{"id":25155,"date":"2023-08-25T12:40:00","date_gmt":"2023-08-25T12:40:00","guid":{"rendered":"https:\/\/businessyield.com\/?p=25155"},"modified":"2023-09-30T22:17:11","modified_gmt":"2023-09-30T22:17:11","slug":"insubordination","status":"publish","type":"post","link":"https:\/\/businessyield.com\/terms\/insubordination\/","title":{"rendered":"INSUBORDINATION: Best Workplace Practices & All You Need","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Employers can handle insubordination in the workplace in various ways, but the most direct approach for a larger percentage of the population is always to fire the employee. However, you must understand insubordination is something that occurs regardless of ethics or camaraderie among employees. So before responding to an insubordinate employee, ensure that they know about the company’s policy regarding compliance. Also, confirm employees in the Human Resources Department possess a ton of knowledge in specific instances of employee disruptions.<\/p>

In the meantime, we will go over all you should know about insubordination in the workplace. <\/p>

Overview<\/span><\/h2>

A staple in most TV police dramas shows a rogue detective who tests the limits, goes against the Captain’s advice, and is shouted at for insubordination; but then captures the bad guy. All is forgiven, of course.<\/p>

In the business sector, insubordination rarely leads to forgiveness and praise; rather, it is usually a precursor to termination. Employee insubordination to a manager can result in a weakened department, a lack of confidence, and low morale. Other employees will be in confusion about what they need to accomplish if one employee repeatedly defies a manager’s directions.<\/p>

As a result, you must be aware of insubordination and how to handle it in the workplace.<\/p>

What is Insubordination? <\/h2>

The dictionary definition<\/a> is \u201cdefiance of authority; unwillingness to obey orders.\u201d However, most workplaces aren’t set up in such a way that managers can anticipate flawless conformity to management direction. Professional-level personnel often receive a great deal of independence in how they approach their work. Good managers understand that their direct reports are the experts in their fields and rely on them to speak up.<\/p>

In most cases, the distinction between insubordination and pushback is how the employee tackles the situation. Insubordination occurs when an employee disregards a manager’s directive and performs something else. If an employee approaches the boss and explains why the management’s rules are a bad idea, a conversation occurs, and they eventually agree, that is pushback.<\/p>

Examples of Insubordinate Behaviour<\/h2>

Recognizing the signs of insubordination is the first step in combating the problem. Insubordination is any deviation from the manager or a superior’s instructions. However, there must be an intentional element to it in order for it to be viewed and rebuked as such. As a result, distinguishing between mistakes that can be handled as typical blunders and blatant insubordinate behavior is crucial.<\/p>

Therefore, some staff behaviors that may easily be characterized as insubordination include the following;<\/p>

#1. Intimidation or Harassment<\/h3>

Your workplace should have a zero-tolerance policy for intimidation and harassment. At work, people need to feel safe and secure, and any employee who threatens their coworkers or bosses should be examined quickly. The policies and procedures for dealing with workplace harassment should also be stated in the employee handbook. <\/p>

Launch an investigation, make a notation in the employee’s file, and assess whether more disciplinary action is warranted.<\/p>

#2. Abusive Language <\/h3>

Cursing is frequent, and if it is used as a normal part of the workplace it does not need the adoption of insubordination prevention techniques. Insubordination, however, comes into the picture when harsh language is used in an abusive manner without provocation as a result of something the management said or did. The action should be noted, but the intensity of the moment should also be considered. It should be mentioned in the file if the outburst was a one-time occurrence. If this continues, it can lead to insubordination and perhaps termination.<\/p>

#3. Confrontational Actions <\/h3>

In the workplace, people will almost always have diverse ideas, and a subordinate who disagrees with their management or boss is not inherently insubordinate. However, it can be seen as such if they confront and dispute with their superior in front of the rest of the team. <\/p>

When someone acts combatively to the manager openly or publicly questions their authority, it can contribute to low morale. Such issues should be discussed behind closed doors. Defaming another person, spreading rumors that cause division among coworkers, and making improper comments on a frequent occasions are all examples of confrontational behavior. Confrontational activities should be documented as much as possible in the employee file for disciplinary review.<\/p>

Each of these insubordinate behaviors necessitates a prompt and decisive response. Some forms of insubordination, on the other hand, are more subtle yet nevertheless harmful. Here are a few examples:<\/p>

#4<\/strong>. Sabotage <\/strong>\u2014 an employee silently going behind their manager’s back to undertake duties that were specifically unsupported \u2013 is less visible, but just as destructive to the manager’s reputation and team morale.<\/p>

#5<\/strong>. Failure to Perform<\/strong> \u2014 when an employee is plainly assigned a task and chooses to ignore or refuse to carry it out. But then if they have any ethical or legal issues about the order, they should speak with the manager immediately and express their concerns explicitly. A failure to perform necessitates a written record, as well as the employee’s excuse, to be on file if the employee’s stance isn’t expressed.<\/p>

What Constitutes Non-Insubordination?<\/h2>

The following are not examples of insubordination:<\/p>