The solution to insubordination you've been waiting for…
In The Insubordination Toolkit: How to deal with insubordination, gross insubordination and insolence in the workplace
we'll show you the difference between these and what you can do to discipline your employee in each case.
• The difference between failure and refusal to follow your instructions
• Checklist: 13 Points to consider when charging your employee for refusing to follow your instructions
• Three actions your employee can't take when it comes to disobeying instructions
• Can your employee refuse to comply with unilateral changes to working terms and conditions?
• Know these mitigating and aggravating factors before you decide to dismiss
• 12 Questions and answers on real-life situations
Get yours now…
6 Tips to manage a disobedient employee
If an employee disobeys a reasonable instruction you give him, you must act quickly to ensure that it doesn't diminish your authority.
Here are 6 tips you can use to get to the bottom of this…
1. Ask the employee why he's refusing to listen to you. It could be that he has some legitimate concerns, or has misunderstood the instruction. Address any issues that he raises.
2. Consider if your instruction is actually reasonable. Have you maybe asked him to do something which could be best achieved another way? Do you need to modify your instruction?
3. Think about if the employee needs some support. Maybe he doesn't feel like he can meet the instruction because he doesn't have the training or knowledge. If so, you need to give him the training or support he needs.
If you ever have to manage misconduct in your workplace, there are 6 crucial things you need to consider
6 tips you can use, continued…
4. If there isn't a valid reason for you to modify the instruction, repeat it to the employee. Explain clearly to him why it's within reason.
5. Ensure that the employee understands the consequences of refusing to listen to you. If disciplinary action is a possible outcome, make sure he fully understands this.
6. Don't ever leave the situation unresolved. Make sure the employee follows through on your instructions, withdraws his refusal or complies with the instruction.
So don't let an employee challenge your authority when you give him a reasonable request!
Being able to respond to employee misconduct quickly, confidently and effectively is key to putting bad behaviour to a stop! Don't waste any more time...