Rethinking (or restarting) workplace dress codes for returning employees

Good-bye pajama pants – hello necktie?

Even before the pandemic, cultural transformations were pushing many American businesses away from formal attire.

From Goldman Sachs to JP Morgan, even the most traditional stalwarts were relaxing dress codes in the hope of encouraging innovation, creativity, and individual autonomy.

As more and more employers require their workforces return to the office, the thought of returning to strict, pre-pandemic wardrobes feels dull and restrictive to many. To help your employees make the transition – and avoid awkward fashion faux pas – you should be proactive and set clear standards for a returning workplace dress code.

Start with why

Many may not enjoy giving up their freedom, but your people will find your policy easier to accept if you can provide a good reason for it – or even involve them in the decision-making process.

For example: Just as a doctor’s scrubs and stethoscope inspires trust in her competence, the right office attire can boost clients’ confidence in your employees’ professionalism, creativity, and overall representation of your brand.

Choose attire that reflects your brand

Is your culture creative and dynamic, like a start-up? Or is it more formal, traditional, and corporate? By matching your brand ethos and corporate purpose, you can appeal to the people you want to hire and retain. Conventional thinking suggests that a more formal dress code will encourage your employees to take their work more seriously. But it can also stifle individuality.

On the other hand, a casual dress code can give employees freedom to be themselves, serving as an attractive recruitment perk and retention tool.

Be clear

Your client-facing workers will have different expectations than those working in your contact center, so a strong dress code needs to be easy to understand and not open to individual interpretation.

Give specific, visual examples of appropriate and inappropriate attire. What does “business casual” mean in detail? Does “casual” include flip-flops and baseball caps? Make sure you explain and document your dress code policy clearly in your employee handbook and on your employee intranet.

Build in wiggle-room

After a few years of remote work, many workers need re-energizing and may want to “dress happy.” Before setting a strict dress code, ask yourself: Is this rule necessary? What’s the business reason? Do the benefits of having a polished-looking workforce outweigh the benefits of allowing your employees to feel comfortable at work?

Providing some flexibility is a simple way to help them feel happier and more in control as they return to the office.

Don’t shy away from enforcement

A policy is useless if it’s not enforced. Make sure your workers understand the repercussions of non-compliance, and establish appropriate and well-documented reprimands. For a first-time offense, a quiet word is probably enough.

But if employees repeatedly fail to follow the rules, you’ll need to respond swiftly and firmly to uphold standards.

Clothing still matters, and perception is powerful. Creating an office dress code that’s fair, flexible, and enforceable can be challenging, but when it comes to engaging workers and managing turnover, Adecco can help you strike the right balance.