Few things are more damaging to morale than a disrespectful employee. Though it’s important to listen to your employees’ opinions and concerns – and even yield to their advice – the long-term effects of having your authority undermined can be devastating. Since the consequences of overreacting, however, can be equally damaging, a balanced reaction to insubordination is crucial. In fact, it’s fair to say that your style of handling disrespectful employees defines your ability as a manager. So, what does it take to handle disrespectful employees properly?
Take Emotion Out of the Equation
Sadly, many workers feel a natural antagonism towards their bosses. As such, many of their attacks might feel very personal. No matter what you feel, however, this is no time to respond emotionally. Take your feeling out of the equation and accept the fact that there may be some truth to your employee’s complaints. Starting with a levelheaded attitude will keep you from making rash decisions later on.
Listen with a Positive Attitude
If a rebellious employee feels you are only listening to their concerns in order to find fault and look for loopholes, the problem will only get worse. In contrast, showing genuine concern for their complaints may be enough to make the problem go away entirely.
Make Your Expectations Clear
Once you’ve listened carefully to any complaints and done your best to address them, make your expectations very clear. In particular, it must be emphasized that, though expressing concerns and opinions are permitted and helpful, publicly undermining the management’s authority is not acceptable. If your employee’s concerns are genuine, they will understand how their comments could negatively affect morale and productivity.
Document Your Meetings
When you have a serious discussion with a disruptive employee, you must keep a record of the meeting and its results. In cases where verbal or written warnings are given, it’s especially important that documentation is signed by the employee in question. This record serves as proof that the disruptive employee received counsel and is aware of the severity of their actions.
Know When to Draw the Line
Theodore Roosevelt famously described his foreign policy this way: “speak softly and carry a big stick.” A gentle hand, patience, and diplomacy can get you through many workplace disputes. Even so, your workers must know that there are limits to your patience. When an employee’s actions and words cause more disruption than they are worth, your only choice is to let them go. If you’ve given them time to change and documented your steps along the way, you can feel free to cut them loose with an easy conscience and solid legal footing.
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