What to do when he laughs in my face?

[Yearn]

I was recently hired as a manager. I was brought in to make changes and raise standards after they slipped during the worst of the pandemic. I am very experienced in this industry but it is my first management job. Previously I was only ever a supervisor.

The other members of staff have all been there for at least 5 years. They are all knowledgeable of this particular business (but not the industry in general) and hardworking and most of them are embracing my changes and are in agreement with them.
However, one person is very resistant and he is quite hostile towards me. He has made it clear he feels he deserved my job and does not agree with me being hired.

It's got to the point where when I (politely) ask him to do anything at all he openly laughs in my face and 95% of the time does not do what I asked. Or will only do it when I am watching and when I am not there goes back to the old way of doing it. Other staff then follow suit because this man was unofficially left in charge for so long, I guess.

I am always polite in my instructions. I have been clear in my reasons for making changes. The business owner is in agreement with me and is embracing my suggestions and ideas.

He also goes above my head and will do something without checking with me. For example, orders stock despite being told not to which leads to a huge surplus that we don't need and can't really afford right now, sends other members of staff home early despite their work not being finished, will perform other duties that should be left to me because he doesn't like the way I do it or he feels I do them too late in the day (ridiculous reason).

I just have no idea how to deal with this man. I've never worked with or had to manage someone so belligerent.

What should I do when he laughs in my face? How can I get him to stop undermining me? I'm on the verge of quitting because he is so unpleasant.

Maybe I'm not ready to be a manager.

Can you discuss this with your boss? I think this person needs to be given a specific role so he can't undermine you with your boss' backing you

You have a sit down discussions with him about his attitude/behaviour.

Start by being non confrontational and put the ball in his court. Ask him how he is feeling and how things are going.

This will make him feel like his opinion counts and he is a part of the process.

But really do listen to him not just pay lip device! Take his feedback on the chin including any criticism of you and DON'T get into a discussion with him about you or your actions - simply nod and smile and say "thank you for that I will certainly take it on board and think about it".

Then you set out some positives of your own (praise him with examples if there are any).

Lastly explain where you are having issues, be specific and stick to facts.

Give him a chance to explain his actions.

Lastly set out exactly what you expect him to do/not do going forwards.

Make a note or the discussion I formally for yourself, for now.

If things don't improve then you involve HR and start formal disciplinary following their guidance and whatever policy the company has in place.

He does have a specific role, just not the one he wants.

Thanks so much @FrangipaniBlue. Have already tried to initiate a discussion but he was called away for a family emergency... Obviously will try again now.

You need to fire him.

I'd be bringing the hammer down. His attitude and behaviour are completely unacceptable, and he needs to be called out and written up formally every single time. He is insubordinate and he's bullying you. I'd be sacking him as soon as humanly possible, personally. There is no excuse for his behaviour.

@Aquamarine1029

I'd be bringing the hammer down. His attitude and behaviour are completely unacceptable, and he needs to be called out and written up formally every single time. He is insubordinate and he's bullying you. I'd be sacking him as soon as humanly possible, personally. There is no excuse for his behaviour.

I was just about to say something similar. This is excellent advice

How do you recommend I call his behaviour out? I've never really struggled with being assertive but I feel very intimidated by this person, he can be quite aggressive and in my face sometimes.

It's a small indie business so no HR as such.

He needs a disciplinary.

Find out what opinion the business owner would have to you sacking this twat first and if in agreement, manage him out the door using the legal route.

Ok, no HR. Google PIP. You need to put him on a formal Performance Improvement Plan. He'll either change, or having followed it for 3 months you should be good legally to let him go having followed a clear process.

It lays out the issues: Not listening, laughing at you, under performing. It states he isn't meeting the standards required for the position.

Then you have regular meetings to review his performance and if it's improving. If it doesn't, the end result at the 3 month mark is termination.

Who hired you, is there someone above you who can support you. He didnt get the job for a reason. I would ask for a staff meeting with the business manager there to welcome you, your new ideas, introduce you to the team and what your responsibility is. Then go round the room and ask each person if they have any questions or suggestions and he will either keep quiet or rant on and make himself look a tit. I would then ask for a meeting with the business manager and him to resolve the issue and lay down the ground rules. Stop watching him as he will use that against you.

Thanks everyone, I really appreciate your advice!

This is misconduct so you need to follow your businesses disciplinary policy- or if you haven't got one, follow the ACAS code.

Basically- to start with hold an informal meeting to set out your concerns giving specific examples, set clear expectations re his future conduct and follow this up in writing afterwards confirming what is expected of him and confirming that any further similar incidents will lead to formal disciplinary action.

Monitor him, hold regular review meetings.

If there are further incidents then proceed with formal action.

I agree he needs first a verbal and then written warning about his behaviour. But without the backing of your boss I fear it might be a waste of time. Start recording all incidents. Told x to do such and such he laughed.

I would also never give him an audience. Never ask him to do something or ask him a question in front of the office. He is undermining you on purpose in front of your colleagues. Take away his audience, you take his power.

If you need to ask him to do something either take him to a break out area or email him.

If he laughs in your face when there is no one else around you can give him an odd look and ask if he is feeling quite alright

Also I would have a meeting with everyone and let them know anyone who leaves early without your say so will be disciplined

Have you got much background in change management? Feel free to ignore me if so! I wondered if as a positive step you could involve him in the change process? He sounds a prime candidate to be made a change agent! Look up Kotter's 8 step process and make him part of the guiding coalition. Give him a task that involves listening to his colleagues' concerns and feeding back with possible solutions. People like this love to feel important and once won over can be a force for change with the rest of the team!

Look into your disciplinary procedures and follow it. Give him a verbal warning and then a written. If its all done by the book and he continues, you'll have grounds to sack him.
Or pull the sort of stunt he is and make him look stupid.

Time for his annual review?