Finding similarities in unrelated things is almost always the first step toward a good idea. For most companies, Tuesday and Friday are basically the same day (1). If a good idea on Friday is a bad idea the rest of the week, there should be a reason. An office inviting clients onsite during the first half of a week might benefit from a 'casual Friday' concept.
But for most others?
The variable dress code is an extra line in the employee handbook. I've never heard about a company going into the red because of dress-code induced performance decline. Simplifying the employee handbook does not result in obvious immediate impacts, of course, but I suspect over time the consistent commitment to encouraging good ideas will pay off.
At the very least, having one less thing to think about will give everyone time to worry about something new. Anyone up for a lunch-and-learn about maintaining good posture while seated at a desk?
Footnotes / imagined complaints
1. Well, what about 'Hump Day'?
It could be, though, that the daily experience for employees differs significantly even if each day of the week is, from the company's point of view, more or less the same. For most people, the experience of Tuesday and Friday differ significantly enough to see 'Casual Friday' as logical ('logical').
I'm reminded here of how my perception of the workweek changed as my first job evolved. In my first year of work, I got the most done on Monday. This was because I was new and needed help. I found Monday was always the best day to get others to chip in with their knowledge or advice.
As I increasingly defined my role and took a more autonomous approach, Monday became the least productive day. The reason was the same but the positions were reversed: people were now asking me for help and I spent a lot of my Mondays responding to these requests. Eventually, Friday became my most productive day of the week.
