36. Dealing with Employees Who Undermine Leadership
How to reassert authority and maintain workplace respect.
Imagine this - You introduce a new policy or strategic direction, and instead of embracing it, a few employees criticise or challenge it behind your back. Team members dismiss your decisions, work around your instructions, or subtly question your competence in front of others.
At first, it seems like disagreement or feedback, but over time, you notice -
Key projects stall because employees resist leadership decisions.
Gossip and negativity spread, making it harder for leadership to maintain authority.
Team members take sides, creating division within the business.
Undermining leadership can take many forms, including -
Subtle defiance – Ignoring leadership directives or rolling eyes in meetings.
Spreading doubt – Gossiping about leadership decisions or credibility.
Exclusion tactics – Holding side conversations and leaving leadership out of critical discussions.
Direct sabotage – Deliberately delaying projects or making leadership look ineffective.
HR psychology tells us that undermining behaviour often stems from insecurity, resistance to change, or personal ambition. If left unchecked, it can erode trust, lower morale, and destabilise the entire team.
The challenge? How do you assert leadership authority while fostering a workplace culture of respect, trust, and collaboration?
The Solution – A Three-Step Approach - Identify, Address, and Reinforce Leadership Authority
Effectively handling challenges to leadership requires balancing firm authority with open communication. Here’s how to prevent and address undermining behaviour while maintaining a strong, respected leadership presence.
1. Identify the Signs of Leadership Undermining
Leadership challenges aren’t always obvious—they often emerge subtly before becoming a workplace issue.
A. Common Signs of Undermining Behaviour
Employees disregarding or openly questioning leadership decisions.
A rise in team resistance or passive-aggressive behaviour when new directives are introduced.
Employees forming cliques that create an “us vs. them” mentality against leadership.
Decisions being delayed or ignored due to backdoor discussions and scepticism.
Negative comments or rumours spreading about leadership competence.
B. Understanding the Root Cause
Not all resistance to leadership is intentional sabotage—sometimes, employees act out due to -
Lack of trust in leadership direction.
Feeling unheard or undervalued in decision-making.
Desire for more control or influence.
Resentment over past conflicts or changes in management.
HR Psychology Insight - Employees undermine leadership more often in businesses with weak communication, unclear leadership roles, or inconsistent decision-making.
2. Address the Issue Directly and Professionally
If leadership is being undermined, ignoring it will only allow it to fester. Addressing it calmly and strategically will prevent escalation.
A. Call Out the Behaviour Privately First
If an employee is undermining leadership, a private conversation is the first step -
Be direct, but non-confrontational.
Example - “I’ve noticed some hesitation around implementing decisions. Can we discuss any concerns you have?”
Encourage open dialogue. Employees may have valid frustrations that need to be acknowledged.
Clarify expectations. Make it clear that disrespectful behaviour and passive resistance won’t be tolerated.
HR Best Practice - Handling concerns privately prevents public embarrassment and defensiveness.
B. Reinforce the Chain of Command
Sometimes, employees challenge leadership because they are unsure of roles and decision-making authority.
Clarify leadership roles and decision-making processes in team meetings.
Ensure consistency in decision enforcement. If leaders backtrack under pressure, it fuels further resistance.
Set clear accountability measures. Employees should understand the direct impact of resisting leadership.
HR Psychology Insight - Employees respect leadership more when decisions are consistently enforced across the organisation.
C. Address Group Undermining or Factions
If leadership challenges come from a group of employees rather than an individual -
Call a meeting to discuss concerns openly—but keep the focus on solutions, not blame.
Encourage participation in decision-making to increase buy-in.
Address misinformation. If false information about leadership or decisions is spreading, correct it transparently.
Red Flag - If undermining behaviour is tied to a toxic team member influencing others, further action (e.g., disciplinary measures) may be necessary.
3. Reinforce Leadership Authority and Build Trust
Addressing undermining behaviour is only half the solution—leaders must continuously reinforce authority while maintaining employee trust.
A. Lead with Confidence and Consistency
Avoid over-explaining or second-guessing decisions. Confident leadership gains respect naturally.
Follow through on policies and commitments. Leaders who waffle on enforcement lose credibility.
Stay visible and engaged. Employees respect leaders who are actively involved, not just issuing commands from a distance.
HR Insight - Employees feel more secure when leadership is decisive, clear, and confident.
B. Improve Communication and Inclusion in Decision-Making
Employees are less likely to undermine leadership if they feel heard and involved.
Host regular team meetings for open discussions on company decisions.
Encourage employees to voice concerns constructively, rather than through resistance.
Provide clarity on how leadership decisions are made and why.
HR Psychology Insight - Transparency reduces workplace suspicion and improves employee alignment with leadership goals.
C. Set a Positive Leadership Example
Demonstrate fairness, respect, and accountability. Employees mirror the tone set by leadership.
Acknowledge good ideas and contributions from employees. This encourages participation rather than resistance.
Foster a culture of mutual respect, where leadership is approachable yet authoritative.
HR Insight - Leadership isn’t just about authority—it’s about inspiring followership. Employees are more likely to support leaders they trust and admire.
Reflective Scenario – What Would You Do?
You introduce a new workflow process, but a small group of employees begins spreading doubt and negativity about the change. Instead of voicing concerns openly, they undermine the transition by resisting updates, gossiping, and subtly ignoring leadership directives.
Using the strategies above, you might -
Have a private conversation with key influencers to understand their concerns.
Clarify leadership expectations and ensure decisions are enforced consistently.
Hold a team-wide meeting to correct misinformation and provide transparency.
Increase employee involvement in decision-making to build buy-in.
By asserting leadership authority while maintaining open communication, you prevent workplace division and restore team alignment.
Golden Nugget - "Strong leadership isn’t about control—it’s about setting clear expectations, building trust, and reinforcing authority with confidence and fairness."
By identifying early signs of undermining, addressing concerns proactively, and reinforcing a culture of respect, SME leaders can prevent workplace resistance and maintain a productive, cohesive team.