Career
How to Manage a Rule-Bending Employee
Follow these tips to regain control and keep the peace.
Posted September 25, 2022 Reviewed by Jessica Schrader
Key points
- Rule-bending employees ignore the rules in favor of what they think is best.
- Remember to maintain an even playing field for all involved, even if this employee attempts to justify their actions.
- Keep an open mind to any changes to policy that might benefit employees, remembering that forward movement is a part of growth.
Managing pushy or presumptuous workers—subordinates who are just short of being insubordinate—can be difficult.
Rule-bending employees get the job done but not in the way that you wish. These individual troublemakers are often pushy or presumptuous, arrogant people who ignore procedures and precedents and whose aim it is to wield power, either alone or through small cliques.
Rule-benders cut corners, skirting the borders of acceptability. You don’t need a search warrant to find these rebels. They are in plain sight. In their enthusiasm to get something done, these subordinates bend the rules almost to the breaking point or take unauthorized action and make their own rules as they go along. It doesn’t matter whose turf they stomp on. They can be equally offensive to bosses and colleagues.
Some of them threaten you, demanding that you change your procedures, or they won’t produce what you desperately want. You find your morale and self-respect being held hostage as you try to get them to understand the importance of following your directives and getting along with others.
What’s You’re Thinking
I know Jan gets good results, but we’ve established these regulations for good reasons. If I ignore them for Jan, I’ll have problems with the boss as well as the others on my staff. I have to know and approve what Jan is going to do before and not after the fact. I also can’t allow Jan to destroy morale among the other workers. How can I bring Jan into line?
A Rule-Bender’s Thoughts
I can’t be stifled by their stupid restrictions. If I wait for approval, we’ll miss this golden opportunity. And when the boss finds out, what’s he going to do—fire me? No way! He’ll be jumping for joy with the outcome. I know what has to be done. It’s the only way this can work. I’ll deal with those stupid restrictions later.
Strategy
Your objectives are to get the rule-bending employee to obtain permission before they attempt any unauthorized acts and, whenever possible, to maintain the go-getter's enthusiasm and productivity.
- Reestablish universal rules and stick to them. If you play the game with different sets of rules for certain players, you’re inviting poor morale, possible sabotage, and even outright mutiny.
- Talk face-to-face. Emphasize that noncompliance is a serious problem for them, spelling out the consequences. Remind them that complying is a responsibility. Focus on their behavior and lay out what is acceptable and what is unacceptable. Praise what they do well, but don’t let them off the hook with a claim that their ends justified their means.
- Ask them to recap the meeting by email. This electronic paper trail ensures that you are on the same page and promotes accountability.
- Follow up with regular feedback. Be specific with your criticism. Tell them what they are doing right and the steps they need to take to continue to improve. Be transparent in your messaging—no sugarcoating here.
Tip: Be consistent in applying your regulations and in expecting adherence. If procedures need to be modified, change them. If you give a rule-bender special privilege, you can expect other workers to feel there’s no use in trying. Rather, focus on an equitable and fair environment for all on your team. This will help to maintain and grow team spirit.
Copyright© 2022 Amy Cooper Hakim.