Someone in your family just died. That’s really too bad, and work must be the last thing on your mind. You’ll obviously need time to grieve, attend a funeral, blah, blah, blah, but you’ll be OK enough to head back to the office really soon, right? Like, perhaps in three days? Sound cool to you?
Of course, you may take longer than that, but things may get…um…you know…kind of complicated to figure out. But really, you should take whatever time you need. Still, three days should be sufficient, right?
That’s essentially the response that many workers get from their employers after a loved one dies. While few managers or HR professionals would ever say the above, they don’t have to. They have policies to do it for them. Nationwide, the average length of paid leave for bereavement of immediate family members is three days. One day for your cousin Shelby.
Ain’t no way I’d be able to work, let alone function semi-normally, that soon. And I doubt you would. Neither would anyone who works in HR—you know, the same people who craft or uphold these egregious edicts.
So why not change the rules? Continue reading
I majored in fashion design in college. When you watch the video above, that will be hard to believe. I wanted to wear something that conjured Americana, something that screamed, “USA! USA! USA!” Unfortunately, no number of stars and stripes could save my ensemble. And speaking of, this clip proves that, no, vertical stripes are not always slimming. So much for my fashion education.
Shame on Me
Notice how I haven’t yet mentioned the content of the video. Shame on me for obsessing about my appearance when what matters more are my ideas and opinions. I need to get better at not judging myself so harshly. There are enough other people that already do that for me, or to me.
I guess that comes with public speaking, though. Numerous peers of mine have mentioned some of the feedback they’ve received after their presentations. If it’s not about their shoes, then it’s their shirts, or their hair, or their makeup. Sure enough, I’ve had well-intentioned people point out my wrinkles and fat.
Now, I’m pretty self-deprecating and have no trouble poking fun at myself. (I’m also fairly self-aware and have already identified ways to present better next time. And incidentally, you should check out Jennifer McClure’s “5 Mistakes Successful Speakers Never Make.”) But at some point, the focus really does need to shift to Herbert Robinson. Continue reading
I hate when HR practitioners transform into the fashion police. Most HR peeps hate it, too. No one’s dream job is hatching policies outlining how many inches a skirt should leave above the knee or what to do when—oh no!—a bra strap peeks through.
Speaking of, “I had to ask one employee to wear a bra” or cover up “to keep from distracting the male employees who were complaining about her bralessness,” one CEO recently told SHRM. (Apparently, fellow female colleagues didn’t mind the extra bounce?)
Bra-gate aside, I’m currently engaged in a conversation on LinkedIn about dress codes. The thread includes an HR professional seeking help with drafting a policy. I wanted to know: “Has there been a downside to the company’s current lack of rules? Is there really a need for a policy?”
I asked especially because, as I said yesterday, businesses are sometimes too eager to pass rules when none are necessary. (Perhaps there should be a policy around crafting policies?)
The HR pro explained that this workplace already has an unofficial business-casual policy, but “the casual part occurs more than the business.” No surprise there. According to a recent OfficeTeam survey:
- Dressing too casually accounts for 47% of all dress-code violations cited by managers,
- Showing too much skin accounts for 32% of complaints, and
- Having visible tattoos and piercings comes in third, at 6%.
Still, what really caught my attention was an explanation of the company owner’s philosophy: When people don’t dress for success, it’s OK to withhold raises and other financial incentives. Continue reading