What to do when staff directly disobey an order?

[hazmog]

Ok, here's a scenario. An order I made very clear to everyone was disobeyed while I was out of the office. I was not notified about it until afterwards as they know I would have not gone along with the decision. The decision itself wasn't terrible and has caused no major issue so far (although it might, hence why I made the order), but the disobedience is a little worrying and I made it perfectly clear what my orders are.

How do you deal with this kind of situation?

 

[Mr D]

Are your staff required to follow orders?

Was the order in line with their responsibilities at work? Was there a reason why they didn't follow the order?

 

[Employment Law Clinic]

This sounds like insubordination, plain & simple. Why wouldn't you just invite any offending staff in for a disciplinary hearing for insubordination?


Karl Limpert

 

[hazmog]

Are your staff required to follow orders?

Was the order in line with their responsibilities at work? Was there a reason why they didn't follow the order?

I believe staff are meant to follow orders of their boss?

I stated for them to not do something which has strategic implications for the company and involves clients. I was unexpectedly away, and they did it.

They claim they weren't aware they weren't meant to do this thing, although I stated it clearly several times.

Moving forward, should I write down all orders if I cannot rely on verbal communication?

 

[The Byre]

Always put things in writing! I even send emails to my wife - just to make sure that she understands what it is that I want and she does the same. It just means we both know what is and is not important.

And if an issue is of strategic importance (e.g. the company about to be sold to a rival, or the company is about to enter major litigation) I suggest having those in the know, sign for the receipt of a non-disclosure order.

Getting staff to sign for certain documents may sound petty to some, but it certainly focuses their attention!

 

[Newchodge]

I tend to think that managers give staff instructions rather than orders. It seems a little strange that the staff appear to have done this thing collectively. But Karl is right. Invite each of those involved to a formal discussion explain what your concerns are and ask how they came to do what they did. Then make a decision about wnat you want to do to whom. In line with your disciplinary procedure.

 

[Employment Law Clinic]

I think it’s a nice idea to put things in writing, but I can’t conceive that’s it practical to put every minutiae detail or instruction in writing.

To put every instruction of what to do, and what not to do, in writing, can only complicate things.


If a boss has to be away at short notice, instructs someone to cover the till, do they have to put in writing that all cash received has to be placed in the till? Without a written instruction (which is always issued), why couldn’t an employee assume they could help themselves to cash received?


Written instructions leave no room for questions, so what does an employee doesn’t understand something in the written instruction, and the manager is absent? Comprehensive instructions that may be misunderstood can be better backed-up in writing, but that shouldn’t need everything to be covered.


@The Byre, you served. Did you insist that every instruction was put in writing before following it? “Turn right”. “Can I have that in writing first?”?


@hazmog made clear to their staff that they were not to do something. They didn’t get the memo, or in this instance, despite hearing the instruction, they went against it. It would get absurd if every workplace required every instruction ever issued to be air-tight in its detail, and to be signed for by every employee.


A manager needs to be able to issue a reasonable instruction – to do, or not to do something – and if this isn’t complied with, should take action to encourage better conduct in the future. It’s absurd that could always be required in writing to expect compliance.



Karl Limpert

 

[The Byre]

@The Byre, you served. Did you insist that every instruction was put in writing before following it? “Turn right”. “Can I have that in writing first?”?

Brilliant idea!

"Was that a Right Turn! Sargent? Only you see I was so busy, concentrating on all the Left-Right-Left-Right stuff that I've forgotten. I mean, if you could see your way to giving orders in writing, well, it would make things so much easier!"

I would imagine that short conversation ending with a visit to the guard room and being put on 'Orders' for insubordination!

Unfortunately, Civvy Street does not make any accommodation for employers imprisoning employees for disobeying orders. Why that is, I don't know! Strange really! Liberalism and political correctness gone mad, if you ask me!

 

[paulears]

The trouble with giving orders with the expectation of absolute obedience is that it requires a different mind set. Presumably you want staff who think for themselves, or do you want blind obedience wth an officers and enlisted approach. Your terminology suggests the former.

 

[Nord20]

Surely there's a middle ground somewhere between

"don't do anything I haven't explicitly ordered you to do on pain of death"

and

"you wanted us to think for ourselves, so you know that thing you specifically told us not to do? Well, I thought we should do it anyway, so we did."

 

[menetworkjadaltd]

I'd send them all to the gallows, mate.

No nonsense tough love, innit

 

[Talay]

Though I devised this when dealing with staff overseas who were all non native English speakers, it works just as well back in the UK for (supposedly) native English speakers.

Give your direction and requirements.

Ask whether they understood.

If no, go through again.

If yes, then ask them to explain back to you what it is they are required to do.

Then explain it again !

 

[Mr D]

Worked for centuries in navies across the world. Readback, so they confirm the order they heard rather than the order they think they have been given.
Does seem rather strange to me that an employer orders his staff. Rather than simply giving instructions.

 

[Paul Kelly ICHYB]

I think a lot depends on what the instruction was. If reasonable, starts disciplinary actions.

 

[Nochexman]

I stated for them to not do something which has strategic implications for the company and involves clients.

Sounds pretty vague to me. How would they know what was the right thing to do?

 

[obscure]

Sounds pretty vague to me. How would they know what was the right thing to do?

Seems pretty clear to me but I read it as "Don't do X as it may have a strategic impact on the company." I guess it could be read as "Don't do anything that may have a strategic impact on the company".

 

[Root 66 Woodshop]

Hmm,

OK... so we've got...

"Don't do X as it may have a strategic impact on the company."

Yet we don't know the severity of the issue... It could be something as simple as...

Don't ring that company selling X as it may have a strategic impact on the company...

or...

Don't press that RED BUTTON!!! as it may have a strategic impact on the company...

However, what we actually have is...

Ok, here's a scenario. An order I made very clear to everyone was disobeyed while I was out of the office. I was not notified about it until afterwards as they know I would have not gone along with the decision. The decision itself wasn't terrible and has caused no major issue so far (although it might, hence why I made the order), but the disobedience is a little worrying and I made it perfectly clear what my orders are.

If it's not that terrible and has caused no issues so far... just wait for any outcome... if there's no outcome everything is hunkydory... however you still need to address it with the people involved...

IMHO...

With all due respect, if you're barking orders at people... people WILL retaliate and do the opposite... human nature kicks in... rather than giving "orders" to your staff... try talking to them and requesting that things are done in a specific way... if people still continue doing the opposite then you can deal with it...

 

[Mr D]

Instructions can be easier to follow than orders.
Even have policies if something is important enough.

 

[Gecko001]

As has been said, "orders" is probably the wrong word and instructions is probably more appropriate for a business. .

It could be a case of staff just ignoring your instruction because they did not understand why it is important to the business. Many people just do not understand how the real world of business works. Also often they do not understand that different firms have different policies. They do not understand that a business is not a democracy and that policies come from the top.

 

[Churchill Investigations]

I agree it's preferable to use the term 'instruction' or 'request' when speaking to your team. This is by no means a criticism I promise you. After speaking to the team as a group it's often a great idea to just follow the instruction with an email so you have a record. This also acts as a second prompt to the team and helps avoid that 'misunderstanding' issue. Once it becomes clear that the instruction has not been followed, again it's good to get the team together to point out this fact and to get feedback. At this stage you make it clear the importance of following instructions and that you may view any repeat as insubordination (plus another email record). Finally, you can then take appropriate action. In short, I think it's all about clear communication - and it doesn't take long at all. Hope things have resolved for you.

 

[menetworkjadaltd]

Ok, here's a scenario. An order I made very clear to everyone was disobeyed while I was out of the office. I was not notified about it until afterwards as they know I would have not gone along with the decision. The decision itself wasn't terrible and has caused no major issue so far (although it might, hence why I made the order), but the disobedience is a little worrying and I made it perfectly clear what my orders are.

They dont respect you... work out why

 

[Nochexman]

[QUOTE="hazmog, post: 2765662, member: 292790]"Moving forward, should I write down all orders if I cannot rely on verbal communication?[/QUOTE]

Would be interested to know what you decided to do hazmog?