Insubordination vs. Inappropriate Behavior
Your employee yelled at you, told you this project is BS, and doesn’t seem to be doing his job. As the manager, you’re upset and you think they’re not doing what you told them to do and you’re ready to write them up for insubordination.
But is it insubordination? Or could it be something else, like a performance issue or disrespectful or unprofessional behavior?
Insubordination is a willful refusal to follow a direct order. Let that sink it. It is a willful refusal, not to be confused with simply disagreeing or being slow to perform or being upset by the assignment.
Let’s break this down.
Insubordination has three key elements:
You are their manager and have the right to give an order to perform.
You have given a clear, reasonable and legally acceptable order to engage in a task.
The employee has refused to engage in the requested action or order. You explain in a calm, measured tone to the employee that he/she has refused to engage in a direct and reasonable order and ask that they understand that failure to do so will result in insubordination.
Bonus points if you state again to the employee to make sure they fully understand that they have failed to engage in the direct and reasonable order and they will be disciplined, up to and including termination, for insubordination.
Lastly, if you are faced with this scenario, be calm (as much as you can). Do not argue. Do not engage in any retaliation. And always document immediately after this has occurred.
