Insubordination is one of those issues that can really test your patience as an employer. It’s frustrating because it’s the kind of thing you don’t want to deal with, but at the same time, you can’t just ignore it and hope it goes away. The good news is, with the right tools and strategies, you can handle insubordination in a way that’s fair and productive, without it negatively affect your workplace.
- What is Insubordination?
- Insubordination Examples
- Common Causes of Insubordination in the Workplace
- How to Deal with Insubordination from Employees
- When to Consider Termination
- The Legal Implications of Insubordination
- How Factorial’s Software Can Help
- Tools for tracking employee performance, goals and action plans🚀
What is Insubordination?
What is insubordination? At its core, insubordination is when an employee openly refuses to follow a reasonable order or disrespects the authority of their manager. It’s not about an employee asking for clarification or providing feedback—those are normal parts of a healthy workplace. Instead, it’s about an active refusal to comply with instructions, outright defiance, or disrespect toward leadership.
So, what does this look like in real life? It could be as simple as an employee ignoring instructions or as serious as publicly undermining a supervisor in front of their team. Insubordination can also include behaviors that challenge authority, such as refusing to attend a mandatory meeting or speaking disrespectfully to a manager.
However, it’s important to note that insubordination isn’t just about defying an order—it’s about disrupting the workplace and damaging team morale. When one employee refuses to follow instructions or openly challenges authority, it can create a ripple effect. Other team members may feel it’s acceptable to do the same, which can lead to more widespread issues.
As an employer or manager, you should address insubordination promptly to maintain a positive work environment. Understanding the behavior and recognizing the signs is the first step in managing it effectively.
Insubordination Examples
Now that we’ve answered the question “What is insubordination?”, let’s explore some insubordination examples to really drive the point home.
Here are a few scenarios where you might encounter insubordination in the workplace:
- Refusing to follow instructions. An employee is given a clear instruction to complete a task but outright refuses to do it without a valid reason.
- Challenging authority publicly. An employee argues with their supervisor in a team meeting, belittling their decision in front of the whole group.
- Disrespectful communication. An employee speaks to a manager with an unpleasant or rude tone.
- Ignoring job responsibilities. An employee deliberately fails to complete assigned work or meet deadlines without an explanation.
- Criticizing management. An employee regularly makes negative comments about leadership or company decisions.
These insubordination examples show a range of behaviors, from minor acts of defiance to more serious confrontations that can harm team dynamics. What’s important to understand is that while one instance of insubordination may not seem like a huge deal, it often sets a precedent. Left unchecked, it can snowball into more widespread disrespect for authority in the workplace.
If you encounter these behaviors, remember that how you handle them will directly influence the tone and culture of your workplace. Addressing issues quickly and fairly is key to maintaining a professional and respectful environment.
Common Causes of Insubordination in the Workplace
We can’t answer the question “What is insubordination?” fully without addressing what causes it in the first place. Employees don’t typically choose to be insubordinate without a reason. Often, underlying issues or dissatisfaction with the workplace lead to this kind of behavior.
Here are some of the most common causes of insubordination in the workplace:
- Lack of clarity in expectations. Sometimes, insubordination arises simply because employees aren’t clear about what you expect from them. If instructions are vague or goals aren’t communicated effectively, employees may become confused or frustrated.
- Poor communication. Communication is a two-way street. If a manager isn’t listening to their team or isn’t providing regular feedback, employees may feel unheard, which can lead to resentment and rebellion. Insubordination can be a way for employees to express dissatisfaction when they feel their voices aren’t being valued.
- Feeling undervalued. If employees feel like their contributions are being overlooked, they may act out in ways that undermine authority. When people feel like you don’t appreciate their work, they’re more likely to engage in behaviors that signal frustration.
- Personal issues. Sometimes, personal stressors such as family problems, financial issues, or health concerns can influence how employees behave at work. These personal struggles may manifest as irritability, poor attitude, or insubordination, as employees struggle to balance their personal lives with their professional responsibilities.
- Ineffective leadership. Employees are more likely to challenge authority when they don’t have confidence in their leaders. If a manager is inconsistent, unfair, or lacks leadership skills, employees may feel justified in questioning or defying their authority.
Creating a work environment where expectations are clear, communication is open, and employees feel valued can go a long way in preventing insubordination from occurring in the first place.
How to Deal with Insubordination from Employees
Great! So, we’ve fully answered the question “What is insubordination?”. That leaves one more important matter for us to address: How to deal with insubordination from employees.
Dealing with this kind of behavior can really test your leadership skills. It can be frustrating, especially when it feels like the issue is personal, but it’s important to handle the situation carefully, fairly, and consistently.
The good news is that there are practical ways to address insubordination before it becomes a bigger problem. Let’s break down a few key steps you can take to address this behavior and maintain a positive, respectful work environment.
Employee Performance Management
One of the best ways to prevent insubordination from happening in the first place is to keep an eye on overall employee performance. When you’re regularly tracking performance, you can spot issues early, before they turn into bigger problems. If an employee starts falling behind, missing deadlines, or showing signs of disengagement, those could be early indicators that something isn’t quite right. The sooner you identify these signs, the better equipped you’ll be to address them in a way that prevents insubordination.
Factorial’s performance management tools are perfect for this. You can track each employee’s performance over time, looking for any patterns or dips in their work quality. If you notice that a normally reliable employee starts slacking off, it’s time to check in. Having consistent performance reviews and feedback sessions will help employees feel supported and clear about expectations. It also gives them a chance to express any frustrations they might be dealing with, whether it’s a personal issue or a problem with how things are managed.
Performance management isn’t just about addressing problems—it’s about creating a healthy work environment where employees are set up for success. Regular check-ins, open communication, and 360 feedback can help nip potential issues in the bud before they escalate into behavior that could be seen as insubordination.
Documentation Management
When it comes to addressing insubordination from employees, documentation is essential. It might seem tedious, but it’s one of the most effective ways to handle difficult situations. When you document every conversation, warning, and action taken, you not only create a clear history of events but also ensure you’re being consistent and fair.
Think about it: If a situation progresses to the point where formal action is needed, you’ll want to have everything on record. Factorial makes documentation easy. You can record each instance of insubordination—whether it’s an email, a verbal warning, or an official meeting—and store it in one place. This way, when you need to refer back to past conversations, you don’t have to rely on memory or scattered notes. Everything is neatly organized and easily accessible.
Documentation also helps protect both you and the employee. If the situation escalates or if you need to take further action, having a record of your efforts to correct the behavior shows that you took the proper steps to resolve the issue. Plus, it helps the employee understand exactly what was wrong and what steps they need to take to improve. It’s all about being transparent and fair.
Setting Clear Goals
Sometimes, employees may act out because they don’t fully understand what you expect of them. When expectations are unclear, it can create confusion and frustration, which can lead to insubordination. That’s why setting clear, achievable goals is one of the best ways to prevent this type of behavior from happening.
Factorial’s goal-setting tools can help you align your team on what needs to be done and by when. When everyone is on the same page and knows exactly what their responsibilities are, it becomes much harder for employees to claim they didn’t know what you expected of them. These goals should be specific, measurable, and achievable, and you should check in regularly to see how everyone is doing.
By regularly revisiting goals with your team, you allow employees to raise concerns, ask for clarification, or suggest ways to improve processes. This two-way communication reduces the chance of frustration building up, which could eventually lead to defiance. When goals are clear and progress is being tracked, it’s easier to spot potential problems early on and have those conversations before things escalate into insubordination.
Action Plans
Finally, if insubordination from employees does happen, it’s important to address it head-on, but with a clear and constructive plan. Instead of immediately jumping to conclusions or taking drastic measures, start by creating an action plan with the employee to correct their behavior. This plan should lay out the steps they need to take to improve, set clear timelines for when those steps should be completed, and offer support to help them succeed.
Factorial’s action plan feature makes this process straightforward. You can sit down with the employee and outline a series of steps that will help them get back on track. Whether it’s additional training, more frequent check-ins, or simply better communication with their manager, these steps should be clear and achievable. Make sure you both agree on the timeline and the expected outcomes and schedule follow-ups to track progress.
The key to a successful action plan is collaboration. This isn’t about punishing the employee—it’s about giving them the opportunity to improve and showing them that you’re committed to helping them succeed. By documenting the plan and tracking progress, you create a fair and transparent process for both you and the employee. If they fail to follow through on the action plan, then you can take further steps with a clear record of what you attempted to help them improve.
When to Consider Termination
Deciding to terminate an employee is never easy, especially when it comes to insubordination from employees. It’s a serious step that requires careful consideration.
So, how do you know when it’s time to let someone go?
First, think about the severity of the behavior. If an employee is consistently refusing to follow reasonable instructions or is openly defying authority, that’s a big red flag. In fact, the Society for Human Resource Management notes that serious offenses, such as theft, physical violence, or significant insubordination, are classed as gross misconduct, so you should act accordingly.
Also, keep in mind that it’s not just about one-off incidents. If the behavior is a pattern, despite previous warnings and attempts to correct it, termination might be necessary. Repeated insubordination can disrupt employee relations and affect overall team productivity.
Before making any decisions, make sure you’ve documented everything. Keep records of all incidents, conversations, and steps you’ve taken to address the issue. This documentation is crucial if you need to justify your decision later on.
Remember, termination should be a last resort. It’s always best to try to work with the employee to improve their behavior. But if all else fails, and the insubordination is severe or ongoing, it might be time to consider ending the employment relationship.
The Legal Implications of Insubordination
Insubordination can lead to more than just workplace stress and anxiety—it can also have serious legal implications. As an employer, it’s important to understand what insubordination is and how to handle it within the boundaries of employment law. Taking the right steps can protect both you and your business from potential lawsuits or claims of unfair treatment.
One of the biggest legal risks comes when an employee is disciplined or terminated for insubordination. If the disciplinary actions appear unfair or inconsistent, the employee might claim they were treated differently than others. For example, if you fire one employee for insubordination but let others get away with similar behavior, the employee could file a wrongful termination claim with the Equal Employment Opportunity Commission (EEOC). That’s why it’s essential to have clear, consistent policies for dealing with insubordination and to apply those policies to all employees equally.
Another important point is the need for fairness in the process. When addressing insubordination, give the employee a chance to explain their side. If you don’t, it could lead to a claim of unfair treatment. An employee might feel their rights were violated if you do not allow them to explain their behavior. And this, again, could lead to legal action.
Essentially, if you decide to terminate an employee for insubordination, be cautious. Wrongful termination claims can arise if the employee believes they were fired for reasons that break the law, like retaliation for reporting harassment or a protected activity. To protect yourself, document everything—the insubordination, your attempts to address it, and the actions you took to resolve the situation.
How Factorial’s Software Can Help
Factorial’s software can be a game-changer when it comes to dealing with insubordination in the workplace.
Here’s how it can help:
- Employee performance tracking. Factorial allows you to track employee performance over time, making it easier to spot early signs of trouble. By regularly reviewing performance data, you can address issues before they turn into bigger problems.
- Documentation management. Keeping track of insubordination incidents is crucial, and Factorial makes it simple to document everything. You can store records of conversations, action plans, and performance reviews all in one place. That way. you’re fully prepared if the situation escalates.
- Goal-setting tools. Factorial’s goal-setting features allow you to create clear, measurable objectives for your employees. By setting goals and tracking progress, you can help prevent misunderstandings that could lead to insubordination. Plus, you’ll have the data to back up your decisions if you need to take action.
- Action plans. If an employee needs help improving their behavior, Factorial lets you create action plans that outline specific steps for improvement. You can set deadlines, track progress, and ensure accountability all within the platform.
Ultimately, when insubordination occurs in the workplace, it’s crucial to address the issue with clarity, consistency, and fairness. By using tools like Factorial to track performance, document incidents, set clear goals, and create action plans, you can handle these situations in a constructive and respectful way. This increases the chances of correcting the behavior and ensures that your workplace remains productive and supportive for everyone.
Remember, the goal isn’t just to manage problems but to create an environment where employees feel supported and motivated to do their best work.
