When employees don’t follow instructions, it becomes an act of insubordination. But it is also something anyone managing people should be able to deal with because failure to follow instructions at work can create a dysfunctional workplace. So, every manager must know how to deal with employees who don’t follow instructions.
Employees who Don’t Follow Instructions
If an employee refuses to follow your instructions, that is being insubordinate. Insubordination is the act of refusing to do signed work or to obey a leader.
An employee can refuse to do a job quietly or openly challenging the manager’s instructions, or showing negative body language. Insubordination is a harmful behavior that can get worse if not stopped.
Creating Sacred Personalities in the Workplace
There are different personalities at work for a manager to manage every day. Some are very good, and others are not. Employees who are very good at their jobs tend to be confident and often want to control their activities.
Some managers give them the autonomy to manage themselves and which many times result in unintended consequences.
Unfortunately, when certain people realize the importance of their value to the team, they start overstepping the boundaries.
If you are a manager and want to give your employees the autonomy to do their work, that is great. What you cannot do is to build overconfident employees and make them feel very important.
Even when an employee is useful to the team, you cannot let them overstep the boundaries.
Related Article: Stop Your Talented Employee Overstepping Boundaries
Letting a toxic situation develop because the person is too important is a recipe for creating more problems. That person will undermine you and even force other employees to adopt the same behaviors.
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Bad Management Creates Employees Who Do Not Follow Instructions
There are other reasons why an employee is disrespecting a manager. Behaviors such as insubordination tend to grow out of dysfunctional management.
In the workplaces where management is weak, employees can look at their manager and say he is not fit to lead us. This is not the type of leader we expect, and so they start to disrespect you.
Insolent Employees Do Not Follow Instructions
Many insubordinate employees think they have the potential to do better than a manager. But the reality is they are just egomaniacs who believe they are better than their manager.
If this is happening to you now, how are you dealing with it? If you are not good enough at dealing with insubordination issues within your team, the sooner you learn, the better.
It is because insubordinate employees can inflict serious harm to your authority and weaken you.
Ignoring individuals who refuse to follow instructions is to set standards for other people in the team to follow. Other employees will not do what you want them to do. You cannot let that situation develop.
You may avoid dealing with insubordinate employees because you do not want to provoke a more negative attitude. But that is unacceptable. Allowing open insubordination is like being afraid of setting and enforcing consequences.
As a manager, it’s your responsibility to set boundaries and deal with people who overstep them. You cannot delegate that responsibility.
Unreasonable Request at Work
Sometimes employees strongly feel that your instructions are unjustified or even not applicable to their roles.
It can be understandably frustrating for any employee who has to follow an instruction that seems wrong and is outside their capabilities.
It is also not wrong for workers to show their dissatisfaction with what seems unreasonable to them if they do it professionally.
But employees cannot refuse to follow a legitimate instruction or direct order just because they feel it is unwarranted.
Read also: How to Demonstrate Positive Attitude at Work
How to Deal with Employees Who Don’t Follow Instructions?
There are several ways of how to deal with employees who don’t follow instructions. The first thing you do is talking to them directly in response to specific incidences of insubordination.
Do not try to be nice to insubordinate employees and hope they will change their attitudes towards you. Do not waste your time because that does not work.
It’s great to be nice to your employees but not the ones who don’t follow instructions. Even if you are nice it should not weaken your authority and stop you from dealing with insubordinate employees.
Your duty includes getting everyone to do their work and correcting them when they are failing.
You are not a manager to cajole employees who do not listen or follow your instructions. If you see any sign of insubordination from your employees, be very firm and deal with it without wavering.
Have a Conversation with the Insubordinate Employee
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Sometimes it is possible to deal with an insubordinate employee with just a brief conversation or simple coaching. But if that fails to solve the problem, take it to the next level depending on your workplace disciplinary procedure.
Choose the appropriate actions to take to resolve the issues. Arrange a meeting with the employee behind closed doors. No matter how you feel about the issue, always remain calm and avoid reacting emotionally. As a manager, you must maintain a professional demeanor at all times.
Tell the employee what the issue is and the impact it has on everyone concerned. Ensure that you focus on facts alone and do not use generic words to describe the incident.
Set out the conduct you expect in the future. And make it clear what will be the consequences if the employee misbehaves again. This means being clear of what disciplinary action you have at your disposal.
Do not forget to write down everything. And make sure you use the exact words of what was said or the things the person did and the date of the incident.
After documenting all, ask the employee to sign that document and then put it on the employee’s file.
You may also like to read: How to Deal with Insubordinate Employees
Make them Understand the Effect of their Conduct
Sometimes disrespectful employees do not understand that what they are doing is wrong.
And sometimes they know but just don’t care. Whatever it is doesn’t matter, you still have to deal with them.
Not dealing with insubordinate employees signals to them that it is something that they can continue doing. But that is not what you want them to do.
You want to make them do some serious re-thinking about their conduct and what it means to disrespect a manager.
Set Boundaries and Enforce Consequences
You are the manager, so set the boundaries and enforce the consequences of not following instructions. When there is no consequence for undesirable behaviors, employees will continue misbehaving.
If the consequences are painful, they will want to avoid them. But when you keep warning your insubordinate employees without taking other serious actions, they will continue to disrespect you or not follow your instructions.
It is right to give warnings and document the incidents. But you have to take action when those warnings fail to solve the problem. Let the employees know the consequences and the risks insubordination brings to their jobs.
It is about setting and enforcing boundaries for everyone working under you and to hold them accountable if they overstep them.
Make it clear to your employees that insubordination is not acceptable. And let them know that you will not tolerate anyone who undermines your authority. They have to take and follow instructions from you and move on with their work.
If they continue being insubordinate after you establish the boundaries, deal with it head-on. Whether that means to suspend or fire the employee, do it! But make sure that you do it the right way.
Never ask for an apology from employees who disrespect you or don’t follow your instructions. If you do that, it will be a forced apology so, it is meaningless.
What you need is to make all your employees respect your boundaries as their manager. And that is not to undermine your authority.
How to get employees to follow instructions depends on the measure you take and the way you conduct yourself as their manager.
Always manage with confidence, spell out your expectations, and hold people to them. You need to be firm on what is not acceptable under your leadership.
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