{"id":196003,"date":"2021-12-31T10:00:29","date_gmt":"2021-12-31T15:00:29","guid":{"rendered":"https:\/\/www.attendancebot.com\/blog\/?p=196003"},"modified":"2024-10-08T09:54:26","modified_gmt":"2024-10-08T13:54:26","slug":"insubordination","status":"publish","type":"post","link":"https:\/\/www.attendancebot.com\/blog\/insubordination\/","title":{"rendered":"Navigating Workplace Insurrection: A Thoughtful Approach to Insubordination"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Insubordination can rattle the foundations of a workplace, but understanding its roots is key to fostering a healthier organizational culture. Are employees resisting because they feel burdened by unethical demands? Or has the team bond blurred the lines of authority? Before HR jumps to conclusions, it&#8217;s crucial to dissect these nuances. In this article, we\u2019ll explore what defines insubordination, differentiate it from other behavioral issues, and discuss how a thoughtful approach can lead to effective resolution\u2014without the drastic step of firing. Join us as we uncover the layers of insubordination and the best practices for managing it effectively.<\/span><\/p>\n<p><a href=\"https:\/\/www.attendancebot.com\/time-tracking\/?utm_source=blog&amp;utm_medium=banner&amp;utm_campaign=insubordination&amp;utm_content=above-the-fold\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-196010 size-full\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Productivity.png\" alt=\"\" width=\"785\" height=\"128\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Productivity.png 785w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Productivity-300x49.png 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Productivity-768x125.png 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Productivity-100x16.png 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Productivity-700x114.png 700w\" sizes=\"auto, (max-width: 785px) 100vw, 785px\" \/><\/a><\/p>\n<div class=\"lyte-wrapper fourthree\" style=\"width:960px;max-width:100%;margin:5px auto;\"><div class=\"lyMe\" id=\"WYL_6phursM95tQ\"><div id=\"lyte_6phursM95tQ\" data-src=\"https:\/\/blog.attendancebot.com\/wp-content\/plugins\/wp-youtube-lyte\/lyteCache.php?origThumbUrl=%2F%2Fi.ytimg.com%2Fvi%2F6phursM95tQ%2Fhqdefault.jpg\" class=\"pL\"><div class=\"tC\"><div class=\"tT\"><\/div><\/div><div class=\"play\"><\/div><div class=\"ctrl\"><div class=\"Lctrl\"><\/div><div class=\"Rctrl\"><\/div><\/div><\/div><noscript><a href=\"https:\/\/youtu.be\/6phursM95tQ\" rel=\"nofollow\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/plugins\/wp-youtube-lyte\/lyteCache.php?origThumbUrl=https%3A%2F%2Fi.ytimg.com%2Fvi%2F6phursM95tQ%2F0.jpg\" alt=\"YouTube video thumbnail\" width=\"960\" height=\"700\" \/><br \/>Watch this video on YouTube<\/a><\/noscript><\/div><\/div><div class=\"lL\" style=\"max-width:100%;width:960px;margin:5px auto;\"><\/div><\/p>\n\n<h2><b>What is Insubordination?<\/b><\/h2>\n<p>The simple definition of subordination is defiance of authority. Insubordination, meaning the act of disobeying authority, often occurs at the workplace. Most workplaces do not demand faultless obedience to management directions at all costs.<\/p>\n<p><span style=\"font-weight: 400;\">Professionals are generally allowed flexibility in approaching their jobs. Good supervisors understand that they are the experts in their field. Sometimes, they may even depend on pushback to achieve the best possible outcomes.<\/span><\/p>\n<p>We may define insubordination as an employee\u2019s unwillingness to obey an employer\u2019s legitimate and reasonable commands. Such a rejection would jeopardize the supervisor\u2019s respect and capacity to supervise. Therefore, it is a common ground for disciplinary action, including termination of the employee\u2019s contract.<\/p>\n<p>You may wonder, what is insubordination in practice? According to the Society for Human Resource Management, insubordination includes three steps:<\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employer gives the order<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employee acknowledges the order<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">They refuse to follow the order<\/span><\/li>\n<\/ol>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-196005\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/What-is-Employee-Subordination_-.png\" alt=\"\" width=\"1024\" height=\"738\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/What-is-Employee-Subordination_-.png 1024w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/What-is-Employee-Subordination_--300x216.png 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/What-is-Employee-Subordination_--768x554.png 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/What-is-Employee-Subordination_--100x72.png 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/What-is-Employee-Subordination_--624x450.png 624w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/h2>\n<p style=\"text-align: center;\"><strong><a href=\"https:\/\/www.aihr.com\/wp-content\/uploads\/What-is-Employee-Insubordination-1024x738.png\" target=\"_blank\" rel=\"noopener\">Source<\/a><\/strong><\/p>\n<h2><b>The Difference between Insubordination, Misbehaviour, and Insolence<\/b><\/h2>\n<p>Insubordination is sometimes mistaken for misbehavior or arrogance.<\/p>\n<p>Insolence is when an employee mocks, insults, disrespects, or exhibits improper behavior toward a manager or supervisor.<\/p>\n<p>Illegal, harassing, or unethical behavior is defined as employee misbehavior.<\/p>\n<p>Respectful insolence may accompany insubordination, but these terms are not interchangeable.<\/p>\n<p>The most common workplace insubordination scenario is straightforward. The manager instructs the employee to do a specific task. The answer does not agree and refuses to do the task, which brings us to the most common form of insubordination at work. This could be due to outright disobedience, forgetfulness, unreasonable management expectations, or laziness.<\/p>\n<p>Suppose a manager directs an employee to complete a certain number of tasks in the day. However, the employee completes only half. This does not mean that they are insubordinate.<\/p>\n<p>In practice, a manager usually reprimands someone for insubordination in an extreme scenario. An employee who voices their unwillingness to follow orders before a client is more likely to be written up or penalized for insubordination than someone who silently does as they wish.<\/p>\n<p>In other words, courteous insubordination is preferable to outright disobedience. The seriousness of the issue, and whether the employee repeats the action, determine a manager&#8217;s tolerance level for non-compliance.<\/p>\n<h2><b>How to Determine Insubordination?<\/b><\/h2>\n<p>Insubordination can be found when you notice the following events with an employee:<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Deliberate failure to follow the given directions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Comprehending the instructions but refusing to comply<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Failure or the open refusal to complete a task<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">All factors may not be present when it comes to recognizing disobedience, but it is essential to apply your judgment in each scenario.<\/span><\/p>\n<h2><b>Examples of Insubordination in Employee Behavior<\/b><\/h2>\n<p>Recognizing the signs of insubordination is the first step toward resolving the problem. Technically, insubordination can be any deviation from management direction. But there must be a deliberate component for one to note and chastise employees. Mere deviation from orders isn&#8217;t always enough.\u00a0\u00a0<b><\/b><\/p>\n<h3><b>Intimidation or Harassment<\/b><b><\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Your company should have a zero-tolerance policy for intimidation and harassment. People need to feel safe and secure at work. Promptly examine any employee who threatens their coworkers or managers. The employee handbook should also include policies and procedures for combating workplace harassment. <\/span><\/p>\n<p>For instance, if an employee from a minority feels that another employee is being <strong><a href=\"https:\/\/www.attendancebot.com\/blog\/microaggressions-in-the-workplace\/?utm_source=blog&amp;utm_medium=in-line&amp;utm_campaign=insubordination\" target=\"_blank\" rel=\"noopener\">inordinately aggressive<\/a><\/strong> with them, it is necessary to take action. <span style=\"font-weight: 400;\">Launch an investigation, make a note in the employee\u2019s file, and assess whether the incident requires more <strong><a href=\"https:\/\/www.attendancebot.com\/blog\/disciplinary-actions\/?utm_source=blog&amp;utm_medium=in-line&amp;utm_campaign=insubordination\" target=\"_blank\" rel=\"noopener\">disciplinary action<\/a><\/strong>.\u00a0<\/span><\/p>\n<p>The severity of the aggression should always be taken into account before taking any disciplinary action. But do ensure that the person filing the complaint is on board with the decision.\u00a0<b><\/b><\/p>\n<h3><b>Abusive Language<\/b><b><\/b><\/h3>\n<p>Cursing while at work is common. If foul language is a regular part of workplace shop talk, it does not necessarily mean insubordination.<\/p>\n<p>Insubordination <span style=\"font-weight: 400;\">comprises using harsh language abusively, without provocation, in response to something the management has said or done.<\/span><span style=\"font-weight: 400;\"> Note the action, but keep in mind the context and circumstances surrounding it. But if this persists, it is sufficient grounds for writing up for <\/span>insubordination <span style=\"font-weight: 400;\">and even termination.<\/span><\/p>\n<h3><b>Confrontational Actions<\/b><b><\/b><\/h3>\n<p><span style=\"font-weight: 400;\">People at the workplace will almost always have opposing viewpoints. A direct report arguing with their manager is not <\/span>insubordination<span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">We may view it as such if they confront and argue with their supervisor before the rest of the team. If someone is aggressive before other employees or publicly disputes managerial authority, it can lead to negative workplace culture.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Defaming another person, spreading rumors, or making frequent improper comments exemplify confrontational behavior. Note confrontational acts in the personnel file for disciplinary consideration whenever possible.<\/span><\/p>\n<h3><b>Subtle Insubordination<\/b><b><\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Each of these behaviors necessitates a fast and decisive response. Some types of <\/span>insubordination<span style=\"font-weight: 400;\">, on the other hand, are more subtle but equally harmful. Some instances are as follows:\u00a0<\/span><\/p>\n<p><b>Sabotage: <\/b><span style=\"font-weight: 400;\">An employee discreetly goes behind their manager\u2019s back to undertake prohibited activities and incited others to do the same. <\/span><span style=\"font-weight: 400;\">It might be less visible but is harmful to the manager\u2019s reputation and <strong><a href=\"https:\/\/www.attendancebot.com\/blog\/positive-feedback\/?utm_source=blog&amp;utm_medium=in-line&amp;utm_campaign=insubordination\" target=\"_blank\" rel=\"noopener\">team morale<\/a><\/strong>.<\/span><\/p>\n<p><b>Failure to Perform: <\/b><span style=\"font-weight: 400;\">An employee is explicitly assigned a task. However, they willfully ignore the instruction or refuse to carry it out.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If the employee has any ethical or legal issues about the order, they should speak to the management immediately and express their concerns openly.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/www.attendancebot.com\/?utm_source=blog&amp;utm_medium=banner&amp;utm_campaign=insubordination\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-196009 size-full\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Self-Service-1.png\" alt=\"\" width=\"785\" height=\"128\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Self-Service-1.png 785w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Self-Service-1-300x49.png 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Self-Service-1-768x125.png 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Self-Service-1-100x16.png 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Employee-Self-Service-1-700x114.png 700w\" sizes=\"auto, (max-width: 785px) 100vw, 785px\" \/><\/a><\/p>\n<h2><b>Cases of Insubordination: Two Practical Examples<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Consider the following cases of <\/span><b>insubordination<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A manager directs an employee to attend an in-person meeting to discuss a performance concern. They state that they had to inform the employee of a certain event four times. But the employee maintains that this was not the case. They do not attend the meeting and, instead, go elsewhere. The manager fires the employee.<br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">An employee denies a manager\u2019s request to perform a task, which is to make a payment. Further, they alter the budget and send an email stating that they will no longer report to this supervisor. The manager terminates their employment due to <\/span>insubordination<span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nurses advise their coworkers that N-95 masks are safer than regular hospital face masks. They then allege that their management punishes them for disobeying orders. The Nurses Union claims that if they defy hospital rules and wear their N-95 masks, they might be \u201cfired on the spot\u201d for <\/span>insubordination<span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ol>\n<p>Of course, most cases of insubordination do not make it to the press, courts, or labor boards. Most situations are examples of employee dissent.<\/p>\n<p>Insubordination examples frequently consist of refusing direct, authorized commands; breaking business policy; and poor behavior before customers.<\/p>\n<p><span style=\"font-weight: 400;\">Not every example of justifiable disobedience ends in dismissal. Many organizations use a progressive punishment approach. They forgive many instances of rebellion before terminating an employee, provided the case isn\u2019t severe.<\/span><\/p>\n<h2><b>What Is an Insubordination Write-up?<\/b><\/h2>\n<p>An insubordination write-up is drafted as soon as an incident of insubordination takes place. The managers should begin the report-writing process as soon as possible following the incident. While doing so:<\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use a formal write-up for all instances of insubordination<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">When describing what happened, stick to facts rather than opinions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Describe a plan for improvement and the repercussions of further incidents<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Request the employee to sign the document for acknowledgment\u00a0<\/span><\/li>\n<\/ol>\n<h2><b>How to Deal with Insubordination and Insubordinate Employees?\u00a0<\/b><\/h2>\n<p>As an employer, you can handle employee insubordination in various ways, ranging from disciplinary action to termination. A concise policy when dealing with insubordination concerns may benefit you.<\/p>\n<p>If you have staff, you should have a policy in place to deal with disobedience. You do not need the policy to dismiss or reprimand an insubordinate employee. But having one ready might be beneficial if you ever need to defend your actions in court.<\/p>\n<p>The grounds for not allowing insubordination are self-evident. Employees need to feel that the management is in charge. Insubordination is unacceptable in the workplace, and you must prepare to take action if it occurs.<\/p>\n<p><span style=\"font-weight: 400;\">Implementing a policy and adhering to it will assist you if you are sued due to your conduct as an employer. You must also be able to prove that you acted appropriately.<\/span><\/p>\n<h3><b>Was the Order Valid?\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">When you provide directions, ensure the employee knows what you want. In a situation where you believe an employee is disobedient, consider the following points before disciplining them. This is to ensure that punishment is the proper course of action:\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Was the command given verbally?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Did this happen in person?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Was the directive issued in writing?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Who issued the order?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Evaluate the employee\u2019s comprehension of the order.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Were the instructions clear?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Was the employee aware of the directive\u2019s objectives and duties?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Did the employee deny or avoid the order outright?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Was the refusal deliberate?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What would have been an acceptable response to the order?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Could other workplace factors have affected the employee\u2019s conduct? Did the employee not mean to disobey, owing to other reasons?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Was this a regular occurrence in the workplace?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Did a manager or coworker prompt the behavior?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does the employee regularly engage in defiant behavior?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have you informed them previously about inappropriate behavior?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Were workers made aware of the policy?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have you regularly implemented the policy?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Did the management authority issue the order?<\/span><\/li>\n<\/ol>\n<h3>Determine if Their Actions are Justified<\/h3>\n<p><span style=\"font-weight: 400;\">Determine the order\u2019s suitability. The employee may have a valid cause for not following the instruction. The law protects employees who are dismissed or penalized for disobeying orders that violate the law. In such cases, there are several considerations:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the employee\u2019s reluctance to follow the order justified by their legal rights?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does the employee have to engage in dangerous or unlawful tasks as a result of the order?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are the regulations or directions connected to the business\u2019s efficiency and safety?<\/span><\/li>\n<\/ol>\n<h3>What were the Consequences?<\/h3>\n<p><span style=\"font-weight: 400;\">Further, you must evaluate the consequences of insubordinate behavior:\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does it interfere with workflow or hurt the business?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are your employee\u2019s or coworkers\u2019 safety affected?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does it have an impact on the other employees\u2019 morale?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the inappropriate behavior due to the employee\u2019s abilities or professionalism?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Can the behavior be corrected simply?<\/span><\/li>\n<\/ol>\n<h3><b>Handling an Insubordinate Employee<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If, after evaluating all these factors, you determine that the employee\u2019s behaviors amounted to <\/span>insubordination<span style=\"font-weight: 400;\">, here are some ways to address the matter.<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">Your first reaction to an <\/span>insubordinate employee<span style=\"font-weight: 400;\"> may be losing your cool, responding aggressively, or firing them immediately. Although it is difficult to stay calm in a stressful scenario, you must remember to keep your emotions in check.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Termination may be the proper answer to an<\/span> insubordinate employee<span style=\"font-weight: 400;\">, but be careful not to dismiss them right away. If termination is suitable, it will be so even after you\u2019ve calmed down. It is never appropriate to react harshly.\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Although extreme cases may need instant termination, counseling or a progressive step punishment program is typically the best way to discipline an <\/span>insubordinate employee<span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Your disciplinary policy should provide you some leeway. Therefore, consider the following:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does an employee\u2019s track record suggest an attitude problem? If this is not the case, you must issue a warning the first time.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the disciplinary action reasonable and proportionate to the gravity of the offense? If the act is significant, a minor or token penalty will not discourage the employee (or other workers) from repeating it. But if you harshly discipline an employee for a minor offense, your objective may backfire and worsen the employee\u2019s attitude and morale.<\/span><\/li>\n<\/ol>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-196007\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Frequently-Asked-Questions-on-Insubordination.jpg\" alt=\"Frequently Asked Questions on Insubordination\" width=\"950\" height=\"500\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Frequently-Asked-Questions-on-Insubordination.jpg 950w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Frequently-Asked-Questions-on-Insubordination-300x158.jpg 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Frequently-Asked-Questions-on-Insubordination-768x404.jpg 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Frequently-Asked-Questions-on-Insubordination-100x53.jpg 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Frequently-Asked-Questions-on-Insubordination-700x368.jpg 700w\" sizes=\"auto, (max-width: 950px) 100vw, 950px\" \/><\/p>\n<h2><b>Frequently Asked Questions on Insubordination<\/b><b><\/b><\/h2>\n<h3><b>When is it not insubordination?<\/b><b><\/b><\/h3>\n<p><span style=\"font-weight: 400;\">As an employer, you will almost certainly come across the following specific situations of workplace disputes or misunderstandings:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">An employee misinterprets any instructions and, consequently, does not complete a task.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">They dispute the ethics or legality of a specific direction issued by a manager and do not carry out the command.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You should express these issues to a higher-ranking employee. If an employee participates in a private chat, they may explain why they did not fulfill a direct command. These instances do not amount to <\/span>insubordination<span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>How to preempt insubordination?\u00a0<\/b><b><\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Set clear boundaries, engage with your employees if they disagree with you on something, and respect all laws and ethical norms.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If insubordination does occur, the best course of action is to recognize the behavior right away, give sanctions, document the situation, and be fair.<\/span><\/p>\n<h3><b>How to fire an insubordinate employee?<\/b><b><\/b><\/h3>\n<p>If you are forced to fire an employee for insubordination, they will probably have been found guilty before. Often, you can punish insubordination by issuing a verbal and written warning or suspending the employee without pay. If the behavior persists, you may terminate the employee.<\/p>\n<p><a href=\"https:\/\/www.attendancebot.com\/?utm_source=blog&amp;utm_medium=banner&amp;utm_campaign=insubordination&amp;utm_content=final\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-196008\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Absence-and-Time-Management-Solution-for-Hybrid-Workplaces.png\" alt=\"\" width=\"785\" height=\"128\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Absence-and-Time-Management-Solution-for-Hybrid-Workplaces.png 785w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Absence-and-Time-Management-Solution-for-Hybrid-Workplaces-300x49.png 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Absence-and-Time-Management-Solution-for-Hybrid-Workplaces-768x125.png 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Absence-and-Time-Management-Solution-for-Hybrid-Workplaces-100x16.png 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/09\/Absence-and-Time-Management-Solution-for-Hybrid-Workplaces-700x114.png 700w\" sizes=\"auto, (max-width: 785px) 100vw, 785px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>When it comes to dealing with insubordination, knee-jerk reactions like termination might seem easy. Learn more here<\/p>\n","protected":false},"author":1,"featured_media":196006,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[42,41,6,4],"tags":[],"class_list":["post-196003","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-and-integration","category-employee-engagement","category-hr-best-practices","category-productivity"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.8 (Yoast SEO v26.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>What is insubordination and how to deal with it? | AttendanceBot<\/title>\n<meta name=\"description\" content=\"When it comes to dealing with insubordination, knee-jerk reactions like termination might seem easy. 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