{"id":2393,"date":"2018-05-01T15:18:05","date_gmt":"2018-05-01T15:18:05","guid":{"rendered":"https:\/\/www.hrdirectapps.com\/blog\/?p=2393"},"modified":"2018-12-13T20:44:59","modified_gmt":"2018-12-13T20:44:59","slug":"what-constitutes-employee-insubordination","status":"publish","type":"post","link":"https:\/\/www.hrdirectapps.com\/blog\/what-constitutes-employee-insubordination\/","title":{"rendered":"What Constitutes Employee Insubordination? 12 Undesirable Behaviors That Warrant Discipline"},"content":{"rendered":"

The word \u201cdiscipline\u201d triggers a whole series of emotions for small business owners. There\u2019s that knot-in-the-stomach moment when you realize you need to address a problem, followed by confronting the employee with the issue and then dealing with potential repercussions.<\/p>\r\n

It\u2019s far from enjoyable, but addressing misconduct immediately, clearly and consistently is important if you want to create a culture of accountability, reliability and efficiency. When employees know insubordination is not tolerated, they\u2019ll respect you and help police those who wander off the desired path.<\/p>\r\n

Understanding Your Business Helps Define Your Policies<\/h2>\r\n

So, what exactly constitutes insubordination? It depends on your business. Some companies require employees to punch a clock precisely at required hours, while others may only care that employees meet project deadlines, regardless of what hours they work. As long as your staff is productive and working together as a team toward a common purpose, that\u2019s what matters most.<\/p>\r\n

Flexibility is good for business, but being wishy-washy isn\u2019t. Turning the other cheek when you know a problem is festering will likely lead to bigger and more challenging issues. If your spidey senses are tingling, it\u2019s usually a sign something needs to be done.<\/p>\r\n

For example, if you have a strict time policy, and one of your star employees starts coming in late, your initial instinct might be to let it slide. But chances are good the rank and file are well aware that the teacher\u2019s pet is getting a free pass. That\u2019s not fair to the rest of the team \u2013 especially if other employees have been reprimanded for the same offense. This kind of favoritism creates a divide among your staff that isn\u2019t always easy to reverse without excessive turnover. Or worse, it can lead to a discrimination lawsuit if employees feel they aren\u2019t treated fairly. Talk about headaches!<\/p>\r\n

When witnessing or hearing of someone bending the rules, address it immediately and document it<\/a>. Don\u2019t wait for the perfect time. Handle it right away; be done with it, and move on to more productive matters.<\/p>\r\n\r\n

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Punish or Reform?<\/div>\r\n

The purpose of discipline is to correct undesirable behavior, not punish an employee<\/a>. View discipline as a process that requires you and the offending employee to work together to solve a problem. Make it clear that your goal is to help them get back on the straight and narrow. The fundamental task, when possible, is to create a situation that encourages the employee to work with you to identify causes of problematic behavior, and to take action to correct those problems.<\/p>\r\n<\/div>\r\n

Don\u2019t Tolerate These Undesirable Behaviors<\/h2>\r\n

Back to our original question: What exactly constitutes insubordination? Here are 12 tried-and-true areas that can impact your bottom line if not addressed quickly:<\/p>\r\n

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  1. Time abuse (excessive tardiness, long lunches or leaving early)<\/li>\r\n
  2. Not notifying a supervisor of an absence (planned or not)<\/li>\r\n
  3. Disrespecting a coworker, client or vendor<\/li>\r\n
  4. Rude, abusive or inappropriate language in the workplace<\/li>\r\n
  5. Not following clearly defined rules or policies, such as not wearing safety equipment, or disregarding health standards in restaurants<\/li>\r\n
  6. Conducting personal business<\/a> on company time or with company property<\/li>\r\n
  7. Dishonesty (a nice way of saying \u201clying\u201d)<\/li>\r\n
  8. Harassment, bullying or discrimination<\/li>\r\n
  9. Use of banned workplace substances, such as drugs or alcohol<\/li>\r\n
  10. Possession of weapons (if not permitted by state or local law)<\/li>\r\n
  11. Theft<\/li>\r\n
  12. Dress code violations<\/li>\r\n<\/ol>\r\n

    These are the biggies, but you may have more, depending on the nature of your business. If someone\u2019s actions are disruptive or offensive to other employees or customers, it\u2019s worth addressing.<\/p>\r\n

    The best way to deter undesirable behavior is to clearly state in an employee manual what is and isn\u2019t acceptable. And, even more important, make sure you have an employee policy that clearly illustrates how you address disciplinary issues.<\/p>\r\n

    Handling insubordination consistently, objectively and legally is the best defense against potential employee lawsuits. The Progressive Discipline Smart App<\/a> guides you through a step-by-step disciplinary process to address workplace offenses and protect your business.<\/p>\r\n\r\n

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    Key Takeaways<\/div>\r\n