What Is Insubordination In The Workplace?

Insubordination in the workplace refers to an employee’s direct or indirect refusal to comply with a reasonable directive that has been clearly communicated, understood, and acknowledged. Such intentional disobedience not only demonstrates a lack of respect for supervisors but also disrupts effective management, which can lead to disciplinary actions.

Whether you are a manager seeking clarity on the definition of insubordination, searching for examples of insubordinate behavior, or an employee wanting to understand the implications of such accusations, this article provides a comprehensive overview of insubordination in the modern workplace.

Key Takeaways:

• Insubordination occurs when an employee demonstrates outright disobedience or disrespect towards a superior by refusing assigned tasks.

• Preventing insubordination is most effective through an open-door policy, fostering employee trust, and setting clear expectations.

• An employee refusing to perform an unethical or illegal task is not considered insubordination.

What is Considered Insubordination in the Workplace?

Insubordination occurs when a manager gives a clear directive that an employee acknowledges but subsequently refuses to carry out, or when the employee chooses to act contrary to the instructions provided.

Within this definition, the severity of insubordinate behavior can vary significantly. For example, an employee who overlooks a minor step in a process is less problematic than one who openly criticizes a manager’s plan or fails to follow through on critical tasks.

Common indicators of insubordination include:

• A reasonable and legal order is given, but the employee fails to comply.

• The employee acknowledges the tasks but outright refuses to execute them.

• A verbal or written directive from a supervisor is ignored.

• Disrespectful behavior towards higher-ups, such as mocking or using inappropriate language.

Employees typically agree to adhere to a specific set of rules and standards upon employment. Non-compliance can lead to disciplinary action, including warnings or termination, depending on the severity and context of the insubordination.

What Insubordination Isn’t

Understanding what does not constitute insubordination is equally important, as certain actions might seem rebellious but do not fall under this category. These include:

• Declining to perform an unethical or illegal task.

• Refusing to follow instructions from someone lacking authority over the employee.

• Refusing to engage in unsafe work practices or environments.

• Misunderstanding directives leading to non-compliance.

• Inability to complete tasks due to insufficient resources or expertise.

While these situations may lead to corrective measures, they are not classified as insubordination.

Examples of Insubordination in the Workplace

Insubordination can manifest in both subtle and overt forms. Here are several illustrative examples:

1. An employee signs a contract that you explicitly instructed them not to.

   You send an email advising your employee to delay signing a contract until you receive CFO approval. They acknowledge your message, indicating understanding. However, later, you learn the contract was signed despite your directive. When questioned, the employee states they proceeded because the client insisted, which constitutes insubordination.

2. An employee fails to complete assigned tasks.

   After assigning project components during a team meeting, you seek confirmation from each member regarding their responsibilities. Despite verbal agreement and subsequent reminders, one employee consistently fails to deliver their work, demonstrating insubordinate behavior.

3. An employee reacts inappropriately to a difficult customer.

   When faced with a challenging customer, an employee begins to shout and use offensive language. This behavior violates the company’s code of conduct and reflects insubordination, especially if they ignore your instructions to de-escalate the situation.

4. An employee sabotages a project.

   While confirming task assignments, you notice that an employee is not completing their reviews of team members’ work, leading to delays. Upon investigation, you find that their feedback is unwarranted, indicating a more subtle form of insubordination.

5. An employee fails to adhere to their scheduled work hours.

   When hired, the employee agrees to a work schedule. If they then refuse to show up on scheduled days, this can be classified as insubordination and may warrant termination.

How to Respond to Insubordination

When dealing with insubordination, it’s essential to remain calm and professional. Reacting impulsively by threatening termination can be inappropriate and potentially illegal.

If the behavior is severe or part of a recurring pattern, it may justify termination, but it’s crucial to handle the situation with care. Here are some steps to consider:

1. Consult with HR. Ensure you have legitimate grounds for termination and discuss the situation with your HR department to avoid legal repercussions.

2. Hold a private meeting. Addressing the issue directly with the employee allows for an open dialogue and may reveal underlying concerns. Use this opportunity to reiterate your expectations and the potential consequences for their actions.

3. Clarify policies and expectations. Reiterate company policies to ensure everyone understands the expectations and consequences of insubordination to prevent future incidents.

   • Clear communication of policies reinforces your authority and helps team members understand the boundaries.

   • A reminder meeting can help maintain clarity around expectations.

4. Implement progressive discipline. If the behavior persists, follow your company’s disciplinary procedures, which may include verbal warnings, written warnings, and possible suspension prior to termination.

   Documenting each step taken is crucial to protect yourself and the organization if termination becomes necessary.

5. Maintain records. Keep detailed documentation of each incident of insubordination, including the steps taken to address the behavior, to establish a clear pattern if further action is required.

How to Prevent Insubordination

1. Ensure compliance with legal and ethical standards. Employees are less likely to rebel when they feel safe and believe the company operates ethically.

2. Establish an open-door policy. Promote a culture of transparency where employees feel comfortable voicing their concerns and disagreements constructively.

3. Trust your employees. Allow team members autonomy in their roles, which can reduce feelings of micromanagement and promote compliance.

4. Provide clear guidelines and boundaries. Clearly communicate expectations for tasks and behaviors to eliminate ambiguity and minimize the risk of insubordination.

Insubordination at Work FAQ

We’ve explored the definition of insubordination and provided examples, but let’s address some frequently asked questions about this subject:

1. Is arguing with your boss insubordination?

   Disrespectful or disruptive arguments can be deemed insubordination. Civil disagreements focused on achieving business goals are acceptable, but personal attacks or refusal to complete tasks may cross the line into insubordination.

2. What to do if your boss accuses you of insubordination:

   Request specifics about the alleged behavior, take time to reflect, and consider drafting a rebuttal if you believe your actions were mischaracterized. If you acknowledge your behavior may have been insubordinate, seek to rebuild trust and respect with your boss.

3. How do you create a write-up for insubordination?

   Document the incident factually, outline a plan for improvement, and indicate potential consequences for further insubordination. Share this with the employee and HR to ensure official documentation.

4. Can I collect unemployment if I was fired for insubordination?

   Generally, you cannot collect unemployment benefits if terminated for insubordination. Unemployment benefits are typically available for individuals who lose their jobs without misconduct.

5. How can an employer prove insubordination?

   An employer must demonstrate that a directive was issued, received, and intentionally disregarded by the employee. Both outright refusal and passive non-compliance can serve as evidence of insubordination.

Author

Abby McCain

Abby is a writer who is passionate about the power of story. Whether it’s communicating complicated topics in a clear way or helping readers connect with another person or place from the comfort of their couch. Abby attended Oral Roberts University in Tulsa, Oklahoma, where she earned a degree in writing with concentrations in journalism and business.