Sloppy appearance linked to poor performance
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Dear Joan:
We are a corporate office of sixteen. I have six direct reports. We encourage everyone in this office to be the most professional they can be, whether hourly or salaried. We see bankers, attorneys, other top executives in our office from time-to-time.
We don’t have a written dress code but everyone adheres to a very nice business casual except for one of the women that reports to me. She is a very intelligent person, good personality, but can really have some down days. The problem is that she comes to work looking like she got her clothes out of a dirty hamper; most of the time no makeup, hair hanging in her face.
On good days, she is presentable. There is a very obvious link, though, in how she performs her job duties and her appearance. Poor appearance: low productivity. To make matters worse, we informally instituted casual Fridays which I am thinking about cancelling. Why do we need casual Fridays if no one wears a suit to work? So for the employee that looks bedraggled Monday through Thursday, Friday is even worse….she comes to work looking like she slept in her clothes. They are wrinkled, unkempt, faded, etc. Other co-workers have reached out to her. They have suggested that you can find good clothes at The Salvation Army or Goodwill. I’m not expecting her to come dressed in designer clothes. But a pressed shirt and pants can go a very long way.
How do I motivate her to be more professional in her appearance without crossing the line of what is appropriate. How do I motivate her to care more about herself and how she presents at work and her level of enthusiasm and productivity when she is here? Again, she is not lacking in interpersonal skills or intelligence.
Answer:
It’s time for a heart-to-heart. Since you have noticed a distinct connection between her appearance and her performance, you have a legitimate reason to have this discussion. In addition, you have standards because clients and other key visitors come to your office.
I would not cancel casual Fridays because of her. I don’t think “punishing” everyone because of one person is the route to go. However, if you think it has become a moot perk because people dress business casual the rest of the week, why not ask the team what they think? They may agree with you. If they decide they like casual Fridays, it would be a good springboard to have a follow up, private conversation with your sloppy employee to discuss standards.
Here are some phrases you might consider using in your discussion:
You have great interpersonal skills and you’re smart…and if you want to advance in your career, I think you have what it would take. But there is something in your way and I’m sure you’d want to know what it is.
I’ve noticed a connection between your performance and your appearance that I want to talk with you about. On most days, you wear presentable clothes and your hair is styled. On those days your attitude is upbeat and your performance is good.
But there are enough other days when that is not the case. It’s getting in the way of how others perceive you. The interesting thing is that on those days, your performance and attitude slumps noticeably.
We have senior leaders, accountants, attorneys and other professionals visiting our office, and your appearance isn’t going to help you make a positive impression. If you want to get ahead, it would hurt your chances…particularly if you would have to deal with more outside people.
I don’t expect you to buy expensive clothes. But they should be pressed and clean and your hair needs to be clean and professional.
I care about you and I value you as an employee. Don’t let something like appearance get in the way of your performance and reputation.
Hear her out and ask her why she thinks her appearance is so up and down. Discuss suggestions such as laying out clothes the night before. Then make it a point to notice any attempts to look good in the future.
If this doesn’t get the desired effect, and you find her performance dipping again, call her in and get more serious about her roller-coaster performance and image. At that stage you will have to decide if this issue warrants any disciplinary action for poor performance. If it doesn’t, you will have to decide if you can live with it.
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