Professionalism in the workplace was once as common as sand in the dessert. When I walked into any new office, I knew what to expect: Business suits… Pleasant smiles… Respectful debates and conversations… And lots of hard work. But what happened to all that? In many companies, especially the mid-sized to larger ones, it seems that it’s Missing In Action (MIA). It’s not that the companies don’t want to keep professionalism alive, but other forces seem to be pushing them in another direction.
I’ve asked everyone in my professional network the same question: What are your biggest challenges in today’s workplace. Invariably, some version of Professionalism in the Workplace was the number one challenge of nearly every respondent… And in the top three answers of every single respondent.
So, What is Professionalism in the Workplace?
According to the professionals I work with, along with the research I’ve done online, professionalism in the workplace boils down to 3 main components:
- Showing up and doing your job to the best of your abilities each and every day.
- Looking the part
- Acting the part
Let’s define each of these:
Showing up and doing your job to the best of your abilities each and every day
This component is second biggest professionalism-related concern in today’s workplace. It would be easy to blame this issue on the work from home model. Afterall, when you’re at home, it’s easier to be distracted by the many home chores or projects that need to be done. But this issue isn’t confined to people who work from home regularly. Even in the workplace, there are strong distractions that keep us from performing our work-related tasks… Some of them implemented by well-intentioned management.
For example, one trend among mid-sized to larger companies today is to support and encourage the use of chat rooms for various special interests. There’s a chatroom for working moms to share ideas about how they manage a work-life balance… One for single parents for basically the same purpose… One for LGBTQ pride and/or LGBTQ issues where participants share info about current events of interest to this community or what they wish everyone else understood about them… Another for generic diversity and inclusion… Still another for cute pics of pets, etc. Some companies have upwards of 10 chat rooms that they encourage their employees to frequent.
Every one of these chat rooms has a purpose and can be helpful to those who need this little bit of extra support. But every one of these chat rooms also distracts from performing actual work-related tasks. Yes, of course, we realize that some distractions are healthy and helpful. But when an employee spends hours each workday in a chat room, it significantly decreases their productivity… Which significantly reduces their value to the company.
Looking the Part
Of these 3 components, the second, looking the part, is of the least concern… Mostly because it’s the least abused of the three components. As many companies have more relaxed dress codes and/or have more and more employees who work from home, “looking the part” is a fairly easy rule to comply with.
But just for the sake of thoroughness with regards to professionalism in the workplace, let’s spell it out. If your company’s dress code is business casual, don’t come in wearing gym shorts. If your dress code is casual, don’t come in wearing your PJs or last night’s party attire. And if an executive is paying a visit to your office, dress it up just a notch. It won’t kill your personal vibe to dress a notch higher once in a while. Even if you have a personal conviction to showing the world your individuality (which I applaud, by the way), realize that it is “personal,” which means it’s not necessarily professional, especially for an executive visit.
Oh, and if there’s a SCHEDULED executive or client visit to your site, maybe consider NOT dyeing your hair florescent green just for the meeting… And don’t show up in jeans and gym shoes. Such an action may not be intended as a disruption or an unprofessional social statement, but it will give the appearance of just that.
Acting the Part
Now, here is where I got the most feedback from professionals about professionalism in the workplace: Associates today are just not acting the part. But what does acting the part mean? Well, based on my research, it means speaking professionally and respectfully… With your words, your tone, and your body language (even if you’re on a Zoom call)… Being open-minded and respectfully honest… Respecting others’ time (be on time and don’t waste meeting time talking about unnecessary or personal topics)… Listening to understand… Asking probing questions, not gotcha questions… And definitely not a question that has already been answered… Being accepting of feedback and others’ opinions, thoughts, and suggestions… Completing work on time… Or, here’s a thought: be EARLY with turning in any work products required… Challenging appropriately… And being accountable, not blaming.
Real Stories About Professionalism in the Workplace… Or Lack Thereof
All of the above may seem blatantly obvious to you. If so, you’re likely one of the many professionals currently lamenting the latest crops of recruits. I’ve spoken with executives, middle management and line management personnel from across a number of business types… Including financial services, distribution, manufacturing, tech companies, the medical industry, the service industry, engineering, public service, real estate, insurance, the legal community, military, and more. The following are real stories from their experiences.
Problem Solving Process
One engineer I know was confused as to why a new engineer… Who was actually hired in at 2 levels above her… Didn’t seem to know how to even go about solving a problem. Afterall, that’s what engineers do, right? They solve problems. So, she asked the new guy, “What is your problem-solving process?” His response left her even more lost: “I have a 3-Step process. Step 1 is to forgive myself for not knowing the answer to the problem. Step 2… And Step 3…” My engineer friend then patiently explained to her new colleague that… While those steps may be required to get him to the mental and emotional state where he can solve a problem… They don’t really address the problem-solving process itself. Then, she explained her problem-solving process, hoping that he could grasp it.
The Ideal Job
Actual conversation I had with a peer several years back: Him: My ideal job is the ‘idea guy.” The guy who comes up with the ideas that others implement. That’s what I want to be. All this designing and resolving issues is not for me. Me: I don’t think that’s an actual job here or anywhere else. Him: Sure it is. Ideas are where the big bucks are. Me: Yes, great ideas CAN produce big bucks. BUT it’s about more than just coming up with a great idea. You actually have to prove it works… Hold on to your hat!… By actually planning, designing, overcoming obstacles, and implementing the idea YOURSELF. Nobody’s going to just trust you to lead them if you don’t lead by example first. Him: blank stare.
Review Time Means Addressing Your Strengths and Your Weaknesses
One of my tech exec friends had an annual review scheduled with one of his associates. During the process of the review, he first reviewed all of his associate’s strengths and praised her for those. But when it came time to address her areas for improvement, the associate burst into tears. She was totally unprepared for that discussion. The exec asked her to take a break and get herself to a point where she could continue the conversation. Instead, she went directly to HR… Still crying… And said she had never before gotten any negative feedback and didn’t think it was fair that she should have to hear any.
Well-Deserved Time Off?
An attorney… who built his firm working 12+ hour days across many years… And continues to work 12+ hour days, despite the fact that the junior associates in his office arrive no earlier than 9am… Usually later… And leave promptly at 5pm every day… Decided to take a Friday off. Distributing work that needed to be completed among his employees, one of them asked “Why do we have to work on Friday when you’re taking the day off?”
Wearing Your Pride
I was assigned to schedule and mentor a large group of summer interns at my company. One intern showed up for her first day of work wearing her “Miss Something-Or-Other” Beauty Queen crown. When I explained that a crown really wasn’t workplace attire, she countered with “I’m proud of my life’s accomplishments, and I should be allowed to display them on my person. You display your workplace awards and certificates in your office.” Me: A crown is not a workplace achievement. Leave it at home.
So Much Diversity and Inclusion Discussion That Productivity is Severely Impeded
A low-level manager friend, who is very focused on productivity, attended what she considered an excessive number of diversity and inclusion meetings. In one “all hands” meeting, yet another diversity initiative was presented. The senior manager announced the creation of a new chat room for LGBTQ Pride discussions. He explained that the chat room could be used for promoting various Pride events. He went on to explain the difference between the LGBTQ Pride chat room and the LGBTQ Issues chat room.
Then, he added that this latest chat room is in addition to… Then proceeds to name off 8 other specialized chat rooms… Single Parents… Working Moms… Caregivers for the Elderly, etc. My friend raised her hand: “Serious question: where’s the ‘do your job’ chat room?” The senior manager laughed, but the point was clear. They’re encouraging … and getting… significant engagement in all these chat rooms… to the point that productivity has suffered greatly.
Facts vs. Feelings
A quality assurance lead at a bio-medical device design company was invited to a meeting to discuss a specific quality issue the company was experiencing. As any good QA lead would do, she gathered all the data surrounding the issue to help in the process of identifying a solution. After presenting the empirical data, a colleague responded with simply, “That doesn’t feel right.” QA Lead thinking: “What does that feel like?” But what she actually said was, “OK, what data do you think I’m missing?” Colleague: “Oh, I don’t think you’re missing any data, but it just doesn’t feel right. I feel like we should be focused on X instead.” QA Lead: “What data or scenarios can you share that indicate an issue in X?” Colleague: “I don’t really have any data or examples. It just feels like the issue is there.” QA Lead: mental facepalm.
Taking Initiative and Risks
An attorney has multiple 20- and 30-somethings working in his office. He often challenges the junior associates to take risks… and to at least take the initiative… as he often has to spell out, step by painstaking step, the process of filing court documents. On one occasion, he provided a stack of documents to a junior associate, along with the exact template required to file a specific document with the court. When the associate returned the document… (only after being asked)… It was a paper with all the data requested, but simply listed on the page… Not in the format required by the court. When questioned why, the associate simply explained that he was taking a risk in doing things a little differently. Now the attorney has to explain that taking the easy way out is not a good risk to take.
The same attorney asked another junior associate to prepare a document to be filed with the court and provided the data via a file… And noted that the document needed to be ready on x date (5 days later). On the morning the document was to be filed, he still had not received it from the junior associate. When he asked for the document, the associate said she was unable to open the file he sent. She had not even opened the 2nd email… Entitled How to Open the File I Just Sent You… That the attorney had sent immediately after sending the first file.
What to do?
With all the frustration being felt through all levels of so many businesses, we’re thinking the current trend of catering to “snowflakes” may be exacerbating the problem, rather than alleviating it. Don’t get me wrong! Not a single person I talked to has any issue with diversity and inclusion. Quite the contrary, in fact. They have graciously accepted and applied their diversity and inclusion training into every facet of their work. What they’re struggling with is a return on their investment. After all, they are professionals and have an obligation to provide a high level of service to their customers… And real, monetary value to their shareholders.
All the programs for managers were designed to produce happier, more satisfied employees… Because happy, satisfied employees are more productive, right? However, that doesn’t really seem to be panning out the way it was intended. Employees seem to be less satisfied and more unhappy than ever before… And constantly demanding more caving to them and their “needs”.
There needs to be give and take in any successful relationship. That includes the employee/employer relationship. But over the last 10 years, that balance has become very one-sided. So, how about… Instead of just teaching professionals to be more diversified and inclusive… We also teach the newcomers about professionalism in the workplace? I see an entire industry being created to solve this giant gap. The following list of suggested bootcamp courses is only partially tongue-in-cheek… And I’m tempted to come out of retirement to put this program into place myself to help restore professionalism in the wokrplace. Enjoy!
Professionalism in the Workplace – Bootcamp Courses
100 Series – Just the Basics
- Freshman Orientation: Work: What it is, and Where it is
- Manners 101: Please, Thank You, and You’re Welcome
- Facts vs. Feelings and Wants vs. Needs: Know the Difference
- Respect 101: I Have a Valid Opinion… And So Does Everyone Else
- Logical Brain vs Emotional Brain: Which Do We Use at Work?
- Sometimes the Truth Hurts – That Doesn’t Make It Untrue
- Your Triggers Are Exactly That: YOUR Triggers. Learn to Manage Them Without Impacting Others
- Push and Pull 101: Meeting Deadlines with Quality Work, Without Mistakes or Reminders
- Job Security 101: An Introduction to Minimum Standards
- Earning Trust 101: Being Honest & Eager to Go Above and Beyond
200 Series – Getting In Touch (prerequisites: passing grade on final exam of 100 Series classes)
- Nobody Thinks I’m Special
- Why I Didn’t Get a Trophy
- How to Take Feedback
- Getting in Touch with Your Inner Adult
- Fair Is a Place for Funnel Cakes (Don’t Expect the Same Rewards Others Get When You Didn’t Earn Them)
- Job Security 201: Understanding Qualitative and Quantitative Standards and Expectations
- Documentation and Communication 201: Spelling, Grammar, and Proper Usage of Language
- Gossiping and Wolfpack Mentality: Why They’re Unprofessional (and Dangerous)
- Earning Trust 201: Being Consistently Reliable and Taking Pride in Your Work
Advanced Series – Adulting (prerequisites non-negotiable: passing grade on final exam of all 200 Series classes)
- Actions Have Consequences – Owning Up
- Being Accountable
- How to Handle the Many Occasions in Life When I Don’t Get My Way
- Taking Initiative and Risks… Responsibly
- Job Security 301: Earning a Raise, Bonus, or Promotion by Exceeding Standards
- Attitude 301: Be Passive or Aggressive, But Not Both
- Empirical Data Trumps Feelings Every Time
- Office Mythology: My Pronouns Are Key to My Success, Safe Places, and Other Workplace Myths
- Say This, Not That: A Guide for How to Say it Professionally… Or Don’t Say it at All
**Remedial Courses Offered As Needed
- Leave Linus and Maggie at Home: How to Wean Off of the Paci or Blankie
- Suck It Up 101
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