As a leader, you’re not just responsible for driving performance and ensuring the productivity of your team. You’re also responsible for fostering a positive and respectful workplace culture. This can feel challenging when faced with employees who undermine your authority.
If you’ve found yourself in a situation where a team member consistently challenges or discredits your decisions, know that you’re not alone. In this insightful guide, we’ll explore strategies for how to deal with employees who undermine your authority.
If you want to dive deep into the root causes of negative behavior in your own organization, Dr. Buzz Mingin can help. Schedule your free leadership consultation today to better understand the systematic changes needed to transform your workplace.
3 Steps to Take if An Employee is Undermining Your Authority
As a manager, it’s important to address this conflict strategically to prevent it from escalating and affecting the performance and morale of other employees.
Below are three critical steps you can take to effectively handle an employee undermining you and transform an increasingly toxic environment.
1. Confront Them Directly About Their Behavior
Clear communication is often the best way to deal with a team member who is undermining your authority. To be a successful leader, it’s imperative to have an open and honest conversation with them. Keep reading for a few essential tips for navigating these talks.
Clearly Identify Why They’re Being Hostile
Understanding the root cause of the problematic behavior can help truly transform the situation rather than just treating a temporary symptom. Listen carefully to determine if there was a possible miscommunication or misunderstanding or if they’ve been facing personal or professional issues.
Having this insight will help you address the issue more effectively. By focusing on the underlying cause, you’ll be better positioned to create meaningful change and solutions.
Don’t Simply Ignore the Toxic Behavior
Ignoring the problem won’t make it go away. It’s critical not to let the undesirable behavior go unaddressed, as it can set a dangerous precedent and affect the team’s dynamic.
Be firm but respectful in your conversation. Let the team member know how their behavior is impacting you and the team, and focus your conversation on possible solutions. You can also connect with human resources for additional support to address the toxic behavior.
2. Set Expectations in the Workplace
Once you’ve had the initial conversation with the employee, be sure to establish clear expectations for behavior within the workplace. Focus on what acceptable behavior looks like and how each team member is held accountable.
Additionally, it’s crucial to set a positive example, yourself. As a leader, your behavior defines the tone of the team. In a professional manner, demonstrate the values you expect from each team member.
3. Follow Up with Future Conversations
Addressing the issue doesn’t end with a single conversation. It’s important to follow up and keep the lines of communication open. Schedule regular check-ins with the team member to discuss any progress or setbacks, as well as offer your support.
Through continued engagement, you can work together to resolve the issue, rebuild trust, and foster a workplace culture where respect and collaboration thrive.
What Is & Isn’t An Act to Undermine You
It’s vital for managers to distinguish between actions that genuinely undermine their authority and those that don’t. Sometimes, what appears to be an undermining act may be a misinterpretation or a difference in perspective.
An act that undermines you usually involves a direct or indirect attempt to sabotage your leadership. This might include a team member spreading rumors about your decisions, openly criticizing you in front of others, or intentionally excluding you from important conversations.
On the flip side, not every disagreement or criticism should be perceived as an act of undermining. For instance, if an employee respectfully shares an alternative point of view in a meeting or provides valuable feedback, this should not be considered undermining.
It’s important to foster a culture where each team member feels safe to express their opinions and contribute to discussions. As a manager, being open to feedback and alternative perspectives can strengthen your leadership, encourage innovation, and build a more cohesive and effective team.
Preventing An Employee from Undermining You in the Future
While handling an employee who has already undermined your authority is essential, preventing such incidents from occurring in the first place is even more effective. Here are a few strategies to help you build a positive work environment and discourage undermining behaviors:
Build Relationships With Your Staff
Creating a strong rapport with your team is fundamental. Engage with your employees regularly, and not just in formal meetings. Take an interest in their experience, listen to their concerns, and be approachable.
When employees feel valued and know that you are invested in their well-being, they are less likely to engage in behavior that undermines your leadership.
Lead Through Example
As a leader, your actions speak louder than words. Exhibit the values and behaviors you wish to see in your team. Demonstrating integrity, respect, and commitment in your daily interactions and decisions can have a big impact on building the workplace culture that you’re striving for.
When your team sees you acting in accordance with the values and positively contributing to the environment, they are more likely to follow suit.
Practice What You Preach
Closely related to leading by example is practicing what you preach. If you establish rules or values for the team, ensure that you are also adhering to them. If you expect punctuality, make sure you’re on time. If you value transparency, be open in your communications.
Consistency between your words and actions builds trust and respect. It will also reinforce the idea that everyone is in this together, strengthening the coherence of the team.
Don’t Misunderstand Personality Differences for Something Else
Recognize that your team is made up of individuals with diverse personalities and communication styles. What might appear as a negative attitude or undermining behavior could simply be a different way of expressing oneself.
Be sensitive to these differences and avoid labeling someone’s behavior as openly rude without considering personality traits.
Know It’s Fine & Even Helpful to Have Disagreements
Understand that disagreements and diverse opinions are not only inevitable but can be beneficial for innovation and problem-solving. Encourage open discussions and value constructive criticism.
Differentiating between a healthy debate and undermining behavior will be helpful to both you as the manager and the members of your team.
Maintain Confidence in Your Position of Authority
A confident leader is less likely to be undermined as employees respect their authority and leadership style. You can exude confidence by standing by your own skills and decisions while still remaining open to feedback.
Even if a situation with difficult employees is shaking your confidence, remember your own skills and abilities you bring to the position. Continue to believe in what you have to offer and take steps to work through the challenge that has presented itself.
Dr. Buzz Mingin’s Philosophy
At the core of Dr. Buzz Mingin’s philosophy is a profound understanding of the interplay between human behavior, neuroscience, and organizational dynamics. His approach to solving workplace issues is multi-dimensional and anchored in evidence-based practices.
Dr. Buzz is adept at uncovering the deep-seated causes of workplace dysfunction. When dealing with employees undermining authority, for example, Dr. Buzz dives deep to understand the underlying factors at play. This could involve examining interpersonal relationships, communication styles, and organizational culture.
Dr. Buzz’s comprehensive approach goes beyond just resolving the issue at hand. He empowers leaders with tools and strategies to proactively address future conflicts and foster a culture that is conducive to productivity, innovation, and mutual respect.
Contact Dr. Buzz To Create Systemic Change
If you’re grappling with conflict in your workplace or want to create a culture that minimizes dysfunction, Dr. Buzz Mingin is the one to turn to. He is uniquely positioned to help you navigate the complex world of workplace dynamics.
Dr. Buzz can work with you to develop tailored strategies that address the root causes of issues and guide you in implementing changes that have a lasting impact. Through his interventions, you can expect not just conflict resolution but a transformation in the very culture of your organization.
Learn how to spark true workplace change with a free leadership consultation. Contact Dr. Buzz today to get started.