Abusive or intimidating behavior toward employees
These subtle signs are all used to create an emotional reaction, usually anxiety, which establishes greater control and power over the victim.
Bullying and manipulation of this nature can affect our employees physically, emotionally, and psychologically.
Others may feel that they are on an emotional rollercoaster with the person.
If you are an individual or manager doing any of the above, either knowingly or unknowingly, it’s critical that you stop your actions. If you are the coworker of an individual experiencing mistreatment, question it and tell someone.If termination is appropriate, it will still be clearly appropriate after you've cooled off. Although immediate termination may be required in the most serious situations, counseling or a progressive step discipline program is usually the most appropriate vehicle for disciplining an insubordinate employee.Your discipline policy should give you room to maneuver, so you can consider the following: While some kinds of policies allow for many variations, insubordination policies can be shorter, to the point, and more generic.If you are accused of discriminatory conduct because of your treatment of an allegedly insubordinate employee, or if you want to challenge payment of unemployment benefits to a worker fired for insubordination, you will generally have to show that: If you encounter a situation where you think an employee is being insubordinate, before you discipline the employee, ask yourself the following questions to make sure that discipline is the appropriate action to take: If after considering all of these issues, you conclude the employee's actions were insubordinate, how should you handle the situation?Your knee-jerk reaction to an insubordinate employee may be to lose your temper, to become abusive in return, or to terminate the employee immediately.