Dealing with a Disruptive Employee

Dealing with a disruptive employee who argues with you in front of others can be a challenging and delicate situation for any supervisor. It requires a balance of assertiveness, tact, and professionalism to maintain respect, authority, and a positive work environment. Common sense dictates that in most such cases the response should include:

Stay Calm and Composed: The first and most important step is to remain calm. When an employee argues publicly, responding with anger or frustration can escalate the conflict and undermine your authority. Take a deep breath, maintain a neutral tone, and avoid retaliating with sarcasm or shouting. Demonstrating self-control reinforces your role as a leader and discourages further disruptive behavior.

Address the Behavior Privately: While it might seem tempting to correct the employee immediately in front of others, public reprimands often do more harm than good. Embarrassment can escalate defensiveness, damage morale, and diminish the employee’s respect for you. Instead, after the incident, request a private meeting to discuss the behavior. In this setting, you can express your concerns calmly and clearly, emphasizing the importance of respectful communication and teamwork.

While in most cases, correcting the employee privately is the appropriate response for supervisors, there may be times when correcting the employee publicly is the right option.

Correcting an employee in front of witnesses (to the disruption) can serve as a clear signal to the entire team that disruptive behavior is unacceptable. It underscores your authority and emphasizes the importance of maintaining a respectful environment. If the behavior was particularly disruptive or if the employee’s actions could influence others' perceptions of leadership, a public correction might be justified to reinforce boundaries and set a precedent.

However, there are caveats:

•  Public correction can also embarrass the employee, potentially damaging their morale or trust in leadership.

• It might lead to defensiveness or resentment, which can harm team cohesion in the long run.

• If not handled tactfully, it can appear as a display of power rather than constructive discipline.

If a private correction is used, does anyone know it even happened?

A private correction doesn’t mean the entire team remains unaware that the issue was serious. Often, a quick follow-up or acknowledgment can reassure team members that leadership expects professionalism. For example, after a private conversation, you might clarify in a team meeting or through an email that respectful communication is a key value, without naming the employee or exposing them to public ridicule.

What matters most is that team members see clear, consistent standards of behavior and that leadership deals with disruptions in a fair and professional manner. If you choose to correct privately, it’s helpful to make a brief, non-confrontational statement later that you’ve addressed the issue with the employee. This reassures the team that leadership is attentive and values respectful conduct.

The goal is to balance demonstrating authority with fostering a respectful, trusting environment.

TIP: The default response for correcting disruptive employee behavior is to handle it privately. However, in some cases, a public correction (while maintaining calmness and professionalism) may be appropriate to send a clear signal that the inappropriate behavior will not be tolerated.