How to Address Poor Performance & Insubordination

Employees do not always perform or behave as expected by their employers. When an employee displays inappropriate actions or poor performance, her employer must address the issue. If not, the employee will most likely continue her unproductive behavior. Her superior must handle the employee in an appropriate manner to set a proper example and to avoid violating company rules and employee rights.

Instructions

Determining If There is a Problem

1. Know the difference between poor performance and insubordination. Poor performance occurs when the employee fails to perform his job to an acceptable degree. Insubordination is a form of misconduct, such as failure to adhere to a written or unwritten occupational rule.

2. Handle an insubordinate employee speedily and decisively. If you ignore an insubordinate employee's behavior, your other employees may view his behavior as acceptable, leading them to emulate it and him repeating it.

3. Inform the employee that insubordination will lead to disciplinary action, such as suspension or termination. If the employee obeys your orders thereafter, then no further action is necessary. Record all incidences of insubordination in the employee's personnel file. Refer to the file if he misbehaves again.

4. Ask the employee why he chooses to disobey your instructions, if you feel there could be an underlying issue for the insubordination. Keep in mind the employee could be upset about something or has trouble understanding her tasks. Regardless of the reason, address the problem head-on.

Working on Resolving the Problem

1. Provide counseling to the employee. Through effective communication, a supervisor can resolve the majority of her employee's performance problems. Set up a counseling session where you can reinforce your expectations and go over any performance problems.

2. Give the employee a chance to improve his performance if step 1 of this section is ineffective. Create a performance improvement plan specifying the opportunity period allotted to the employee to improve his performance. Be clear in your expectations and about the consequences should the employee fail to meet your standards. Depending on the employee's overall experience and the job type, you can offer the employee assistance, such as training or close supervision.

3. Do not take further action if the employee has met your expectations during the opportunity period--simply keep encouraging and offering her feedback. If the employee has still not improved his performance, decide on the best course of action, such as demotion, reassignment or removal from the position. Before making a decision, check with your human resources department to know your responsibilities.

References

• U.S. Office of Personnel Management: Resource Center for Addressing and Resolving Poor Performance
• Employers Rights Legal: Failure to Handle the Insubordinate Employee Affects Your Ability to Manage