Why Your Company's Dress Code is Outdated: Time to Bin the Blazer Brigade

Related Articles: Professional Development Courses | Communication Skills Training | Workplace Training | Career Development | Employee Skills

I watched my assistant manager show up to work yesterday in a pair of sneakers that probably cost more than my first car, and it got me thinking about something that's been bugging me for years: why are we still pretending that a piece of fabric around someone's neck determines their productivity?

After 18 years in corporate training and workplace consultancy, I've seen enough outdated policies to fill a museum, but dress codes might just be the most ridiculous relic we're clinging to. And before you roll your eyes and dismiss this as another millennial rant (I'm 47, thanks very much), hear me out.

The whole concept of "professional attire" was invented when most workers were men in manufacturing or banking, and the idea was to create a uniform sense of authority and respectability. Fair enough. But we're not living in 1952 anymore, and the evidence is overwhelming that what people wear has absolutely nothing to do with how well they do their job.

I remember consulting for a tech startup in Melbourne about three years ago. The CEO insisted on maintaining a "business casual" policy because he thought it would help them attract more traditional clients. Meanwhile, his best developer—the guy who single-handedly prevented their servers from crashing during a major product launch—showed up every day in cargo shorts and band t-shirts. Guess which one was actually driving the company's success?

Here's what really gets me fired up: we're killing creativity and comfort in the name of some imaginary standard that doesn't even make sense anymore. When I visit companies across Sydney, Brisbane, and Perth, I see talented people suffering through Australian summers in full suits because someone in HR decided that's what "professional" looks like. It's mental.

The Comfort Connection No One Talks About

Let's talk about something that most management consultants won't tell you: uncomfortable people are unproductive people. I've run workshops on workplace productivity training, and the correlation between physical comfort and mental performance is undeniable.

You know what happens when someone spends eight hours in tight dress shoes? Their feet hurt. When their feet hurt, they're distracted. When they're distracted, they make mistakes. When they make mistakes, your bottom line suffers. It's really that simple.

I've worked with call centres where the dress code required closed-toe shoes, even though customers couldn't see anyone's feet. The result? Higher turnover, more sick days, and lower customer satisfaction scores. All because someone thought bare toes were unprofessional.

But What About Client Meetings?

This is where people usually push back. "But what about when we meet clients? We need to look professional!"

Sure, context matters. If you're meeting with a conservative financial institution, maybe don't show up in flip-flops. But here's the thing—most client interactions these days happen over video calls where they can only see you from the waist up anyway.

And even for in-person meetings, "professional" doesn't have to mean "uncomfortable." Some of the most successful business leaders I know dress like they're heading to a weekend barbecue, and their clients respect them more, not less, because they're confident enough to be themselves.

I once watched a software sales rep close a six-figure deal while wearing jeans and a polo shirt. His competitor, who showed up in a full three-piece suit, lost the contract. Why? Because the client—a young startup founder—felt more comfortable talking to someone who didn't look like their bank manager.

The Innovation Killer

Here's where dress codes really do damage: they stifle innovation and creativity. When you tell people they need to look a certain way to be taken seriously, you're essentially telling them that conformity is more important than original thinking.

The companies that are actually changing the world—Google, Apple, Tesla—they figured this out years ago. Their employees dress for comfort and personal expression, and somehow they manage to be wildly successful. Coincidence? I think not.

I've seen this firsthand in my training sessions. When I run creative problem-solving workshops, the teams that perform best are almost always the ones where people feel free to be themselves. And that includes how they dress.

The Generational Divide

Let's be honest about what's really happening here. Older executives (and I include myself in this sometimes) grew up in a world where appearance mattered more than ability. We were taught that respect had to be earned through conformity.

But the talented young people joining our workforce today? They've grown up in a world where the richest person on the planet posts memes on social media while wearing t-shirts. They know that success isn't about looking the part—it's about delivering results.

Companies that cling to outdated dress codes are going to lose talent to competitors who understand this shift. It's already happening. I've consulted for organisations where their best performers left for companies with more flexible policies, and the managers are sitting there wondering why they can't retain good people.

What Actually Matters

Instead of worrying about whether someone's shirt has a collar, let's focus on things that actually impact business outcomes:

Are they delivering quality work on time? Are they communicating effectively with colleagues and clients? Are they contributing to a positive workplace culture? Are they solving problems and adding value?

These are the questions that matter. Not whether their shoes are leather or canvas.

I'll admit, I used to be part of the problem. Early in my career, I judged people based on how they dressed. I thought a wrinkled shirt meant someone was lazy, or that casual clothes indicated a lack of respect for the workplace. I was wrong about that, and probably missed out on working with some brilliant people because of my own biases.

The Path Forward

So what's the solution? Most companies could benefit from adopting what I call "outcome-based dress codes." Instead of dictating specific clothing items, focus on the actual goal: looking presentable and appropriate for your specific role and environment.

For example: "Dress in a way that allows you to work comfortably and represent our company positively with clients and colleagues." That's it. Simple, flexible, and focused on results rather than rules.

Some roles will naturally require more formal attire—if you're representing the company at a board meeting, dress accordingly. But for day-to-day work? Let people use their judgement.

You might need to provide some guidance for those who genuinely aren't sure what "appropriate" means, but most adults can figure out the difference between work clothes and beach clothes without a detailed policy manual.

Making the Change

If you're in a position to influence dress code policies, start small. Maybe allow casual Fridays to extend to the whole week. Or permit comfortable shoes for employees who don't interact with external clients. See what happens to productivity and morale.

I guarantee you'll find that people work better when they're comfortable, and that professional behaviour has nothing to do with professional attire.

The bottom line is this: outdated dress codes are a relic of a workplace culture that prioritised appearance over performance. It's time to join the 21st century and focus on what actually matters—results, innovation, and creating an environment where talented people want to work.

Your employees will thank you, your productivity will improve, and you might just find that the person in sneakers is your most valuable team member.

Trust me on this one. After nearly two decades of watching companies struggle with workforce issues they could easily solve, I've learned that the smallest changes often have the biggest impact. And there's nothing smaller—or more impactful—than letting people dress like human beings while they do their jobs.