In allllll the Employee Handbooks I’ve ever read or written, “Insubordination” is included in the “May be grounds for immediate termination” list of horribles.
But is insubordination really so bad?
Insubordination is an employee’s way of saying “Nope; I don’t think so” to a boss’s request. Sometimes it’s a full-blown rebellion, other times it’s more of a passive-aggressive eye roll or slow-walking through their day to prove that only they are in control of how much effort they’ll give at work.
Let’s talk about that awkward moment when an employee decides to push back—or flat-out ignore—a direct instruction – or chew out their boss. Insubordination isn’t always the career-ending drama that some managers make it out to be, but it’s definitely not something to sweep under the rug.
I’m not an HR person who’s timid about firing employees, but I think most insubordination situations call for cooler heads to prevail and not a “heads will roll” knee-jerk reaction.
The 24-Hour Cool-Down Rule
Here’s my advice to restore some sanity: When an employee first crosses the line with rude behavior or outright defiance, give them 24 hours to cool off. People say stupid things when they’re stressed, frustrated, or having a terrible day. Even *I* have! Giving someone a chance to reflect and potentially apologize can transform a potential HR nightmare into a moment of professional growth. If you think about it, you might have received that same grace from your own supervisor back in the day.
When Firing Might Actually Make Sense
When they gotta go, though, they gotta go. Some situations absolutely warrant immediate action, like:
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- Compromising workplace safety
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- Blatant violation of ethical standards
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- Repeated, intentional disruption of critical operations
Keeping Your Cool as a Manager
It’s super easy to take an employee’s attitude personally. Especially when the employee is verbally attacking you personally! My tip: Don’t. Most insubordination isn’t about you—it’s about something else going on with the employee. As the boss, it’s your job to take the high road and react without emotion. So take a deep breath, document the interaction … and put some time and distance between you and the employee before making any rash decisions. Oh – and call your HR consultant to run it by her! (By “her,” I mean “me.”)
Your reaction sets the tone. Overreacting turns a small issue into a massive workplace drama. Underreacting allows bad behavior to become normalized. The sweet spot? Calm, professional, and purposeful intervention.
The Bottom Line
Insubordination isn’t the end of the world. It’s an opportunity to strengthen communication, set clear expectations, and potentially help an employee become a better team member. Sometimes the most powerful management tool is a combination of empathy, clear boundaries, and the ability to see beyond a single moment of tension.
Do you have an employee who’s angered or frustrated you so much that you want to scream? Scream to me, not at them. I’ll empathize and then give you an objective opinion about whether that insubordination deserves immediate termination. The link for my free HR consultations is right here!
