How to Identify and Address Insubordination in the Workplace
Insubordination in the workplace is like a ticking time bomb—it can disrupt team dynamics, lower morale, and even lead to legal issues if not handled properly. But what exactly is insubordination, and how can you address it without escalating the situation? Whether you’re a manager, HR professional, or an employee trying to navigate a tricky workplace dynamic, this guide will walk you through everything you need to know.
What is Insubordination?
Insubordination is more than just a bad attitude—it’s a willful refusal to follow a reasonable and lawful order from a supervisor. Think of it as the workplace equivalent of a teenager rolling their eyes and saying, “I don’t wanna!” but with higher stakes.
According to BambooHR, insubordination occurs when:
The employer gives a clear order.
The employee acknowledges the order.
The employee refuses to carry it out.
But insubordination isn’t always black and white. Sometimes, it’s subtle—like an employee undermining your authority or showing consistent disrespect. Other times, it’s blatant—like outright refusing to complete a task.
How to Identify Insubordination
Spotting insubordination early can save you a lot of headaches. Here are some common signs:
Verbal Refusal: An employee outright says, “No, I won’t do that.”
Disrespectful Behavior: Eye-rolling, sarcastic comments, or dismissive gestures.
Ignoring Directives: Pretending not to hear instructions or “forgetting” to complete tasks.
Undermining Authority: Gossiping about supervisors or encouraging others to disobey rules.
For example, if you ask an employee to submit a report by 5 PM and they respond with, “I’ll get to it when I feel like it,” that’s a red flag.
How to Address Insubordination
Dealing with insubordination requires a mix of tact, firmness, and fairness. Here’s a step-by-step guide:
1. Stay Calm and Professional
When faced with insubordination, your first instinct might be to react emotionally. Don’t. Take a deep breath and approach the situation calmly. Remember, this isn’t personal—it’s about maintaining a productive work environment.
2. Document Everything
As the saying goes, “If it isn’t documented, it didn’t happen.” Keep a record of the incident, including dates, times, and what was said or done. This will be crucial if the situation escalates.
3. Have a Private Conversation
Pull the employee aside and discuss the issue one-on-one. Use “I” statements to avoid sounding accusatory. For example, “I noticed you didn’t complete the report I asked for. Can you help me understand why?”
4. Set Clear Expectations
Clearly outline what behavior is unacceptable and what the consequences will be if it continues. For example, “If this happens again, it will result in a formal warning.”
5. Follow Through
If the behavior persists, follow through with the consequences you outlined. This might mean issuing a written warning or, in extreme cases, termination.
FAQs About Insubordination
Can an employer terminate an employee for insubordination?
Yes, but it’s not always straightforward. Employers must ensure the order was reasonable and lawful, and that the employee’s refusal was willful. Consulting an employment lawyer is often a good idea.
How do you write up an employee for disrespectful behavior?
A write-up should be professional and factual. Include details of the incident, the expected behavior, and the consequences of future violations.
What’s the difference between insubordination and disrespect?
Insubordination involves refusing to follow orders, while disrespect is more about attitude. However, the two often go hand-in-hand.
Preventing Insubordination
Prevention is always better than cure. Here are some tips to foster a respectful and cooperative workplace:
Communicate Clearly: Ensure employees understand their roles and responsibilities.
Lead by Example: Show respect and professionalism in your own behavior.
Provide Feedback: Regularly check in with employees and address issues before they escalate.
Train Managers: Equip supervisors with the skills to handle conflicts effectively.
When Insubordination is Justified
Believe it or not, there are times when insubordination might be justified. For example, if an employee refuses to perform a task that’s unsafe or illegal, that’s not insubordination—it’s standing up for their rights.
Conclusion
Insubordination is a challenging issue, but with the right approach, it can be managed effectively. By staying calm, documenting incidents, and setting clear expectations, you can maintain a positive and productive work environment.
If you’re dealing with insubordination, remember: you’re not alone. Many workplaces face similar challenges, and there are resources available to help.
Got questions or need advice? Drop a comment below or reach out to us—we’re here to help!
