What Is Insubordination in the Workplace?
Insubordination occurs when an employee deliberately refuses to obey a lawful and reasonable instruction from a supervisor or manager. It’s not just about disagreeing—it’s about openly defying authority in a way that disrupts the flow of work and undermines leadership.
Common signs of insubordination include:
- Refusing to carry out assigned tasks
- Speaking disrespectfully to supervisors
- Challenging authority in front of other employees
- Ignoring company procedures or policies after being instructed otherwise
How To Manage Insubordination at Work
Addressing insubordination requires a firm but fair approach. It’s important to differentiate between a misunderstanding and a deliberate act of defiance.
Tips for handling it professionally:
- Stay calm and avoid escalating the conflict
- Document the incident clearly and objectively
- Speak with the employee privately to understand their perspective
- Reiterate company expectations and the chain of command
Clear communication can often prevent a repeat offence.
Taking Disciplinary Action
When informal resolution doesn’t work, a structured disciplinary process may be necessary.
Steps may include:
- Issuing a verbal or written warning
- Holding a formal disciplinary hearing
- Placing the employee on a performance improvement plan
- In cases of serious insubordination, termination may be justified
It’s crucial to follow due process and HR policy to avoid legal or reputational risks.
What Are Examples of Insubordination?
Insubordination can present itself in many forms—some overt, others more subtle. Recognising these behaviours is crucial for addressing them appropriately and maintaining a respectful work environment. It’s important to distinguish between insubordination and simple disagreement or assertiveness. Insubordination involves a willful refusal to follow lawful and reasonable instructions from a superior.
Here are clear examples of insubordination in the workplace:
- Refusing to attend a mandatory meeting after a manager clearly instructs the employee to be present.
- Ignoring a safety protocol, even after receiving a direct order to comply—putting themselves or others at risk.
- Speaking rudely, using offensive language, or shouting at a manager in front of other employees during a meeting or confrontation.
- Refusing to complete assigned duties, especially when the tasks fall within the employee’s job scope and there is no valid reason for non-compliance.
- Deliberately withholding important information from a supervisor as a way of undermining leadership or delaying projects.
- Publicly challenging a supervisor’s authority in a way that disrupts team dynamics and workflow.
Understanding these examples helps HR professionals and managers respond consistently and fairly to inappropriate behaviour.
Managing Insubordination in the Workplace
Preventing and managing insubordination starts with building a workplace culture rooted in mutual respect, clear expectations, and accountability. Most cases of insubordination can be avoided through proactive leadership and effective communication. When employees understand what is expected of them and trust that policies will be enforced fairly, they’re more likely to comply and collaborate.
Best practices for managing insubordination effectively include:
- Providing leadership training for managers so they can handle conflict, set expectations clearly, and model the behaviour they want to see from their teams.
- Developing and sharing a clear employee handbook that outlines company policies, behavioural expectations, and the consequences of insubordination.
- Encouraging open communication through regular one-on-ones, anonymous feedback channels, or team meetings to address grievances before they become bigger issues.
- Addressing issues early, rather than waiting for patterns to form. A timely, private conversation can often prevent further conflict or escalation.
By taking a consistent, professional approach to insubordination, organisations protect their culture, maintain respect for leadership, and ensure a productive environment for all.
Insubordination can disrupt productivity and workplace harmony. By identifying it early, addressing it professionally, and following a clear disciplinary process, organisations can maintain a respectful, accountable environment where authority is respected—and everyone thrives.
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