Getting Serious About Handling Insubordination at Work

Insubordination at work can take on many forms but it is most clearly defined as an employee’s refusal to perform their duties or adhere to the rules of an organization. Every workplace has a strict set of principles it follows, and the culture of the workplace can often hinge on the regulations to ensure that every employee operates under the same work conditions. Handling insubordination is a very delicate matter and requires the involvement of HR and more senior members of management when these regulations are repeatedly ignored.

Mutual respect and understanding are cornerstones of any workplace and maintaining this balance is critical for any organization to thrive. Employee insubordination is not a pleasant experience for anyone so the faster it is managed, the better it is for the workplace at large.

Image: Pexels

Getting Started: Defining the Concept of Insubordination at Work

Workplace insubordination is defined as the intentional disregard for the organization and its principles, often occurring repeatedly in a way that disrupts the workplace. The defiance of rules and regulations or the subversion of the employer’s authority is not ideal in a work setup and can bring the entire workplace down. When an authority figure provides reasonable orders within the legal expectations of the employee to perform and the worker refuses to follow through, it is reasonable to consider this to be insubordination.

Minor workplace disagreements are natural in any work setting and can most often be resolved by a simple discussion between employer and employee, however, when no resolution can be reached and the behavior occurs repeatedly, employers are placed in a position where they have to take more serious action to handle the insubordination.

In some cases, an employee may not be aware of the regulations in the first place, or they might misunderstand the employer’s instructions and perform differently than expected. These incidents aren’t treated as insubordination as there is no willful disregard for the employer’s authority. A simple re-explanation of the instructions is usually sufficient to set things back on track. 

On the other hand, when the behavior is intentionally repeated and the employee becomes heated while engaging in actions that go against the organization, it becomes important for the employer to step in.

Examples of Insubordination at Work

When employees become more vocal about their rights or express minor dissatisfaction with the organization, it is better to respond to the situation with an open mind and understand their concerns so they can be addressed. However, not all concerns are presented in a way that is professional, and these cases of insubordination at work are easier to identify. Examples of insubordination within the workplace include: 

• Refusal to complete the tasks assigned
• Regular disregard for the work timings where the employee operates on their own schedule and comes in late to work very frequently
• Non-compliance with safety protocols despite having the training necessary to understand and follow the procedure
• Inappropriate language used against the employer and other employees 
• Disinterest in working according to the guidelines of any given assignment 
• Blaming the employers or coworkers for every error with their work and refusing to take responsibility when feedback is given
• Refusing to attend scheduled trainings, meetings, and other mandatory discussions
• Ignoring policies and behaving in a way that has been discouraged by the guidelines provided to the employee 

Spreading false information, bad-mouthing coworkers, and sharing disparaging remarks on a public platform can also be seen as insubordination, especially when these behaviors are explicitly forbidden by the employer. Disrespectful behavior has no place within the work environment and can affect other workers who witness the behavior as well. 

Effects of Insubordination Within the Workplace

When insubordination occurs in an organization, it affects the relationship between the employer and their manager, as well as the other employees who witness such behavior. When one employee becomes disrespectful repeatedly, others are put in an uncomfortable position after being constantly surrounded by the negative behavior. Coworkers of the dissenting worker are forced to take on more responsibilities to cover for the insubordinate employee and their own work slows down as a result. 

When an employee ignores safety procedures, it can threaten the well-being of all the employees in the vicinity. When faced with constant negative talk, employees might find their mental well-being under strain. 

Additionally, when the employer’s authority is constantly undermined with no consequences, others might also start to adopt a similar attitude and behave in the same way. The employer will have to then choose between ignoring the behavior across the board or punishing all the employees for such behavior, which is counterproductive.

Handling Insubordination Can Be a Tricky Task, but It Needs to Be Addressed Quickly

There are varying degrees of severity when it comes to insubordination, and as a result, employers need to respond in a way that suits the situation. Passive insubordination is harder to detect, where the employee pretends to agree with the employer but continues to disregard their rules. 

When an employee comes late to work every day, it may be a simple case of absenteeism rather than their desire to subvert the authority of their employer. If this behavior occurs in isolation without any other signs that the employee is resisting the employer, handling the situation may only require minor corrective action.

On the other extreme end of the spectrum, gross insubordination and a blatant disregard for the employer are not as common but are highly inappropriate for the workspace. Here, employees might bring a threat of violence to the job and this can be met with immediate termination. The degrees of insubordination might vary, but all forms of it affect the productivity within the organization and should be dealt with swiftly. 

Understand the Severity of the Issue

Handling insubordination within the workplace begins with a comprehensive understanding of what is going on. One snide remark slipped under their breath may be an unwelcome behavior, but it can be attributed to a minor slip in judgment and left at that. When such behavior occurs more frequently or is presented very overtly, it should be noted at once. Conduct a thorough investigation into the situation each time.

When managers regularly interact with workers and oversee their functioning, it is much easier for them to spot the early signs of rebellious behavior. Collecting incident reports and recording issues in detail can go a long way and help determine what an appropriate response should be with every employee.

Understand the Employee’s Rights

Behaviors considered to be signs of employee insubordination can occur as a result of their dissatisfaction with the rules and regulations of the organization that place an unfair expectation on them or don’t sufficiently account for their well-being. Ensure that the regulations are fair and follow all the legal requirements presented by the EEOC and DOL. Under the National Labor Relations Act, employees are allowed to ask for change within the workplace without their request being perceived as a disregard for the employer’s authority.

If the employee is advocating for a different set of rules and regulations or has rallied up forces to discuss union activities, check with legal teams to understand what is within their rights so you are informed about the employment laws that protect them.

Speak to the Employee and Understand Their Perspective

Insubordination at work might occur due to stressors in the employee’s personal life and may not be a reflection of how they perceive their employer. Having a calm conversation about the behavior with them might clear the air and provide some insight into what can be done about the situation. If an employee needs to have a lighter workload or a flexible workload temporarily, they might be able to attend to their work with a better attitude.

Discussing the various examples of insubordination with them might also serve as a way to remind the employee of what behaviors will not be accepted within the workplace so they have a chance to take corrective action on their own before the organization steps in.

Re-establish the Rules and the Consequences of Such Behavior 

For minor violations, an employee might be let off with a warning before more serious actions like termination can be considered. Employers can give the employee a warning about their behavior and reiterate the rules surrounding such behavior. 

Clearly map out what might occur if the employee ignores the rules again so that they cannot claim that they were unaware of the consequences when more severe action is taken. Even when such discussions are held, ensure the details are written down and a record of the warning is maintained. 

Take Disciplinary Action

If a verbal or written warning does not correct the employee’s insubordination, then more severe action might be necessary. Some corrective strategies can be considered such as mandatory training or work under supervision, however, those are not all an employer can do. 

A suspension or termination might be appropriate depending on the severity of the situation, once you determine its necessity and establish that no ethical or legal violations are occurring against the employee.

Every communication with the employee needs to be conducted in a calm and professional manner, with no derogatory language use or negativity towards the employee. Ensure all the necessary considerations are made for making their transition out of the organization as straightforward as possible. 

Train Managers on Handling Insubordination 

Insubordination in an organization can grow when the employees do not take their managers seriously or when the manager is also callous and disrespectful. Ensure that managers are trained to treat the employee professionally and know how to reassert their authority when it is needed without becoming confrontational. The better they understand their own authority and the consequences of wielding it, the easier it will be for them to keep things under control.

Ensure the Rules and Regulations of the Workplaces are Explicitly Stated 

Every organization should take care to keep its employee handbook up-to-date and contain detailed elements of the work culture and essential regulations so there is never any confusion about what is and isn’t allowed. Regularly updating the policies when any changes are made and informing employees of the change will help serve as a reminder of the regulations of the organization.

These basic elements should help with managing insubordination quickly without any hasty actions that hurt the company in the long run. 

The post Getting Serious About Handling Insubordination at Work appeared first on The HR Digest.

Source: New feed