Supervisors often struggle with this question: “Can I discipline someone for having a bad attitude?”
The answer is: Yes, if you handle it correctly.
“Attitude” itself is subjective. To avoid legal and morale issues, focus on specific, observable behaviors that negatively impact performance or team dynamics. Examples include:
- Refusing to collaborate or communicate
- Frequently making dismissive or sarcastic comments
- Undermining leadership decisions publicly
- Displaying unprofessional body language (eye rolling, sighing loudly, etc.)
Instead of labeling it a “bad attitude,” address the behavior’s impact on team morale, workflow, and productivity.
What should you do?
- Document specific incidents and conversations.
- Provide coaching conversations before moving to formal discipline, unless the situation warrants immediate action.
- Be consistent in addressing similar behaviors across your team to avoid claims of unfair treatment.
Addressing interpersonal issues early and clearly helps protect your company culture—and reduces your risk of more serious issues down the road.