Are you having trouble dealing with uncooperative employees in the workplace that refuse to follow your instructions? Then you might be faced with a case of insubordination in the workplace.
It is a common issue faced by organisations all around the globe, regardless of size or industry type, and can seriously affect the work environment and turn it hostile for other employees by causing disruptions and conflicts.
Appropriately dealing with insubordinate employees is important for the organisation’s smooth functioning and should not be dismissed or taken lightly.
In this blog, we will discuss the definition of insubordination, what constitutes insubordinate behaviour in the workplace, tips to deal with it and some common forms. We shall also discuss some examples to gain more clarity.
So if you’re a frustrated manager tired of dealing with that one employee who never follows commands, or someone looking to gain knowledge on the topic to prevent it from happening in your company, you’re in the right place!
So without further ado, let’s get started!
The form of workplace misconduct where an employee ignores willfully disobeys, or disrespects their manager or superior is known as insubordination. In other words, insubordination occurs when an employee refuses to follow the instructions of their supervisor or manager without a valid reason.
There are several different types of insubordinate behaviour in the workplace. This includes openly defying, disrespecting, or talking back to a manager or superior, refusing to follow directions, or failing to meet deadlines without stating a valid reason.
Insubordinate behaviour may also occur in the form of undermining the authority of a supervisor or manager’s authority by gossiping about them, making false allegations, spreading rumours about them or challenging their decisions in front of others.
Insubordinate behaviour is a serious matter and must be dealt with at the earliest opportunity, as dismissing or ignoring it for long periods may negatively impact the work environment, disrupt day-to-day operations in the workplace or cause a breakdown of communication.
Several different forms of insubordination can take place in a company. But at a basic level, refusing to comply with reasonable and lawful directions of a supervisor is considered insubordinate behaviour.
Some common forms of insubordinate behaviour include:
1. Openly defying a supervisor: this can include challenging a supervisor’s decision in public, aggressively arguing with them, or directly refusing to carry out instructions.
2. Disrespectful behaviour: may include challenging the supervisor’s authority by inappropriate actions such as sarcastic comments.
3. Making a work environment hostile: this form of insubordinate behaviour may not be directly aimed at the supervisor or manager. Still, it can include behaving in a manner that negatively impacts the work environment, like creating conflicts.
While insubordinate behaviour may be overtly obvious in some situations, there are some subtle forms of insubordination that might be hard to identify yet negatively impact the organisation. These forms include passive-aggressive behaviour such as procrastinating, ‘forgetting’ to carry out a task or deliberately performing it incorrectly to undermine the manager’s authority.
Some employees might purposely ignore company policies or procedures, like failing to comply with an established communication protocol or taking too many extended breaks.
Employees may create a toxic atmosphere in the workplace by spreading rumours, making false accusations or gossiping about a supervisor.
Additionally, an employee might try to micromanage their supervisor by questioning their decisions too much, insisting on things being done their way or being too critical of a particular decision made by the supervisor.
All these behaviours can be considered as insubordinate behaviour in the workplace. However, some of these behaviours may not be identified or scrutinised by the manager as the direct impact is not visible.
It is also worth noting that what constitutes insubordinate behaviour also depends on the manager’s tolerance level. For example, employees who aggressively defy their manager’s instructions may be subjected to disciplinary action. However, some ‘polite’ or unnoticeable behaviour that doesn’t affect the company’s well-being may be dismissed.
To provide further clarity on insubordination in the workplace, here are some examples.
A supervisor instructs an employee at an accounting firm to prepare a financial report for a client by following a set procedure. The employee blatantly refuses to follow the procedure to prepare the report and insists that he do it his way. This is considered insubordinate behaviour, as the manager provided a reasonable and lawful directive to complete a certain task. Yet, the employee refuses compliance without providing a valid reason.
In another instance, a manager holds a team meeting to announce some changes in the timeline of a project, during which a team member interrupts to question the manager’s decision in front of all the other team members. The employee assumes an aggressive stance and uses a disrespectful and argumentative tone. This is also considered insubordination, as the employee is undermining a manager’s authority in a public setting.
Dealing with insubordination in the workplace is never easy, but it’s important to address it promptly and appropriately to maintain a respectful and productive work environment. Here are some steps you can take to handle insubordination when it occurs:
1. Document the incident: Keep a detailed record of the incident, including the date, time, location, and what was said or done. This documentation will be important if the issue escalates and disciplinary action is necessary.
2. Address the behaviour immediately: When you witness insubordination, address it promptly and directly with the employee involved. Remain calm, professional, and specific when discussing the issue, and make sure the employee understands the impact of their behaviour on the workplace.
3. Investigate the situation: Investigate the situation if it is a case of true insubordination or pushback due to an unreasonable demand, such as a very tight deadline. If insubordination involves a dispute between the employee and their supervisor, investigate the situation to determine the root cause of the issue. Listen to both sides of the story, and try to find a solution that addresses the problem while preserving the working relationship.
4. Follow company policies: Follow the policies and procedures outlined in your employee handbook or workplace guidelines for dealing with insubordination. These policies may include progressive discipline, which involves giving the employee a verbal warning, a written warning, and then termination if the behaviour persists.
5. Seek HR assistance: If the situation is particularly complex or the employee’s behaviour is severe, consider involving your HR department. HR can provide guidance on how to handle the situation and may be able to provide mediation or other resources or even use disciplinary action to help resolve the issue.
Remember that dealing with insubordination requires a measured and thoughtful approach. Be firm but fair, and focus on finding a solution that addresses the issue while also promoting a positive work environment.
1. What are the consequences of insubordination?
Answer: The consequences of insubordination can vary depending on the severity of the behaviour and the policies of the company. Consequences can include verbal or written warnings, suspension, demotion, or termination.
2. Can an employee be fired for insubordination without warning?
Answer: In many cases, employers are required to give a verbal or written warning before terminating an employee for insubordination. However, some forms of severe insubordination, such as violence or threats of violence, may warrant immediate termination.
3. How can employers prevent insubordination in the workplace?
Answer: Employers can prevent insubordination by establishing clear policies and expectations, communicating these policies effectively to employees, and enforcing them consistently. Employers can also foster a positive work environment that values open communication and collaboration.
4. Can insubordination occur between employees at the same level?
Answer: Yes, insubordination can occur between employees at the same level. Insubordination refers to any behaviour that undermines authority, whether it is directed at a supervisor or a coworker.
5. Can an employee file a lawsuit for wrongful termination due to insubordination?
Answer: In some cases, an employee may be able to file a lawsuit for wrongful termination if they believe they were terminated unfairly due to insubordination. However, the outcome of such a lawsuit will depend on the specifics of the situation and the evidence presented.
6. Can insubordination occur in a remote work environment?
Answer: Yes, insubordination can occur in a remote work environment just as it can in a traditional office setting. Employers should establish clear policies and expectations for remote work, communicate them effectively to employees, and enforce them consistently to prevent insubordination.
In conclusion, insubordination is a serious issue that can have a negative impact on workplace morale and productivity. It can take many forms, from outright defiance to more subtle behaviours that undermine authority.
Employers must take a proactive approach to prevent insubordination by setting clear expectations, communicating effectively with employees, and enforcing policies consistently.
When insubordination occurs, it is important to address it promptly and appropriately, taking into account the severity of the behaviour and the policies of the company.
By handling insubordination effectively, employers can promote a positive and productive work environment that benefits everyone involved.
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