The world of work is changing. 40% of more companies offer flexible work options. Robots are replacing lawyers. Employees prioritize a healthy work-life balance.

So why wouldn’t our clothes change?

Often power dressing evokes an image of a silver-haired man with a tailored, Italian three-piece suit, a silk tie, and leather loafers. Think Richard Gere’s character in the 1980s classic, American Gigolo. Yet the most powerful people in the world dress like they’re heading to the grocery store.

The most popular example of modern power and new dress is Mark Zuckerberg. The billionaire is known for wearing his simple gray shirt and jeans as his work uniform. With tech upheaving industries, the leaders of those companies are setting the work trend.

Drew Houston, CEO of Dropbox, wears jeans to work. Billionaire founder, Jeff Bezos, is often found sporting a casual polo and aviators. The world’s leaders are dressing like it’s At Home Saturday and the style is trickling down.

A 2017 survey conducted by Travelodge found that 43% of 2,000 participants said that suits had no place in the office. The reason why the hotel operator initiated the study was that hotel managers noticed that less suit-associated wares were being left behind than in past decades. The survey also found that 7 out of 10 people dress casually in jeans and/or chino because they value comfort; more than half of respondent said that dressing casually requires less money and less attention.

Given the survey also found that workers admired Mark Zuckerberg’s and Richard Branson’s style (whose company has no dress code policy), how should we be dressing? We want to exude professionalism, but don’t want to stick out like a sore thumb for dressing formally.

What’s the new workplace’s dress code? There is none. Given the few rules, be sure to keep these principles in the back of your mind.

Know the power of a first impression

Fortunately we’re living in an era that men and women can dress to express their personalities. Every industry and workplace has their vibe, but modern employees enjoy the liberty of dressing as they wish. In a world where casual dress code policy is the norm, think of 3 adjectives you want people to think of you upon first meeting you. Luckily you can color a bit outside of the lines according to these words.

Keep it clean and tidy

Just because casual is in does not mean grunge is acceptable. Quite a few people forget between the comfy flip flops and their favorite shirt, one still needs to look presentable. Do not wear clothes that have holes in them or that are wrinkled or dirty. You still have an impression to make for clients and colleagues.

Own a great blazer (or two)

In the Travelodge study, they found a few clothing items still garnered respect, including a blazer. Somehow a blazer can add a gentle professional nod to an otherwise-casual outfit. It can make a person look a little more put-together without making them feel too formal in a roomful of jeans and t-shirts. A blazer, jeans, and a shirt can arguably be the modern power dressing outfit. Find a classic black blazer and another blazer in a versatile print, like plaid or stripes. Check out a few examples below.

Wear quality shoes

If there’s anything you spend a little more money on in your wardrobe, pick shoes. They endure rain, sun, and tripping; they go through a lot and if they’re not made out of quality, it quickly shows scuff marks, peeling soles, or wrinkle easily. Flip flops may be acceptable in some places in the world; if you’re still keeping it casual, look to closed toes tennis shoes, loafers, or worker boots if you’re a guy. If you’re a woman, pick from the shoe variety of flats, kitten heels, or Converses. Whatever your shoe game, make sure shoes are clean and well-maintained.

Play with print, color, and texture

Black, navy, and beige have seen their day. Nowadays employees are free to go beyond rolling up their collared white shirt with their gray slacks.  Color, texture, and print are all acceptable to wear in the workplace. Even some of the most formal industries (like consulting) are loosening up. Statement necklaces paired with a knee length dress adds personality. Men can mix lightly patterned pants with a subtle collared shirt (no tie) with no issue. If you work in a more creative field, colors and prints can be bolder. If you do work in a more conservative area, like law or consulting, still play with patterns, but in more neutral colors. Or employ pops of color in small quantities throughout, like socks or cuff links.

Power dressing means casual wear that expresses a person’s individuality. Think of how you want others to perceive you at the workplace. Your wardrobe can help you communicate your creativity and ambition. Go ahead, channel Zuck and find what casually expresses you.

At absence.io , we’ve optimized absence management. Companies like MyTheresa, Check24, and even governments use our tool to easily manage their employees’ planned (and unplanned) absences.

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This sentence alone may induce spastic hallucinations in Gen Xers and Baby Boomers. The younger crowd works a bit differently–and it’s causing major friction for employers, the kind of friction that makes flames, bonfires, Dante’s Inferno…

CEO and founder of Double Forte, Lee Caraher works with consumer and technology brands in their digital media and public relations needs. She’s a Millennial Whisperer, a communicator, first and foremost. With having written best-selling books on managing an intergenerational workforce, Caraher recognizes communication has changed the most within the workplace. Managing Millennials in the workplace has been Caraher’s greatest communication challenge—until she cracked the code and turned down the heat.

In On the Way to New Work, a podcast led by Hamburg-based Michael Trautmann and Christoph Magnussen, Caraher divulges her learnings from her book, Millennials & Management: The Essential Guide to Making it Work at Work.

What brought Caraher’s attention to assessing how the younger work cohort? “We had eight people quit within 3 weeks. One hire could have been a wrong fit, but to have eight people…that made us look at what we were doing”. Caraher and her team dove deep into analyzing their organizational processes and what makes their younger colleagues tick.

They discovered historical context played a significant role in how Millennials interacted within the workspace.

Millennials have been nicknamed the “Me Generation”, as they have a propensity to seem entitled. Caraher quickly interjects that this is not entirely their fault. Born between 1981 and 1996, Millennials received awards for simply showing up. Heralded in the era of participation trophies and rewards for completing work, these kids received accolades whether they under-performed or not.

Now, as adults in the workforce, Millennials possess certain expectations from their upbringing. Not all are bad for the evolving workplace. The younger cohort prioritizes digitalization, a healthy work-life balance, and care about the environment. Caraher reveals they’re a vocal crowd, helping companies fortify themselves for the future.

From her decades-long experience in managing an intergenerational workforce, Caraher gives On the Way to New Work 5 principles in how to work with these young game-changers.

1.“High input, low democracy”

Caraher recommends to always ask for input. Invite junior and senior employees to the table. Ask for their opinion or how they think a project should move forward. By allowing input, boosts morale and keeps employees engaged and invested. At the end of the day, management makes the decision. But show how and why this decision was arrived at. Show that their “input influence(d) a decision”. Give the context of why a decision was reached. This gives Millennials an outlet for their voice, the company fresh ideas, and reduces management friction.

2. Emphasize every job is important

Perhaps as a residual effect of the United States’ No Child Left Behind Act, Caraher suggests that Millennials do not fully understand what it means to truly deliver. The 2001 education initiative promoted testing as a method to improve students’ educational aptitudes. However, children ended up learning material only for the test, rather than truly mastering the material. Caraher cites how the University of California at Berkley started to remediate 50 percent of freshmen towards writing and math classes at the base level as a result of testing well, but being inadequately prepared to understand the material.

A working paper released by the University of Michigan states “Remediation is widespread, with nearly one-third of entering freshman taking remedial courses at a cost of at least $1 billion per year”. While the paper focuses on the economic impact of remediation, Caraher highlights the problematic nature it has caused. University grade inflation no longer measures a Millennial’s true ability to deliver at the workplace. They believe, since they’re a straight-A student, their professional work is acceptable. In reality it’s below-average work. Caraher suggests to strongly emphasize and remind a Millennial employee that each task needs high-calibre attention.

3. Give requested feedback, but don’t focus on the bad too long

Fortunately, Millennials love feedback. In fact, this generation specifically asks for annual reviews and follow-ups. For employers, this means a sizable amount of eager listeners. What Caraher points out is that employers can give feedback, but be sure not to dwell on the negative too long. Millennials will mentally check out. They believe that even though something is bad, it will likely improve in the future. For employers, managing emotions requires thought and objectivity.

Caraher compares digital products between the 1980s and the 2000s. Before the 21st century, products had to be perfected before they were released. Now it’s not uncommon for video games to be released with only 2 levels, or an app to be incomplete upon launch. Millennials take this same outlook; what may be “bad” now, is only a temporary stage; no need to dwell upon something that will inevitably change.

4. Specify how communication is exchanged

Caraher has found that laying out specific rules for communication channels is a must. Companies know they need to integrate digital tools, but too many remain ineffective in implementing their use. In her work at Double Forte, she has tapped into a method that could be useful for other business owners or human resources managers. Client-related tasks and attachments are forwarded through email. Casual, day-to-day communication happens through Slack. If someone needs to be reached in an emergency, pick up the phone and call them. It may take a bit of getting used to, but streamlining communication means edifying businesses processes.

5. Establish a corporate alumni program

It’s not a common business practice, but it could be a competitive tool in employee retention and satisfaction. Caraher argues that it’s amongst the best things for the sustainability of a business. It’s not a common practice. One could say it comes at direct odds with the understood policy of keeping in touch with former employees: a company simply does not. According to Caraher, 51 percent of companies have a written or understood policy not to rehire once an employee leaves. Once an employee leaves, they become  person non gratis. Caraher thinks this is a lost opportunity. In her research from her second book, The Boomerang Principle, Caraher discovered companies become more efficient with rehires. After all, they already understand the management, the role, the processes. They will churn out productive work sooner than a recent hire. PayPal has a policy that allows an employee to return within 2 years and receive the same benefits and tenure. Caraher suggests that a corporate alumni program gives employees a place to network and reach out, but also gives companies an advantage in recruiting talent.

Intelligent absence management

At absence.io , we’ve taken the stress out of an exasperating work task: handling team absences. Companies like MyTheresa and Check24 easily manage their employees’ planned (and unplanned) absences.

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The post Is Hell Millennials in the Workplace? Millennial Whisperer Lee Caraher Gives Managers 5 Strategies to Survive appeared first on Happy Employees, Happy Employers - Our Blog!.