An old colleague of mine recently posted about having received some feedback from leadership at her place of work on her “professional appearance.” Before clarifying, I assumed that she was talking about her physical appearance in the workplace, only to be kindly redirected and to learn her leadership was referring to her confidence in what she does. So while my ego was slightly bruised after having raised my pedestal as high as it can go to get a message across about physical appearance in the workplace that didn’t even relate to her post, I am very happy her organization looks past her quirky sense of style as that is what makes her beautiful!

With that though, it lit a fire about how we physically show up as HR professionals to work every day. Most places of work have a dress code. And dress codes are usually written to provide employees with some level of professional guidance about what the expectations are when getting ready for work in the morning. So why is it (generally and from personal experience) that we as HR professionals are told to dress one step further. “We have to set the professional example,” I’ve been told on numerous occasions as this topic comes up often among varying generations in the workplace. Or, “that’s just the way it is.” WHY? Why does that have to be the way it is? And this doesn’t just go for HR professionals. Why do (some) executives feel they have to dress above the code as well? Maybe that is what some people are most comfortable in, and I respect that. I however, don’t feel comfortable in slacks and a button-down 5 days per week and if our policy allows for something more casual, I will gladly take advantage of it so that I can feel more comfortable throughout my day.

Several years ago, someone sat me down to tell me there were concerns circulating about my physical appearance. My clothing was too “colorful” or tight, and my hair was, well, anything but conservative – yet still, it was professional for the workplace. I had expressed interest in growing with the organization but was told my physical appearance would probably not allow me to grow in the way I wanted to grow.

“Look in the mirror before you leave for work in the morning. Ask yourself if you look like person XYZ that has the job you want. If the answer is no, maybe rethink what you are wearing.” – Person to remain nameless

Not only was I angry, I was flabbergasted that someone would actually come to me with this as a concern. I was so caught off guard. I dressed within policy and the concern had no relation to my performance. It was a major stuck point for me. Do I conform, or do I stick to my beliefs and work hard and persevere through it? Well, I don’t always choose the easy path (and I am extremely stubborn, and when someone tells me I can’t do something, I work that much harder to succeed), so I chose to stay “as-is.” Low and behold, those people in leadership roles soon left the organization (thank heavens to betsy), leaders came in that supported individuality and not the “everyone wear khakis and blue button-downs” kind of environment. I was seen as the fun guy with the bright colored shirts and argyle socks that matched accordingly. People looked past my clothing. Actually, they looked directly at it and appreciated the difference in the workplace.

What I really want to say when people get on their high horse about “dressing for the position you want.”

“My cute Saks pinstripe shorts with loafers and a Brooklyn Industries short sleeve button-down look better than your out-dated pair of pleated khakis, a blue button-down and penny loafers with those damn tassels. Hands down. Any day. Try and argue it! Yes, both are within the policy. But I don’t create barriers to your growth by what you wear. And frankly, while I may have a personal opinion about what you wear, I could care less.”

My personal philosophy on dressing for success.

I dress for the culture of the business I am working in. If I see that the greater population of our workforce is wearing jeans and a t-shirt to work, guess what I am going to wear? Why? Because I personally believe that makes me more relatable. The historical HR profession has had the “sit across the desk from you” mentality during discussions and disciplinary action. “Come in to my office and shut the door; we have something to talk about…” Why not change our way of thinking and create a “sit next to you” mentality. And that is on all levels, including the way we dress. If I was in a lineup of employees, I don’t want to be picked out as the HR guy who dresses above everyone. I want to blend in and allow them to know and understand that I am a normal guy (and employee) just like they are. As we strive for this strategic partnership, why is our clothing left out of the equation? My work speaks for itself. I have a proven track record of success and I have never had to sacrifice my philosophy of “dressing for the culture” versus dressing above it. I should note that our profession is changing… we have amazing transformational leaders in a lot of organizations working on such initiatives. It’s happening globally, but just not enough in my opinion.

I was recently a part of a multi-generational panel of speakers here in Portland at a strategic HR conference. We were asked as part of our opening to relay one perception that our generation often feels about the generation preceding us. My comment as a Millennial during that introduction was that we often hear “dress for the position you want, not the one you have.” In my opinion, if the position you want is in the same organization, it’s an irrelevant point. Why should my work not speak for itself? Again the response I often receive is, “Because it’s just that way. Executive leaders want to know you are serious about the opportunity and you need to show good face and set an example.” – Suit and tie does not equal good face or positive performance people!! There are plenty of coworkers whom I have encountered over my time that b.s. their way through promotion after promotion by showing good face. They are the person you find yourself talking to your cube mate about… “What do they actually do? No one really knows…” – I don’t really care about your face… I care about the work you accomplish. When it comes time for your next opportunity, I am going to look at what you contribute to our top and bottom line, and how those results impact your team and the organization as a whole.

Now, I didn’t say all of this verbatim during the panel on generations. But I did clarify that I dress for the culture because I believe my performance should speak for itself. My performance does speak for itself. I am living proof that it can be this way. And although many antagonists and close-minded people I encounter often inform me that my passion and spark for change will eventually die, I can guarantee you, it will not. In 20 years, I hope I am the leading face for change and can write my book on how HR leaders can initiate and influence change by being themselves. One day at a time. One person at a time. The larger the wave grows, we will transform our HR culture and profession in a way that some of us are already imagining.

 Your take-away.

Stop telling your people to dress for the position they want. Tell them to dress for the culture and policy and what makes them comfortable within that. Support it! Support your work culture and environment. Step outside of your own comfort zone and try something new…you just might like it. And if wearing outdated, pleated khakis and penny loafers with tassels makes you the most comfortable, I am genuinely happy for you and am glad you found the clothing that makes you most comfortable while at work.

And as I was driving home from my spin class with a friend of mine this evening, we were chatting about this topic. The disclaimer to all of this: Dress up for your interview! No, jeans aren’t appropriate. From a recruitment standpoint, make yourself known during the interview process by presenting a slightly more polished self than maybe is usual.