Tip#1: Know the difference between insolence and insubordination
Know the difference between insubordination, gross insubordination and insolence
There's a fine line between insubordination, gross insubordination and insolence of an employee. Do you know the difference? How would you discipline an employee in each instance? If you get it wrong you could lose at the CCMA!
Find out how to discipline in each case so it doesn't land up costing you!
refers to when an employee refuses to obey a very direct and specific order, while insolence
has to do with disrespectful and offensive behaviour in the workplace.
is considered to be a lighter offence when compared to workplace insubordination.
Tip#2: Know how dismissals work for each of them
As was stated earlier, insolence is seen as a less-serious offence than insubordination, and so you can only really dismiss
an insolent employee if the behaviour continues over a long period of time without any sign that it'll calm down.
Insubordination, on the other hand, can be met with dismissal. But this should only happen if the employee's refusal to carry out a lawful, and reasonable, instruction is considered very serious.
Tip#3: Distinguish between them in your disciplinary code
Do not overlap these terms in your disciplinary code, because they are not the same thing. They are two different offences which are dealt with in two very different ways. So be sure to separate them in your disciplinary code.
*Those were 3 simple tips on how to effectively deal with workplace insolence and insubordination.
But if you want to learn more details on how to deal with insubordination and insolence in the workplace, then I definitely recommend the Insubordination Toolkit!
Here you'll learn all the finer details, such as what the difference between the failure
and the refusal
to carry out your lawful and reasonable instructions is, as well as 4 instances in which you can't charge an employee for insubordination.
So what are you waiting for? Click here
to order your copy today!