80. Dealing with Employees Who Challenge Authority
How to assert leadership while encouraging healthy debate.
Imagine this - A team member openly questions leadership decisions in meetings, undermining management’s credibility. Another refuses to follow instructions, insisting their approach is superior. Over time, you notice -
Disruptions in workflow, as disagreements slow down decision-making.
Increased tension among teams, as authority conflicts create friction.
Lower morale, as other employees feel discouraged by ongoing challenges to leadership.
A lack of progress, as constant pushback prevents effective execution of strategies.
While a culture of open discussion is healthy, persistent resistance to leadership can harm productivity and team cohesion. If not managed properly, it can create a toxic power struggle within the workplace.
HR psychology tells us that employees challenge authority for various reasons—a need for recognition, distrust in leadership, or a desire for control. Some challenges are constructive, while others stem from deeper workplace issues.
The challenge? How do you balance strong leadership with a workplace culture that encourages respectful debate and innovation?
The Solution – A Three-Part Approach - Recognise, Address, and Foster Constructive Dialogue
Effectively managing employees who challenge authority requires recognising the underlying causes, addressing disruptive behaviour, and fostering a culture of respectful and productive discussion.
1. Recognise the Types of Authority Challenges
Not all challenges to authority are harmful—some can drive innovation, while others create conflict.
A. Identify Constructive vs. Destructive Challenges
Constructive challenges - Employees offer well-reasoned perspectives to improve decisions.
Destructive challenges - Employees undermine leadership, resist change, or create unnecessary conflict.
Passive resistance - Employees subtly ignore directives or slow down implementation of decisions.
Red Flag - If employees consistently reject leadership without offering solutions, their resistance may be counterproductive.
B. Understand the Employee’s Motivation
Are they seeking clarity or voicing valid concerns?
Do they feel disrespected, undervalued, or excluded from decision-making?
Are they challenging leadership due to personal ego or past workplace grievances?
HR Psychology Insight - Employees who feel unheard or dismissed may escalate their challenges as a way to gain influence.
C. Assess Leadership’s Role in the Dynamic
Are managers open to feedback and transparent in decision-making?
Are expectations clear and consistently enforced?
Do leaders model respectful, open communication?
HR Best Practice - Employees are less likely to challenge leadership in negative ways when they trust that decisions are fair and inclusive.
2. Address Disruptive Challenges & Reinforce Leadership
When authority challenges become counterproductive, leaders must respond promptly and professionally.
A. Set & Communicate Clear Expectations
Define acceptable ways for employees to voice concerns and disagreements.
Reinforce that while discussion is encouraged, final decisions must be respected.
Ensure employees understand that leadership’s role is to make informed decisions that benefit the organisation.
Red Flag - If leadership decisions are frequently questioned without constructive reasoning, workplace authority may be weakening.
B. Address Resistance in a Professional Manner
Have one-on-one conversations with employees who consistently challenge leadership.
Ask open-ended questions like, “What concerns do you have about this decision?”
Redirect resistance into a problem-solving discussion.
HR Psychology Insight - Employees are more receptive when they feel their perspectives are valued but guided towards a solution.
C. Enforce Boundaries When Necessary
If disruptive behaviour continues, implement formal performance discussions.
Clearly outline consequences for disrespectful or defiant behaviour.
Escalate disciplinary action if an employee refuses to follow workplace expectations.
HR Best Practice - Leadership must balance being open to input with standing firm on key decisions to maintain authority.
3. Foster a Culture of Healthy Debate & Innovation
Workplaces thrive when leadership fosters open, yet respectful, discussion.
A. Encourage Constructive Debate & Idea-Sharing
Create opportunities for employees to offer insights before decisions are finalised.
Implement brainstorming sessions or structured feedback meetings.
Reward employees who provide thoughtful, solutions-driven input.
Red Flag - If employees stop providing feedback altogether, it may indicate fear of leadership, not respect.
B. Train Leaders to Manage Resistance Effectively
Provide managers with conflict resolution and communication training.
Encourage leaders to explain decisions transparently to reduce resistance.
Train leadership teams to engage with, rather than shut down, differing viewpoints.
HR Psychology Insight - Employees are more likely to support decisions they feel involved in rather than those imposed without discussion.
C. Recognise Employees Who Balance Debate with Respect
Reward those who challenge ideas constructively without undermining leadership.
Promote employees who demonstrate leadership through collaboration.
Encourage a mindset of mutual respect between management and staff.
HR Best Practice - Leaders who cultivate an atmosphere of respect and collaboration experience fewer authority conflicts.
Reflective Scenario – What Would You Do?
An experienced employee frequently pushes back against company policies, openly questioning leadership in front of colleagues. Their concerns are not entirely unfounded, but their approach is confrontational, disrupting team cohesion.
Using the strategies above, you might -
Meet privately with the employee to understand their concerns.
Reinforce that while feedback is valued, it must be delivered respectfully.
Provide a structured avenue for input to ensure concerns are addressed constructively.
If necessary, set clear behavioural expectations and escalate discipline if the challenges become disruptive.
By fostering a balance between strong leadership and constructive dialogue, SME leaders can create a workplace where authority is respected and innovation thrives.
Golden Nugget - "Great leadership is not about silencing challenges, but about guiding them into productive discussions. A workplace that values both authority and respectful debate fosters true innovation."
By applying recognition, professional intervention, and structured encouragement of dialogue, SME owners can maintain strong leadership while building a collaborative and progressive work culture.