Unfortunately, every leader is bound to have an experience with an insubordinate employee. On the plus side, these encounters are a great opportunity to showcase your management skills to both the employee and the rest of the office. No conflict can really be considered “good,” but sometimes the outcomes are. We have created a list of tips for dealing with disrespectful employees that will hopefully result in conflict resolution within your office.

Keep your cool
When it comes to disrespect, people tend to have volatile reactions. As a boss, you have to remember to keep your cool. Regardless of what an employee says about you as a leader, you cannot lower yourself to that level, wrote Inc. reporter Drew Hendricks.

If outbursts occur during work and in front of other employees, it is important to ask the employee at hand to continue the conversation in a more private setting. Hendricks does not advise publicly chastising any member of your team.

When you do meet one on one, conflict resolution should be your number one priority. Ask your employee why he or she felt the need for such an outburst and explore the deeper reasons behind this insubordination.

As a leader, it is important to keep your cool with disrespectful employees.As a leader, it is important to keep your cool with disrespectful employees.

See the opportunity
While no one wants to deal with a disrespectful employee, Forbes contributor Mike Myatt suggested business leaders should attempt to see the potential for good leadership in these scenarios. Use this opportunity as either a teaching moment for your employees on how not to act or as a chance for growth for the employee in question.

When possible, it is good to learn as a leader from these problems as well. Examine if there is perhaps a structural problem that has led your employee to vent his frustrations in this manner.

Draw a line
As always, communication is key to good leadership. Generally, there should be clear lines drawn concerning acceptable behavior for employees. However, if a situation arises where an employee showcases disrespectful behavior to you or another employee and you do not have a line in place, be sure to create one immediately. Relay this guideline to the employee at hand and assure that he or she fully understands what part of the behavior was unacceptable.

Hendricks also suggested that managers should pinpoint how this behavior has negatively impacted the team as a whole. Sometimes, when people see how their actions affect people beyond themselves, they are more receptive to fixing that behavior.

Following that conversation, find a way to communicate to your entire office that a new guideline is in place. Be sure this announcement does not come off as chastising to the employee that was recently reprimanded, but attempt to communicate the change in policy in a timely manner.

“Better understanding can only lead to better solutions.”

Step back: Are you the problem? 
In a guest post on Forbes, The Muse dedicated four pages to exploring whether office conflicts fall on the employee or the employer. Every scenario has a different conclusion, but it is important to examine if you could potentially be a part of the problem.

Are your expectations unrealistic? Have you unknowingly offended a worker? Examine the path that led to any given outburst, could you have been the catalyst? While disrespect from an employee is never acceptable behavior, it is good practice to be introspective about these situations. Better understanding can only lead to better solutions.

Take relevant action
Perhaps the most important step when dealing with a difficult employee is taking the necessary disciplinary measures. With some employees, communication and sit-downs are not enough. When all other steps fail, business leaders must turn to probationary measures or, in extreme cases, termination.

A disrespectful employee is toxic to a healthy work environment and must be addressed and dealt with immediately. If there seems to be no end in sight, firing that staff member is better than allowing insubordination to catch on in the office. TribeHR stressed that disobedience cannot be ignored and that whatever the consequence, you cannot allow disrespectful behaviors to undermine your authority. As a boss, it is your job to set the tone for your company. Discipline shouldn’t be harsh but it should be proportionate to the situation.