The Tribune

Much discussion has taken place nationally over team members who disrespect their leaders publicly, and the knock-on effect this has on the company and, in the the political arena, the nation. Employee mutiny seems quite common these days in both the private and public sector, as individuals seem comfortable - and feel justified - in throwing their managers and leaders ‘under the corporate bus’.

There are some who argue that the derailing of managers and leaders is defensible, since they are often pigheaded, devious and deliberate in their attempts to hurt and manipulate their subordinates. They chafe at the statement, ‘respect is earned,’ and anyone crossing the line is ‘dealt with’.

Our system of selecting leaders from among their peers can further blur the lines of respect, since many cannot separate personal friendships from professional relationships. An older generation used the adage: ‘Play with puppy and they will lick your mouth’.

The question remains, then: How far is too far in the game of respecting authority? When does an employee know they have crossed the line in addressing their superior in a way that is disgraceful, dishonourable and counter-productive to the team effort? Here are three scenarios that I have personally seen played out, which might indicate the employee is out of line:

1. When there is a back and forth that results in derogatory names being called. When an employee launches a verbal attack at their boss and uses a name that demeans or is intended to embarrass the individual, the relationship has perhaps taken a turn towards being irreparable.

2. When there is a back and forth that is playing out in the presence of other employees. An attempt to call out your manager in the presence of other employees is not a wise thing to do. The leader may view this gesture as trying to upstage their authority and will resent you. Even if you know you are right, take it in the back room.

3. When you say to the leader that you will do something and end up doing something else to later indicate your convictions led you otherwise. If the leader has been clear in articulating his/her wishes then, right or wrong, they should be carried out with enthusiasm and efficiency. To calculatingly neglect to follow the wishes of the manager is disrespectful.

Life teaches us many valuable lessons. One such lesson is that of reciprocity. As the clich� goes, ‘what goes around- comes around’, and in the word of sacred scripture, whatever a man sows, that will he also reap.

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com.