Imagine walking into a meeting and, without being told, feeling that “you’re not the center of gravity” of the room. A difficult employee, perhaps even a long-standing and valuable one, is responding to you in half-sentences, skirting your instructions, or constantly seeking allies to further their own agenda.
It is not an open confrontation, but there is a subtle resistance there. Over time, these small cracks build up and, if left unmanaged, can become cracks that weaken the entire trust-based structure of the team.
Knowing how to manage an employee who is undermining your authority is one of the key challenges of a CEO or senior management team. You are not just dealing with numbers and strategies, you are also dealing with human dynamics, and these can sometimes be more complicated than a global business plan.
What undermining authority actually means
Undermining authority is not just about disobedience or disrespect. It is a process, usually gradual, by which someone challenges your decisions, directly or indirectly, erodes your credibility with your team, breaks the rules under the guise of “initiative” or “innovation,” and/or creates alliances to impose their own version of leadership.
Sometimes, these behaviors come from exaggerated personal ambition. Other times, they are fueled by unresolved frustrations, value conflicts, or simply misunderstandings. In any case, managing a problematic employee requires attention, tact, and consistency.
The risks of ignoring undermining actions
You may be tempted to say, “It’s not worth it to stoop to this level, things will sort themselves out.” Unfortunately, experience shows that this rarely happens. Left unsanctioned, undermining authority:
• Sets a precedent because other team members see that inappropriate behavior has no consequences
• Weakens cohesion because the team begins to operate in “camps”
• Erodes the authority of leaders not only in the eyes of the one who provokes you but in the eyes of everyone.
In reality, no one can afford the luxury of ignoring this phenomenon. In leadership, the lack of a reaction is still a reaction and, often, sends the wrong message.
Signs that an employee is undermining your authority
Not all signs are visible. Some are subtle, but just as dangerous. Here are some of the behaviors shown but such employees:
• They challenge your decisions in private, but avoid discussing them directly with you
• They also constantly “forget” to send you essential information
• They look for supporters on the team to reject your proposals
• They avoid you in official communication and prefer parallel channels
• They use a sarcastic or ironic tone in meetings
• They deliberately ignore established deadlines or priorities
• They “translate” your messages for the rest of the team, changing the meaning
How to manage an employee who undermines your authority
Managing a difficult employee is not about winning a personal duel, but about protecting the health of the entire leadership system. The key is to act gradually but firmly:
1. Observe and document
Do not rely on assumptions or general impressions. Carefully observe behaviors that indicate undermining authority and note specific examples, with their date, context, and impact. This evidence will be useful both in direct discussions and in possible formal procedures, giving you credibility and clarity in your approach.
2. Address the issue directly
Confrontation should not be aggressive, but neither should it be avoided. Invite the person to a face-to-face discussion, in a private space, expressing your observations based on facts, not assumptions. Adopt a respectful but firm tone to convey that the situation is serious and must be treated as a priority.
3. Look for the real cause
Undermining behaviors can be a symptom of a deeper problem. Ask openly what led to these reactions: lack of role clarity, frustrations related to previous decisions or personal difficulties. Understanding the cause allows you to intervene more effectively and avoid repeating the situation.
4. Clarify expectations
In another direct and calm discussion, clearly define what behaviors are acceptable and which are not. Explain how these expectations contribute to a healthy organizational culture and team success. Clarity prevents misinterpretations and sends a strong message about the boundaries you set as a leader.
5. Provide opportunities for alignment
After you have clarified the situation, involve the employee in joint projects, where collaboration is essential. Create contexts in which they can contribute constructively and regain their position as a valuable member of the team. In this way, you gradually rebuild trust and reduce existing tensions.
6. Apply consequences
If, despite discussions and opportunities, the problematic behavior persists, apply formal measures according to internal policies: written warning, role change or, in serious cases, replacing the person. It is important to remain consistent, to convey to the entire team that the rules apply to everyone.
7. Communicate transparently with the rest of the team
Without going into personal or sensitive details, convey to the team that the situation has been noticed and is being managed. This communication builds trust and shows that the leader is acting proactively for the good of the group. In addition, it prevents the spread of rumors and maintains internal cohesion.
Use a firm and empathetic leadership style
A mature leader knows that the goal is not to “fix” the underminer, but to protect the organization’s culture and the team’s trust in leadership.
It is important to avoid two extremes:
• Impulsive reaction: The harsh, immediate response, without understanding the context
• Indefinite postponement: The hope that the problem will resolve itself
The balance lies in being clear, consistent and respectful, even when you take firm measures. Your authority is not based on volume or sanctions, but on coherence and integrity.
A good leader actively listens, understands the motivations behind behaviors, and cultivates open dialogue to prevent future conflicts and strengthen trusting relationships within the team.
Authority is cultivated, not imposed
Knowing how to handle an employee who undermines your authority is one of the defining skills of a CEO or top leader. It is not just a matter of discipline, but of leadership strategy.
Ultimately, every decision you make in such moments sends a message to the entire organization about who you are as a leader and what kind of culture you are building.
If you want to refine these skills and consolidate your authority in a natural way, without resorting to extreme measures except when necessary, Valoria can be your strategic partner.
We offer customized executive coaching and leadership training programs that transform challenges into growth opportunities and potential into value.
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About Valoria
Valoria is a consulting, training, and executive coaching company. Through our services, we help entrepreneurs to grow their business and make success concrete and predictable. Companies turn to us for marketing, human resources and sales consulting. We often respond to requests for training or coaching of management teams. Competence, trust, innovation and passion are the values we uphold in everything we do. We build long-term partnerships and collaborations, because we offer guaranteed results and the best quality, at the right price. Find out more at: www.valoria.ro.
