How to Handle Insubordination
Insubordinate employee behavior such as disobeying orders and breaking company policies, can cripple a workplace. As a manager, it's important to deal with these difficult issues before the behavior worsens or spreads. Allowing undisciplined behavior to continue undermines your authority and sets a bad example for other workers.
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Instructions
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Consult company policies for an accurate definition of insubordination and your recommended actions. Use the regulations as a guide as you make tough decisions and recommendations. Ensure that you're not overstepping your boundaries or undervaluing your authority. Contact your human resources department for advice and possible mediation.
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Keep detailed documentation of infractions. This establishes a pattern of purported inappropriate behavior and can also prove that you're not "out to get" well-meaning employees. Remain objective as you list the dates, times and specific events as close to the actual occurrences as possible.
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Confront the employee about his behavior. Schedule a private meeting to discuss the nature of his actions. Provide company policies that support your position as well as concrete examples of the behavior you find objectionable. Inform him of the consequences if his actions continue.
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Issue oral and written warnings as necessary to demonstrate the seriousness of the situation. Backing up your position with professional reprimands demonstrates your commitment to prevent insubordination. This decisive behavior might even persuade an insubordinate employee to make corrections to prevent further disciplinary action.
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Avoid loosing your cool when handling insubordination. Getting into a shouting match can work against your previous positive actions. Watch your body language and tone of voice to prevent making the situation more heated. Refrain from launching personal attacks or making threats.
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Tips & Warnings
Monitor the employee's behavior closely to assess for improvement. Acknowledging positive changes can serve as motivation. Allowing employees the opportunity to defend themselves can uncover personal issues that are affecting job performance. If termination is deemed necessary, handle the process with a cool demeanor.
Avoid badmouthing insubordinate employees. Understand that your managerial qualities will always be assessed.
