Subordination at work: rules and consequences of non-compliance. Boss

Who is obliged to comply with it?

It is characteristic not only of subordinates. The responsibilities of any manager require similar adherence to the principles of business ethics, issuing orders in the correct form, and no attempts to humiliate juniors or criticize their personal qualities.

There is always a certain order in the matter of giving subordinates superior orders. At the same time, each employee must have an idea of the acceptable forms adopted in this organization, in which management is reported on how the work has been done. In certain situations, a lower-level employee has the right to appeal the actions of his immediate superior.

Telephone communication

Business relationships can be built horizontally, that is, between two bosses. Failure to comply with subordination in this case can also lead to a number of negative consequences. To avoid them, you should remember the following rules:

You should speak clearly and to the point with your partner, without wasting time showing interest. Many business people are annoyed by empty dialogue because they value their time.
In order to attract the attention of a colleague, offer him facts and figures.
If your interlocutor is aggressive, demonstrate calmness to calm him down. Never react angrily.
Offer pre-thought-out solutions to show your initiative and competence in business.

Telephone communication is an integral part of business communication. Some successful people ruin their business because they do not know how to communicate properly on the phone with a business partner.

To begin with, it is worth noting that when communicating with a business person, you should not answer the phone. This is only permissible in very rare and important cases. When calling someone on business, you should first clarify whether it is convenient for the person to talk at the moment. Do not use swear words under any circumstances, as this may alienate your business partner.

Why is chain of command so important at work?

These days there is a lot of talk about business partnerships, allowing any employee to become a single member of the team. This ultimately strengthens the company culture and helps solve common problems. The function of partnership is to develop important goals and ways to achieve them. Thanks to subordination, the atmosphere in the team remains healthy, manifestations of familiarity, conflicts, insults and disdainful treatment are excluded.

What are the rules of subordination? If there are no officially established standards at the enterprise, the work process may be disorganized. Any employee has the right to information about who is capable (moreover, obligated) to give him the necessary advice, from whom orders should be expected, and whose duty it is to obey. If the structure is large enough, it is impossible to do without clear regulation. In such cases, as a rule, the principles of subordination of some units to others are spelled out. Documents regulating the principles of subordination - specific orders and instructions, as well as the organization’s charter.

Where is it written about her?

The service hierarchy is also built according to the principles set out in specific documents - job descriptions, internal regulations, clauses of the collective agreement. They are also contained in the text of the employment agreement concluded between the employer and employee.

Certain structures (for example, the army) require the wearing of special insignia in the form of a uniform, etc., but in small companies the main core around which subordination in the team is built is the superior authority.

A new employee should be introduced to the basic principles of corporate ethics immediately upon hiring. This occurs in the process of negotiations about its functionality, official powers and responsibilities.

Issues of subordination in the family

In a family, the concept of subordination is based on traditions and the concepts of elder and younger.

Traditionally, the husband is considered the head of the family. This feature has existed since the times of patriarchy. In many families, the leading position of a man is secured by the traditions of Christian morality and house-building.

The norms of subordination in the family are usually as follows:

Responsibilities in the family are clearly distributed between spouses.
The woman is fully responsible for running the household.
A man’s responsibilities include providing financially for the family and making decisions regarding the education and upbringing of children.
The wife recognizes the authority of her husband in the family as the main protector and breadwinner.

In modern society, the roles of family members are often blurred and confused. It often happens that a woman works double duty and earns much more than her husband. In such a family, a woman can constantly emphasize her superiority, and the husband no longer feels like an authority. However, if there is respect for each other in the family, the rules of subordination are strictly observed regardless of the size of the spouses’ earnings.

What is it like?

Service relationships can be vertical or horizontal. What is meant? The names speak for themselves. The first (vertical) are top-down (boss - subordinate) and bottom-up (employee - manager) relationships. When talking about them, by default they mean obedience to the orders of senior management.

A real boss who adheres to the rules of corporate culture will never allow familiarity towards those who occupy lower positions. To avoid work troubles, distance must always be maintained, and in a mutual manner. After all, there are situations of inappropriate behavior on the part of employees towards the manager. This may be expressed in banter or inappropriately categorical tone.

Such familiarity backfires on employees. Those who regularly violate the principles of subordination are usually the first candidates for staff reduction. For his part, a leader who delves into the personal problems of his subordinates, is able to share private experiences with them, and forgives optionality and indiscipline, behaves short-sightedly and ultimately loses the authority due to his position.

Importance and necessity

Subordination involves a position of neutrality in the expression of emotions towards employees. Restraint and even communication towards all subordinates is the main task for a good manager.

There is a procedure and regulations for subordinates to visit their manager. There are a number of employees who have the right to contact their boss without prior information due to special job responsibilities.

For other subordinates, the visit is strictly timed. This allows each employee to be sure that he will have the opportunity to meet with his manager at the reception.

The principles of subordination serve as the basis for the etiquette of corporate relations, allowing one to define a clear boundary of interaction. Each company has its own criterion of liability for non-compliance with subordination.

The foundations of hierarchy and subordination are determined by the corporate regulations of the enterprise:

the employment contract (agreement) determines the conduct of each employee and his official responsibilities;
the collective agreement establishes the key principles of interaction in the team;
the job description clearly defines the position in the hierarchy of the enterprise, the responsibilities of the employee regarding the position held;
internal rules outline the work schedule, helping the employee to correctly distribute work and rest time.

Each company (enterprise) can individually establish a job hierarchy and determine the degree of responsibility for failure to comply with subordination. The charter takes into account the relevance and specificity of the working conditions, the basis remains unchanged. All this helps to build further tactics.

Is the boss always right?

But, of course, moderation is good in everything. Many modern managers suffer from just the opposite qualities - they do not hesitate to behave arrogantly or treat subordinates with undisguised contempt. Of course, all these extremes do not contribute to improving the working environment.

An overly authoritarian leadership style is accompanied by a reduced level of employee initiative. When only a constant stream of commands, instructions and orders comes from superiors, subordinates automatically cease to be interested in the essence of the production process and are focused only on blind (sometimes formal) execution of instructions. If emergency situations arise, one cannot expect responsibility from them, nor can one expect a correct decision that is not supported by an order from management.

A flexible style of interaction with subordinates is much more productive. The manager may well allow himself some deviations from the rules in situations where listening to an independent point of view is required. It is precisely in this case that meetings and brainstorming sessions are held, when a decision is made through joint efforts, and a plan for further operations is optimally worked out.

How to communicate with peers

Horizontal relationships are understood as those that are characteristic of communication between colleagues at the same level in their own environment. This also includes those that develop between managers who are equal in position. This is subordination between colleagues of the same “weight category”. Horizontal relationships are built on the principles of partnership and equality. The postulates of corporate ethics are based on friendly interactions in the work environment and fair distribution of workload.

Attempts to belittle and constantly pointlessly criticize colleagues are unacceptable. Any employee who professes this line of behavior risks irrevocably ruining relationships in the team. And not every manager will tolerate a troublemaker in the work environment.

It is no secret that in any team there are sometimes cases of employees attempting to shift their own responsibilities onto the shoulders of colleagues, using, for example, friendly relations. But sooner or later, a slacker in the workplace is still identified and punished, both disciplinary and monetary.

Relationships with the team

Relations in the work team are regulated by the following documents:

an employment contract between the employee and the employer;
job description;
internal charter of the company.

In certain structures (in the army, in the authorities) there are special insignia, certificates and other distinctive features that regulate relations within the team. As a rule, the principle of subordination is the unconditional execution of the boss’s order, as well as mutual respect between the parties to the labor relationship.

The manager must understand that non-compliance with subordination may be caused by his behavior. Familiar relations are unacceptable.

The boss must communicate with employees through recommendations. Advice should be given to help the employee find a solution to the problem. Relations with the team should be built on mutually beneficial principles. Financial stimulation, as well as moral, plays an important role in this matter.

The norms and rules of subordination depend on the hierarchy. It can be of 2 types:

Vertical. The highest level is the manager, the lowest level is the employee. The manager plays the main role, the employee - the subordinate. Subordination largely depends on how the leader behaves.
Horizontal. The status of employees is approximately equal. In this case, there are no strict requirements for subordination; it is determined by internal rules.

The most difficult relationships to build are those that involve direct subordination of one employee to another. Hidden conflicts may periodically appear between a boss and a subordinate, complicating work. Such problems can be avoided by strictly observing the rules of subordination.

Specific rules and features depend on what kind of relationship needs to be regulated. Each case has its own nuances that must be taken into account when planning a working relationship. Let's look at the main connections.

The most common type of relationship where strict subordination is required. The main role is assigned to the leader; for the most part, how communication will proceed depends on him. There are the following rules of subordination between a subordinate and a manager:

Lack of familiar relations.
Correct attitude on the part of the subordinate.
Mutual politeness and absence of insults.
Strict adherence to hierarchy.

The hierarchy of superiors can also be horizontal or vertical. In the first case, they are in approximately the same status. In the second case, relationships can develop within the framework of “superior – subordinate”:

It is necessary to save time. Conversations should be about business, work, project.
Correct attitude. This rule is especially important when communicating between superior and subordinate authorities. If you need to reprimand an employee, point out shortcomings and mistakes, you can call him into your office, or simply step aside and talk without third parties.
When communicating with partners, it is important to think through the argument in advance and develop proposals for resolving a particular issue.

There are no strict requirements for subordination between company employees who are at the same hierarchical level. There are several rules that are recommended, but not required:

Avoiding conflicts in the team; in the long term, they can lead to its disintegration.
The atmosphere in the team should be friendly.
If your office work involves sales, you shouldn’t intercept your colleagues’ clients.
There is no need to make impossible promises.

Subordination between colleagues within the same team depends on the specifics of a particular company. The young and creative team prefers a warm, friendly atmosphere; in other companies the principle of “every man for himself” is welcomed.

When the deputy director is out of work

What are the most common mistakes that can be cited as typical examples of violation of the principles of subordination? One of them, the most common, is the submission of orders to a subordinate by superior management, bypassing the person who is the latter’s immediate superior. For example, the shop manager tries to give instructions to the workers, bypassing the foreman or foreman. Thus, the authority of the head of the department can be significantly reduced, and employees cease to take him seriously.

Such an error leads to an imbalance in the controllability of the entire corporate system. The director should not include in his many responsibilities the additional burden of managing staff. The task of monitoring the execution of his instructions is the job of another employee.

Another danger is that the very controlling link (immediate supervisor or deputy director) sometimes sins of arbitrariness and demands that the work process be organized to its own taste. To avoid misunderstandings, his powers should be immediately clearly defined. The danger is that the main leader may not know all the intricacies of the situation. In the above-mentioned example, the workshop manager entrusts the site foreman with only clearly defined functionality that is specified in the service instructions.

Relationship between leader and subordinates

The relationship between subordinates and superiors depends on many factors. The most important of them are maintaining the labor process and authority.

In order for employees to have the opportunity to comply with the rules of subordination in business relations, the manager must accurately and correctly state the main provisions of official discipline, pay great attention to the ethics of communication and set the boundaries of what is permitted. This behavior of management is of great importance for the effectiveness of the workforce. Without clear rules, employees feel insecure and very rarely take initiative. It may not be clear to them how to regard the manager’s request - as a request or as an order. To avoid unpleasant misunderstandings, every employee must clearly know and understand the norms and rules of behavior in this company.

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Below are some recommendations for managers:

If an employee is in no hurry to complete his work, he needs to be reminded that the manager expects results from him. Otherwise, the subordinate may believe that the manager forgot about the assignment and can not carry it out. In addition, the subordinate must remember the punishment that will follow if he does not fulfill the assignment assigned to him.
Criticism of an employee should concern exclusively work-related issues. Getting personal and insulting an employee is unacceptable.
In no case should you give advice or instructions of a personal nature, since the responsibility for the result will be borne by the one who gave this advice.
Even in the most difficult and critical situations, a leader must demonstrate self-confidence and the ability to control the situation; he should not show his uncertainty to his subordinates or panic. This behavior can greatly undermine your credibility.
It's important to let your employees know that you value them. This is especially true of the best of them. Remuneration for work must correspond to the investment of effort made by the employee.
It is very important to remember to praise - it can be a good incentive.
It is necessary to assign tasks to an employee based on the employee’s character and the specific situation at hand.
It is equally important to remember that some employees need constant supervision - without this they are not able to work.

Other errors

The third point is that two different people are appointed as executors of the same order. In this case, the work process can be disoriented, since there is a serious risk of the performers shifting responsibility to each other.

Very often there are cases of appealing to senior management, bypassing the immediate superior. It is customary first of all to notify the head of the department directly about a problem that has arisen.

The inability to set priorities also refers to manifestations of broken subordination at work. The performer’s task is to clearly understand what of the planned needs to be completed immediately, and what can be postponed for the coming days.

About rudeness and tactlessness

If you criticize your boss behind his back, such behavior not only violates the chain of command, but is also downright unethical. Such criticism will sooner or later reach the ears of management. And the biggest risks are those who are “smart enough” to highlight the incompetence of their boss in the event of a public conflict. Management, as a rule, does not forgive anyone for undermining their own authority.

Among the most tactless and gross violations of subordination are attempts to criticize not the official, but the personal qualities of employees. There is also a rude tone in the negative assessments of the work done, which in all cases without exception makes a painful impression.

When criticizing an employee or subordinate, it is important to maintain the desire to improve the work of both him personally and the entire organization. Attempts to discuss behavior should not be intended to humiliate or demonstrate power.

Sometimes in large and small teams, subordination at work, as well as the ethics of business communication, are completely absent. Small structures where everyone knows each other quite well are especially guilty of this. Addressing “you” is not always appropriate in a business environment; it blurs the lines between superiors and subordinates, and in such an atmosphere it is difficult for a junior in position to perceive management in its true light. His motivation to unconditionally follow instructions decreases.

Basic rules of subordination

To determine which principles are basic in the formation of a corporate culture, let’s consider the basic rules of subordination:

All tasks are assigned within direct reporting lines.
The manager exercises control over implementation. If there is a controller, then he only collects information.
The employee’s punishment also extends to his immediate superior who assigned the task. In some cases, the sanction is imposed only on the boss.
Responsibility for each case should lie with one specific person.
When contacting your superiors, you must agree on the topic in advance with your immediate supervisor.
In a group setting, the results of the work of the team are discussed, but not of individuals. Public encouragement is acceptable, but not reprimanding employees.
It is worth considering the mistake, not the person who made it. If it is possible to hide the culprit, it is advisable to leave him incognito.
The address system should be unified at all levels: “you” or “you”, just a first name or patronymic name, and so on.

The above rules must be adapted to your specific environment. Despite the fact that they are universal, the specifics of the business may require some adjustments. Therefore, it is impossible to say unequivocally that this means subordination, since everything depends on the conditions for applying the principles. The concept is subjective.

Between superiors and subordinates

The most important chain of command is the relationship between management and employees, as the entire corporate structure is based on them. As noted above, maintaining the principle of direct reporting is critical. Within the framework of it, it is indicated that the tasks are set by the immediate superior, and an appeal to a higher level must be previously discussed with the boss.

Advice! Public criticism of subordinates is unacceptable. The manager must voice all dissatisfaction personally. Along with this, discussing superiors is also an example of insubordination. A company is strong where everyone clearly knows their responsibilities, fulfills them in a reporting manner and does not allow unnecessary conversations, observing the principles of business ethics.

Between colleagues

The key aspect associated with subordination within a team, that is, among employees of the same level, is that they should not discuss work tasks with each other, receive instructions and interact outside of their superiors. In general, relationships between colleagues require respect and equality.

Between managers

There are no serious features related to subordination between managers; relations should be built on the basis of respect and neutrality. It is unacceptable for the head of one department to scold a subordinate of another. If violations are detected on the part of an employee, you must contact the general manager to forward the complaint to the violator’s immediate supervisor.

What to watch out for

What are the consequences of non-compliance with subordination at work? All manifestations of familiar relations with management, failure to follow his instructions, and incorrect criticism, one way or another, affect the business foundations of the enterprise and significantly reduce the authority of management. As consequences in such corporations, one can observe rampant disciplinary measures in the form of reprimands, comments, deprivation of bonuses, etc. Well, the extreme measure of retribution for errors against subordination is dismissal.