierG
No. Rather, each person may choose to dress slightly differently depending upon what their own goals are (do I want to be CEO, am I happy in my present role). And, this is all withing whatever boundaries the boss lays out.
Mark
August 22nd, 2006 at 8:07 am
I agree that its a very difficult issue, and that the leadership should be given from above. However as a manager it is good to have the backing of a policy. I for one only wear a suit to work and by that hopefully set a good example. However very often that is not enough! Frequently staff will test the boundaries and a written policy(for all its failings) at least sets the benchmark and means that no one is in any doubt as to what is expected. With all the legislation regarding employment and the workplace in general that we have in the UK I would be unhappy about delaing with these issues without the backing of a policy!
August 22nd, 2006 at 9:29 am
I can “live” with a dress code, although I’d rather work for/with folks that “just get it”. That said, the “unevenness” of it irritates me some. My local HR VP won’t discuss the difference between a “T-shirt” and a “top” with me anymore…
G.
August 22nd, 2006 at 1:02 pm
I really don’t pay that close attention to it myself. We work in a manufacturing environment and so my team generally wears jeans and work boots. However they always have to good sense that when customers are visiting or they go to a customer site to wear appropriate clothes. This is not something I have ever had to address, it just happens on it’s own.
With that said, I dress in business casual myself, not normally a jacket and tie, but once in awhile. I feel more comfortable dressing this way.
Ryan
August 22nd, 2006 at 2:07 pm
We wear suits or very nice suiting type outfits. Last week, one of my colleagues said she could tell she was unhappy at work because she isn’t paying as much attention to her clothes as she used to. Very telling. And typical. Colleagues start off in the black and navy suits and after 6 months of being here are happy when they have on matching shoes. Definitely a problem with morale, NOT the dress code.
August 22nd, 2006 at 5:26 pm
Hmmm. Noticed the word “premium” next to general, at the bottom of the blog.
Walt
August 23rd, 2006 at 12:33 am
[…] I like what Mark Horstman has to say about setting standards for ourselves and our teams. In a recent post, he argues that corporate dress codes are an ineffective way to manage attire, and that teams, team leaders and managers are better suited to the task. I especially agree that teams are well served by having higher standards than the organization as a whole. Dress codes don’t enforce or encourage appropriate attire. […]
August 23rd, 2006 at 8:43 pm
WVH-
My bad. Totally inadvertent error due to posting that blog from my phone. It’s not premium content. Thanks for the hawkeye!
Mark
August 26th, 2006 at 9:36 am
“And, in my experience, we’re really bad at it. Show me a dress code, and I’ll show you a loophole (to say nothing of a navel).”
Ok i have to wear
“Trousers Black, Shirt Blue (after May official Poloshirts may be worn, Tie Baroon and Blue stripe, V-Neck Jumper Black with comapny logo (no crew neck jumpers), shoes Sensiale, Black only. Trainerrs (even black) will not be allowed, Top coat plai dark colours no deim or tracksuit jackets, Personal items Wrist watches only no jewellry is allowed nor personal stereos allowed.”
September 9th, 2006 at 11:55 pm
DVGeoster-
This company doesn’t trust its managers to understand what the firm wants and to communicate it and motivate their teams to see the benefit and comply.
Mark
October 2nd, 2006 at 10:51 am
I like written dress codes. Your post assumes all managers are genial, reasonable people when that is not the case. Written policies protect employees from megalomaniacs with mommy issues who try to control what their female reports wear (I am not making this up. I wish.). Written policies mediate and compensate for poor or inappropriate managers. From a legal standpoint, I think they are vital, even for something as simple as what we wear to work.
We’ve had some dress code issues where I work. Recently, our leadership has decided we need to spiff up our image and we’ve been having dress code meetings as a result. What irks me though, is that some people get away with violations while others don’t. I also dislike the fashion facisism the corporate initiative to spiff up our image has sparked in our managers. I’ve seen some really petty powerplays using the written dress code as leverage.
But I would still rather have the written dress code, because otherwise these mangers would invent their own arbitrary petty measurements.
M
M
October 2nd, 2006 at 12:11 pm
DementedM-
My post doesn’t assume that at all, although I certainly understand where you’re coming from. I think we agree at least in part. You feel the code is necessary to help employees be protected from managers (and there are times when you are SO right). I feel the managers ought to do their job, and if THEIR boss catches them doing such, feedback and perhaps more is in order.
So, both of us are against crappy managers.
I don’t think we should mediate or compensate for poor or inappropriate managers. I recommend we give them feedback, coach them, and then fire them if they fail to perform professionally and ethically.
And, systems like dress codes, while protecting us from poor managers, also unnecessarily restrict good managers.
Nevertheless, thanks for the post - it reminded me of how important good managers are… and sadly, how rare.
Welcome aboard!
Mark
March 18th, 2008 at 2:36 pm
Managers,
I ran across this thread today and found it helpful. My problem is giving feedback as a male manager to a younger female administrative assistant on her attire. Several issues come to mind. I would like to keep it positive. She recently started with our laboratory in an entry level position. I know her cash flow has to be a problem for finding professional clothes. She is doing a good job and I would like her to take a larger role in representing the laboratory to the public. However I feel that it will require a more professional (and modest) appearance. She recently completed a couple of special projects that merit recognition so that I can swing a bonus through our administration to assist with the cost of clothing. I am wondering if more experienced managers have tips on how to help her feel good about the feedback, avoid embarrassment, and have the desired outcome of improved professionalism.
March 18th, 2008 at 4:20 pm
DrESouza-
We actually have a future cast on feedback regarding clothing, but I think if you’ll just listen to our shows on the feedback model, you’ll be fine. Think of starting (after asking) with, “When you wear that blouse,” or, “When you wear jeans with holes in them,”
Mark
March 19th, 2008 at 11:07 pm
Mark,
Thanks. Got it.
Ed
March 19th, 2008 at 11:18 pm
Mark and Mike,
I appreciate the context casts you just put out on the management trinity. I recently hired a business manager for our unit following your hiring podcasts. Even with having a large search committee assigned to me, we signed my top candidate and the whole team is on-board the selection. Your recommendation on keeping constant contact with the candidate during the hiring seemed like the most helpful point. Thanks.
I signed up for premium content to help with my coaching since you guys actually help.
Ed
May 18th, 2008 at 1:48 pm
When I came into the office area of 12 staff and found one of my female directs sitting with the low wasted jeans and intimate apparel telling me much more than I wanted to know, I was ready to do a 180 degree turn and walk away. As a male manager, it was very uncomfortable. It occured a couple of times over a couple of weeks. I knew I had to deal with it, but I struggled.
I finally went back to the basic feedback model. (It truely is one of the “classics.”)
“When you choose to where that style of blouse with that style of jeans you reveal more than you realize.” (I piled on how it made me feel, the environment she created in the office for others who were nervous in approaching her, the errored judgement that other managers might make about the professionalism of her work based on their assessment of her choice in attire.)
Trust me, I practiced this one for a few days before I actually gave the feedback. The focus remained on her behavior and choices when creating her ensemble–not on the blouse, nor jeans, nor the unspoken article of clothing.
Once again, M and M, you made it seem so easy. Thank you!