10 Examples of Insubordination in the Workplace (With TIps)

Are you or a coworker being insubordinate? Whether you’re at work or leading a team, insubordination can be a serious issue. Here are tips you need today!

Workplace insubordination is often a signal that something deeper is off in your team building dynamics. What is insubordination, exactly? And more importantly, how can you transform those frustrating moments of defiance into opportunities for stronger leadership and better communication skills?

In this article, we’ll dive into the insubordination definition, explore real examples you’ve probably witnessed, and give you practical strategies to address defiance while building a more respectful, collaborative workplace.

What Is Insubordination?

Insubordination is the deliberate refusal to follow reasonable workplace directives from supervisors or authority figures, ranging from passive-aggressive resistance to outright defiance.

Think of it as the workplace equivalent of a teenager slamming their door, except now it’s your colleague ghosting your emails or your team member publicly challenging your decisions. Insubordination is an intentional disregard for legitimate authority and established workplace protocols.

Research shows that insubordinate behavior often stems from several triggers:

• Unclear expectations that leave employees guessing
• Resentment over perceived unfair treatment
• Poor communication creating frustration
• Cultural misalignment between values and actions
• Power struggles in hierarchical structures
• Remote work isolation breeding disconnection and lower performance

Earlier on in my career, I had an employee who stopped responding to my project emails entirely. When I asked about it in person, she shrugged and said, “I figured you’d figure it out.” That seemingly small act of defiance represents a subtle but real form of insubordination.

Action Step: Think back to a recent interaction where you felt dismissed or ignored by a colleague. What specific behaviors made you feel that way?

Ready to strengthen your assertiveness skills? Understanding insubordination is just the first step toward building more respectful workplace relationships. Watch our guide on:

How to Be Assertive in Conversation

3 Insubordination Red Flags to Watch For

Catching insubordinate behavior early can save you weeks of escalating tension and damaged team dynamics. Here are the telltale signs that defiance is brewing:

Passive-Aggressive Patterns

Watch for the subtle stuff that makes your gut churn. Eye rolls during meetings, heavy sighs when you make requests, or that sarcastic “sure, whatever” tone that drips with disdain. These behaviors scream insubordination without saying a word.

I once had a team member who would say “absolutely” to every request but somehow never quite delivered what was asked. The words were compliant, but the pattern revealed the truth.

Consistent Disregard for Requests

When someone repeatedly “forgets” your directives, misses deadlines without explanation, or conveniently develops selective hearing during important discussions, you’re looking at classic insubordinate territory.

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Dismissive Communication

Notice how people respond to your input. Are they engaging thoughtfully, or are you getting one-word responses, interrupted explanations, or outright contradictions in front of others? Insubordination definition includes these communication breakdowns that undermine authority.

Pro Tip: Keep a simple log for one week. Note any interactions that leave you feeling dismissed or frustrated. Patterns will emerge that help you address issues before they explode.

Want to improve how you handle difficult conversations? Check out our Nice Person’s Guide on how to be assertive for scripts that actually work.

10 Examples of Insubordination in Action

Let’s get specific. Here are real-world examples of insubordination you’ve probably witnessed (or maybe even experienced):

The Email Ghost

Marcus consistently ignores project update requests via email, then claims he “never saw them” when confronted. This digital insubordination has become increasingly common in virtual teams environments.

Action Step: Create email receipt confirmations and set clear response time expectations to prevent this pattern.

The Public Challenger

During team meetings, Jessica regularly interrupts with “That won’t work because…” and proceeds to tear down ideas without offering alternatives. Define insubordination? This is it—public undermining of authority.

The Deadline Dodger

Despite clear timelines, Alex consistently delivers work late with creative excuses. When pressed, they become defensive and blame unclear instructions. This pattern shows deliberate insubordinate behavior disguised as confusion.

Action Step: Implement project management tools that track deadlines and send automatic reminders.

The Selective Listener

When given multiple tasks, Emma consistently prioritizes what she wants to do and “forgets” the rest. What does insubordination mean in practice? This selective compliance is a perfect example.

The Meeting Hijacker

Tom derails every discussion by bringing up unrelated issues or past grievances, making it impossible to focus on current priorities. This insubordinate tactic disrupts workflow and authority.

Action Step: Create structured agendas and practice redirecting conversations back to the topic at hand.

The Sarcasm Specialist

“Oh, another brilliant idea from management,” becomes Lisa’s standard response to new initiatives. Her tone says everything her words carefully avoid—a classic sign someone needs to learn how to say no professionally.

The Silent Treatment Professional

When disagreeing with decisions, Michael stops participating in discussions entirely, offering only shrugs and silence when asked for input. This passive insubordination creates tension without direct confrontation.

The Rule Bender

Despite clear policies, Andrea finds creative ways to circumvent guidelines while technically staying within bounds.

The Credit Thief

When successful outcomes happen, David takes credit. When problems arise, he immediately points fingers at leadership decisions. This insubordinate pattern undermines team building efforts.

Action Step: Document contributions and create systems that make individual accountability clear.

The Gossip Spreader

Rather than addressing concerns directly, Rebecca complains about management decisions to other team members, creating an undercurrent of dissatisfaction and resistance—the opposite of happy at work culture.

Understanding these patterns helps you be more likable as a leader while addressing problematic behaviors before they escalate.

5 Strategies to Deal With Insubordination Today

Here’s the good news about dealing with insubordination: small, consistent actions can transform even the most defiant team dynamics. Let me share strategies that have worked in real workplace situations:

Clarify Expectations Like Your Sanity Depends on It

Vague instructions breed insubordinate behavior. Instead of saying “Please handle the client project,” try “Please complete the client proposal by Friday at 3 PM, including budget breakdown and timeline, then email it to me for review.”

I learned this the hard way when my team kept “misunderstanding” my requests. Turns out, I was being about as clear as mud. Define insubordination all you want, but unclear directions practically invite it.

Action Step: Write down your three most common requests and create specific scripts that leave no room for misinterpretation.

Master the Art of Active Listening

Sometimes insubordinate behavior stems from feeling unheard. Before you address defiance, try understanding what’s driving it. Research shows that people who feel listened to are significantly more likely to cooperate with authority figures.

When Jake started pushing back on every assignment, I discovered he felt overwhelmed and underprepared. Once we addressed those concerns, his “attitude problem” disappeared overnight.

Action Step: In your next challenging conversation, spend twice as much time listening as talking. You can even ask open-ended questions with our guide: How to Ask Open-Ended Questions (& The 150 Best to Ask)

Document Everything (But Stay Human)

Keep records of insubordinate incidents without turning into a workplace detective. Note dates, behaviors, and your responses. This creates accountability while protecting you if issues escalate.

But remember—you’re building a case for improvement, not punishment. Frame documentation as “pattern awareness” rather than “gotcha moments.”

Pro Tip: Use neutral language in your documentation that focuses on observable behaviors rather than interpretations.

Manage Your Emotions Like a Pro

What is insubordination good for? Testing your confidence and emotional regulation! When someone challenges your authority, your fight-or-flight response kicks in. Take three deep breaths, count to five, then respond from a place of calm leadership.

I used to fire back immediately when challenged. Now I use the phrase, “Let me think about that and get back to you,” which gives me time to craft a thoughtful response instead of an emotional reaction.

Action Step: Practice your calm response to challenging behaviors in front of a mirror or with trusted friends.

Create Feedback Loops

Don’t wait for annual reviews to address insubordination. Schedule regular check-ins where team members can share concerns and you can address issues before they fester.

Action Step: Implement weekly 15-minute one-on-ones focused on current projects and any roadblocks. This prevents small frustrations from becoming big defiance.

Want to dive deeper into feedback techniques? Great feedback prevents most insubordinate behavior before it starts and helps create a happy at work environment.

Special Note: Always take context into account. Is someone going through a hard time at home? Did the company just have a re-organization? Did their work best friend quit? Give someone time and try to understand circumstances outside of work as well.

3 Ways to Build Positivity in The Workplace

Once you’ve addressed the insubordination, it’s time to nurture the behaviors you actually want to see. Here’s how to shift from damage control to culture building:

Recognize Cooperation Immediately

Catch people doing things right and call it out. When someone who previously showed insubordinate behavior starts following through on commitments, acknowledge it within 24 hours.

“Thanks for sending that report on time with all the details I requested. That kind of thoroughness really helps our team stay on track.” Specific praise reinforces positive patterns and builds the foundation for being more likable as a leader.

Studies (source) on workplace behavior show that recognition of cooperative behavior increases the workplace well-being, and engagement.

Action Step: Set a daily reminder to find one cooperative behavior worth acknowledging. Make it specific and genuine.

Learn how to praise someone effectively to maximize the impact of your recognition with these 20 effective tips.

Cultivate Open Communication Channels

Create safe spaces for dissent that don’t involve insubordination. Maybe it’s a monthly “challenge session” where team members can respectfully question processes, or anonymous feedback systems for ongoing concerns.

When people have legitimate ways to voice disagreements, they’re less likely to express frustration through defiant behavior. This helps everyone learn how to say no professionally rather than acting out.

Action Step: Create a monthly feedback session where team members can safely challenge processes and suggest improvements.

Celebrate Team Wins Together

Nothing defeats insubordinate behavior like shared success. When your team accomplishes something significant, make the celebration about collective achievement rather than individual performance.

“This project succeeded because everyone brought their A-game. Sarah’s research, Marcus’s analysis, and Emma’s presentation skills created something none of us could have achieved alone.” Plan a team celebration that specifically highlights collaborative efforts rather than individual achievements.

Pro Tip: Create monthly team celebrations that highlight collaborative achievements. This builds the kind of culture where insubordination feels out of place.

Ready to strengthen your team dynamics? Team building activities create the positive relationships that prevent insubordination from taking root.

3 Culture-Building Ideas For Insubordinate Teams

Creating a workplace where insubordination feels out of place requires intentional culture development. Here’s how to build an environment where respect thrives:

Create Trust-Building Activities

Regular team building activities that require cooperation and mutual support naturally reduce insubordinate tendencies. When people genuinely like and trust each other, defiance becomes much less appealing.

Try monthly team challenges that require everyone’s input, quarterly off-sites focused on collaboration, or weekly “wins and challenges” sharing sessions where vulnerability builds connection.

Our marketing team started doing “failure parties” where we shared professional mistakes and what we learned. This created such psychological safety that insubordination practically disappeared—people felt safe being honest instead of defensive.

Action Step: Schedule one trust-building activity this month. Make participation optional but encourage attendance by making it genuinely fun and valuable.

Implement Feedback Systems

Give people multiple ways to voice concerns before they reach the insubordination stage. Anonymous suggestion boxes, regular pulse surveys, open-door policies, and structured feedback sessions all provide outlets for frustration.

Action Step: Establish three different feedback channels so team members can choose their comfort level for sharing concerns.

Celebrate Collaboration Over Competition

Insubordinate behavior often stems from environments where people feel they must fight for recognition, resources, or respect. Shift focus to collective wins and shared success to create a happy at work culture.

Highlight collaborative achievements in team meetings, reward problem-solving partnerships, and make cooperation part of performance evaluations. When working together feels more rewarding than working against each other, insubordination loses its appeal.

Pro Tip: End each team meeting by acknowledging one collaborative effort from the past week. This reinforces the behaviors you want to see.

Frequently Asked Questions (FAQs) About Insubordination

What is insubordination, and why does it happen?

Insubordination is the deliberate refusal to follow reasonable workplace directives from supervisors or authority figures. It happens for various reasons including unclear expectations, feeling undervalued, poor communication, personality conflicts, or systemic workplace issues. Remote work has created new forms of digital insubordination like ignoring emails or avoiding video calls. Understanding the root cause helps address the behavior more effectively than simply punishing it.

What does insubordination mean in the workplace?

Insubordination in workplace contexts involves any behavior that deliberately undermines authority or ignores legitimate directives. This includes both overt actions like publicly refusing assignments and subtle behaviors like consistently missing deadlines, using dismissive body language, or spreading negativity about management decisions. Define insubordination and you’ll see it ranges from passive-aggressive resistance to outright defiance of company policies.

How do I address insubordinate behavior?

Address insubordinate behavior through clear, private conversations focused on specific actions rather than personality judgments. Document incidents, set clear expectations, and create consequences for continued defiance while remaining open to understanding underlying issues. Start with curiosity about what’s driving the behavior before moving to corrective action. Insubordination definition includes both the behavior and your response to it.

Can insubordination be prevented in hybrid teams?

Yes, insubordination in virtual teams can be prevented through clear communication protocols, regular check-ins, and strong digital collaboration practices. Set explicit expectations for response times, meeting participation, and project deadlines. Create multiple channels for feedback and ensure remote team members feel included and valued. What does insubordination mean in hybrid work often relates to feeling disconnected or misunderstood.

What’s the difference between insubordination and feedback?

The key difference lies in intent, timing, and delivery method. Constructive feedback aims to improve outcomes and is delivered respectfully through appropriate channels. Insubordinate behavior deliberately undermines authority and often occurs publicly or passive-aggressively. Feedback says “here’s how we can improve this process,” while insubordination says “I refuse to follow your direction.” Insubordinate definition includes the element of deliberate defiance that feedback lacks.

How to Manage Insubordination Like a Pro

Dealing with insubordination doesn’t have to derail your leadership or destroy team dynamics. Here are the key strategies that transform defiance into cooperation:

• Set Crystal Clear Expectations: Vague directions invite insubordinate behavior.
• Address Issues Quickly: Small acts of defiance become bigger problems when ignored.
• Listen Before You Lead: Sometimes insubordination signals legitimate workplace issues that need attention.
• Document Patterns: Keep records of insubordinate incidents and your responses.
• Model Respect Consistently: Your team mirrors your behavior. Show the professionalism and respect you want to receive.
• Create Safe Feedback Channels: Give people appropriate ways to voice concerns before frustration becomes defiance.

Ready to build stronger workplace relationships? Check out our comprehensive guide on How to Be More Likable for strategies that prevent insubordination before it starts.