What is the definition of insubordination in terms of workplace behavior?

Insubordination means that an employee is behaving in a non-compliant manner or is being disrespectful to their superiors in the workplace. The insubordination meaning when it pertains to workplace behavior is as follows:

• An employee who is unwilling to act on a workplace superior’s commands and directives when the employee understands what is expected from them
• An employee who uses disrespectful language or actions toward supervisors
• An employee who confronts and questions their managers with disrespectful intent

Examples of insubordination

Specific employee insubordination examples include:

• Employees consistently leaving work early or coming in late although they agreed to work hours and/or shifts specified at the time they were hired
• Employees who verbalize to their superiors that they’re annoyed or feel ‘put out’ when asked to complete assignments or tasks
• Employees making aggressive or threatening gestures toward direct supervisors or employers
• Employees who ignore written directives when advised they must comply with employee handbooks or contracts
• Employees who consistently use curse words or inappropriate language when dealing with customers or the public after being specifically directed not to do so

A manager should also understand what behaviors are not considered insubordination.

These behaviors include:

• An employee who wasn’t able to fully understand the directive or misunderstood, which led to the work not being completed
• An employee who had doubts and questions regarding the legalities or ethics of a directive and so did not comply
• An employee who discussed a directive with a superior and explained why they were unable to carry out the task

The company should have a code of conduct that outlines these negative behaviors and the actions and management processes to follow if violations such as insubordination occur. A good manager understands the difference between true insubordination and a good employee who is having a difficult time at work.When you believe you are dealing with an insubordinate employee, it’s best to discuss the incident with human resources or upper management. This step can ensure employees have the opportunity to speak out about the incident and why it happened.

How to handle insubordination in the workplace

It’s important that supervisors and managers understand how to deal with insubordination in the workplace to ensure everyone feels respected and can be productive at work. Taking proactive steps to handle insubordination as incidents occur can help employers promote a positive balance within the workplace. Here are some effective steps to follow.

Be calm and professional

Even in the case that an insubordinate employee seems upset or is acting negatively, it is important to remain calm and professional. If the employee is disrespectful, try to respond neutrally. If you feel stressed, it is better to avoid confrontation to maintain a good working atmosphere for other employees.

State that the behavior is unacceptable

The employee may not realize that their behavior or actions do not comply with company policy or that they may be acting disrespectfully. Make certain they hear and understand that you find their behavior unacceptable. You can direct them to their employee handbook if they question your reasoning on this point.

Find out the cause of the issue

Depending on the circumstances, it can be useful to meet with the employee in question. Aim to understand the underlying reason for their insubordinate behavior and resolve the issue. In some cases, an employee may be unaware that the behavior they exhibit is offensive or goes against company policy, or they may be having an ‘off’ day or personal issues that caused them to act out or behave in a fashion that completely goes against their overall character.

Take further action if needed

The company or management may choose to take action against the employee, including verbal or written warnings, demotion, unpaid suspension or termination. If the employee has a plan to improve their performance, monitor this plan and make sure they are achieving the goals.

Document the incident

It is essential to document the incidents in the employee’s file and electronic records to ensure an accurate and comprehensive understanding of the employee’s performance and to assess whether the employee resolved the issue. The company should have forms to use for conduct issues like insubordination that include the date, description of what happened, the plan moving forward and the action the company or management took if applicable. Have all parties involved sign the form to ensure everyone agrees on the information recorded.

Work on avoiding problems in the future

Make sure your employee handbook clearly provides the definition of insubordination and details the process that management follows for insubordinate behavior. Employees must fully understand any expectations and consequences due to insubordination.

Prevent problems in the future through workshops or training sessions to highlight these processes. Collect feedback from all employees about what management can do to avoid similar issues. If employees feel understood and listened to, problems with insubordination could be reduced.

Related:How to Conduct an Employee Evaluation

Two approaches to managing insubordination

Here are two approaches to managing employee insubordination in the workplace:

• Have an individual discussion: Speak with the employee on their own with management and human resources. It may be suitable for employees who would feel more comfortable discussing their issues without the rest of the team being involved.
• Have an open discussion: Hold a team meeting with several employees, including the employee demonstrating insubordinate behavior. You can implement a training session and discussion that educates all employees or one particular team on the insubordination issue in question or to review all insubordination policies. This approach suits a company that is direct and open with its employees and wants to treat an issue of insubordination as a learning opportunity for the whole company.

FAQs about insubordination in the workplace

The following questions provide helpful information on insubordination in the workplace:

Is insubordination grounds for employee dismissal?

It’s common for employers and/or managers to give employees verbal warnings followed by written warnings before termination for insubordination. Company policies can vary, as well as the type of behavior an insubordinate employee may be exhibiting. In certain cases, a single act of insubordination may be grounds for dismissal.

Can the human resources department help in insubordinate employee cases?

The human resources department usually enforces the employee handbook and has valuable resources to manage insubordination. Work with them to determine what caused the problem and if it was an isolated incident. Review any documentation of previous cases of insubordination across the organization.

Can a former employee claim unemployment benefits if they were fired for insubordination?

Unemployment guidelines can vary per state, but in general, employees who are fired for cause may have difficulty receiving benefits. This is because many states find claimants ineligible if they were fired for deliberately violating company rules, policies, and procedures.

Is employee insubordination the same thing as employee misconduct?

Insubordination and misconduct often both result in termination or disciplinary actions, but the two terms are not the same. Insubordination pertains to disrespectful behavior towards management and employers, while employee misconduct claims are related to threatening, harassing or criminal behavior towards superiors and team members and/or coworkers.