Insubordination happens when someone flat-out refuses to follow directions or defies authority in a structured environment—like a workplace, school, or the military. It could be an employee ignoring their boss, a soldier disobeying orders, or a student challenging a teacher.
It’s not just a disagreement. It’s a direct refusal to comply with rules or instructions. That said, asking questions or giving respectful feedback isn’t insubordination. But outright defiance? That can hurt teamwork, productivity, and overall workplace morale.
Causes of insubordination
There are plenty of reasons an employee might refuse to follow instructions. Some of the most common include:
- Poor communication or unclear expectations
- Frustration with management
- Feeling mistreated or disrespected
- Lack of trust in leadership
- Workplace conflicts
- Disagreeing with company policies
- Low morale or job dissatisfaction
- No real consequences for bad behavior
If insubordination happens, it’s important to figure out what’s causing it and address the problem before it escalates.
What is insubordination at work?
Insubordination at work is when an employee knowingly ignores or refuses to follow their manager’s instructions or company policies. It can be as obvious as saying “no” to a direct order or as subtle as repeatedly missing deadlines or disregarding assigned tasks.
It’s a big deal because it undermines leadership, weakens communication, and affects overall productivity. That’s why managers need to step in early—whether that means having a conversation, giving a warning, or, in serious cases, taking disciplinary action.
How to handle insubordination
A well-run workplace needs clear expectations and a plan for handling insubordination. Here’s how managers can respond effectively:
- Assess the situation: Figure out what happened, why, and how serious it is.
- Stay professional: Keep the conversation calm and productive.
- Talk to the employee privately: This prevents unnecessary drama or office gossip.
- Listen first: Give the employee a chance to explain. There might be a valid reason behind their actions.
- Clarify expectations: Make sure company rules and consequences are clear.
- Find solutions: A performance improvement plan could help in some cases.
- Use appropriate discipline: Respond based on the severity of the behavior, from a warning to termination.
- Address the root cause: If company culture or unclear policies play a role, fix them.
- Be consistent: Enforce the rules fairly for everyone.
- Consult HR or legal if needed: Get professional guidance for serious cases.
- Monitor workplace culture: A positive work environment can help prevent future issues.
- Offer training: Teach conflict resolution and reinforce company expectations.
When managers handle insubordination fairly and consistently, it sets the tone for a respectful workplace.
Tips for an effective response
- Set clear expectations from the start: Avoid confusion by making rules and responsibilities clear.
- Address underlying issues: If personal conflicts or frustrations are fueling the behavior, find a resolution.
- Document everything: Keep records of incidents, including dates and details, in case further action is needed.
- Have a direct conversation: Sometimes, a one-on-one discussion is enough to resolve the issue.
- Make sure consequences match the behavior: If discipline is necessary, it should reflect the seriousness of the situation.
By handling insubordination the right way, managers can build a work environment where expectations are clear, employees feel respected, and workplace conflicts are minimized.
