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Bosses rely on the people working under them to get things done. But what to do when the employee misbehaves or goes against the boss’s instructions?Though generally rare, insubordination can occur in any workplace.
- An insubordinate employee is one who refuses to obey or comply with a supervisor’s or manager’s legitimate and reasonable orders.
- Insubordinate workers can refuse to perform or complete assigned tasks, disobey company policies or procedures, or publicly challenge or criticize their supervisors or bosses.
- Insubordination can range in severity from purposeful negligence and passive resistance to active disobedience and open threats to authority.
In the rarest of rare cases, insubordination may involve verbal or physical abuse of a supervisor or coworker.
No boss likes insubordination. However, disciplining an insubordinate employee can be tricky, given the employee rights and unions.
How to discipline an insubordinate employee?
- Disciplining an insubordinate employee must be fair and uniform, whether it’s a side chat or a firing.
- Do not let your ego get in the way of delivering an exemplary disciplinary response.
- Do not take insubordination lightly, as one small leak may lead to a deluge.
Some steps to consider when disciplining an insubordinate employee:
- Document the behavior: Keep detailed records of the insubordinate behavior, including dates, times, and witnesses. Get a video recording of the act from the CC cameras, if possible.
- Investigate the situation: Talk to the employee in the presence of a witness. Get witnesses to submit detailed information about the incident.
- Communicate clearly: As soon as possible, clearly explain to the employee their specific behavior that is considered insubordination, explaining how it violates company policies or standards.
- Issue a warning: Issue a verbal and/or written warning to the employee, outlining the consequences of repeat or continued insubordination.
- Take disciplinary action: If the insubordinate behavior continues or recurs, take disciplinary action, such as a pay cut, suspension, or termination, as per your company’s policies.
- Follow up: Monitor the employee’s performance after disciplinary action has been taken to ensure that the insubordinate behavior has stopped.
Always follow your company’s policies and procedures. Consult the human resources or legal department if your company has one. If any doubts, talk to the higher bosses.
How To Handle Informal or Minor Insubordination?
Here are the five steps to handling informal insubordination in the workplace:
Step 1: Clarify expectations from the employee.
Be clear on what you want. Be clear on what you’re saying no to. If your employees aren’t familiar with the content, they may misunderstand and take it the wrong way. Make sure the employee understands the gravity of the situation.
Step 2: Be direct in your communication.
Be direct. If they’re not listening or listening very well, point out that this behavior isn’t acceptable. The erring employee must acknowledge their unacceptable behavior.
Step 3: Remain calm and composed.
Say it in a way that’s not aggressive or intimidating. If you say it curtly, they may feel like you’re attacking them and come back at you.
Step 4: Confirm they understand the instructions.
Make sure they understand exactly what you have asked them to do. If necessary, have them write or record (on their phone) what you want them to do.
Step 5: Appreciate and promote good behavior.
Once the employee meets your expectations, and you are satisfied with the work, appreciate them for their help. This prevents future chances of insubordination.
How To Handle Formal or Gross Insubordination?
For the more serious breach of official orders, here is a practical procedure:
1. Do not take it personally.
First, whenever insubordination occurs, do not take it personally. It means the offending employee did not target you as a person, but your position in the company. It means the rebellious worker would have done it to anyone else in your position.
2. Do not lose your temper.
Second, do not lose your temper. The unexpected disobedience may take you surprised and make you angry or hurt. However, the best response is not to react immediately with aggression or break down.
3. Remove yourself from the situation.
Third, move away from the situation to some neutral or safe space. Insubordination can cause emotional overload. Moving away may be a necessary measure, especially for a female employee facing physically or emotionally threatening insubordination.
Once away, gather your thoughts and control your emotional surge. You may take help from a supportive colleague to figure out the situation better and plan your next steps.
4. The 5-Step Method — Establish, Communicate, Record, Plan, Implement.
Fourth, use the following 5-step method to discipline the insubordinate employee:
- Step 1: Establish that willful insubordination has occurred after the employee clearly understood the direct orders.
- Step 2: Communicate the unacceptability of the disobedient act in a firm, professional, and empathetic tone.
- Step 3: Record the event and bring it to the notice of the human resource personnel and higher authorities.
- Step 4: Plan a future course of action relating to the act and possibly further such acts, without feelings of retaliation.
- Step 5: Devise and implement measures to prevent similar acts from the same or other workers.
How to handle unintentional insubordination?
Sometimes, insubordination can be unintentional, and the employee does not realize they are committing one unless it is too late or until a coworker or the superior points it out.
In such situations, an inquiry may find that the act was indeed unintentional. The errant employee may not have read, or been told about, the organization’s exclusive policies on permissible behaviors and insubordinate behaviors.
In such cases, the insubordinate employee can still face disciplinary action (but not as harsh if it was otherwise). They can be asked to read and be tested on the policies of the company.
Final Words
Insubordinate employees can be frustrating for managers and business owners. For one, they abruptly break the workflow and chain of command.
If not adequately and timely disciplined, they would impede work, create conflict, and cost money.
Please remember to keep the disciplinary action fair. Always first conduct an investigation and hear both the offender and victim parties.
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