What can you do with someone who attempts to usurp your authority in the workplace, and that person has certain proximity advantages that you perhaps lack?
The first thing I would do is recognize that this is offensive action that probably cannot be managed with defensive actions on your part. In other words, this is the type of situation where you simply have to get out in front of.
After you reconcile in your own mind the nature of your situation, the next thing to do is to reframe the situation, using first principle thinking.
Initially, you have probably framed the problem as being primarily with the usurper, and understandably so. The reality, however, is that your problem is not really with that usurper, but more a problem with the people the usurper is using to advance his or her own agenda.
Specifically, your problem is one of employee accountability and a lack of good policy.
Whoever the usurper is using to advance their agenda is an employee who has a responsibility for certain job functions. If a supervisor above that employee gives them a directive to not do their job responsibilities without a valid reason for doing so, that employee has an absolute responsibility to refuse by telling that supervisor, “I’m very sorry, but I cannot do what you ask because it is contrary to my job responsibilities.
Keep this in mind. This is an employee is being directed by a superior to not do a known aspect of their job. It is absolutely the responsibility of the employee to refuse.
If your employees are afraid to be accountable for their job responsibilities, that means you probably also have a policy problem. When an employee does not believe they will be supported for doing what is right, they will not take a stand. That is a policy issue that must be addressed before you address accountability.
Addressing a policy issue may require a little more work, such as renouncing a previous policy issue. Or, if that previous policy issue was in writing, the new policy should also be issued in writing. Included in the new policy should be step by step instructions for how the employee is to handle the specific situation.
What this action does,, it creates a policy that removes positional authority to order an employee to disregard a standard and obvious job responsibility for personal reasons. It is forcing employees to simply do their job, and placing standard operating procedures in place to support them.
If this is a longstanding or ongoing problem, it would be wise to include this new policy as an inclusive part of new hire orientation. Don’t forget to address specific support for retaliation in your policy.
When your usurper attempts to test your policy, it must be clear, fully supported, and fair.
Leave a Reply