Workplace Dynamics

When Your Subordinate Is Misleading

If your subordinate is bluffing, use these tips to uncover the issue and move forward.

Posted September 26, 2024 | Reviewed by Michelle Quirk

Key points

Some subordinates bluff or avoid telling the truth for fear of repercussions.
Provide feedback consistently and hold members of the team (including yourself) accountable for transparency.
Remind team members that you cannot operate as a unit unless everyone is straightforward with one another.

Source: Cottonbro Studio / Pexels

Some employees are misleading fakers. They conceal the truth or lie outright while giving you incomplete or wrong information. They palm off one thing as another, present data as accurate without bothering to verify it, or assure you they have taken care of a matter when they have yet to lift a finger.

It may be surprising that some of these subordinates who lie and cheat are actually obsessive worriers who fear they cannot handle the task and, therefore, keep putting it off. Some might use stalling tactics because they are afraid if they do what they are supposed to do, they will be trespassing on a coworker’s turf.

Other misleading subordinates are simply lazy and irresponsible. They lie to get out of work. Some, out for revenge, invent “busy” work to delay work on the actual required deliverable. If you are plagued by an employee who bluffs, you may have trouble communicating effectively.

What You Are Thinking

Henry told me the new training workshop was all taken care of when it really was incomplete. Now his team is scrambling to adjust their schedules to fit the newly announced times. His staff is frustrated, and I am, too. Why didn’t Henry just tell me he was having trouble? We could have made other arrangements.

What He’s Thinking

My boss forgets that I am a person and feeds me directions as though I am a robot. She doesn’t listen or even care about what I’m saying. How frustrating! I never really understand exactly what she wants me to do. If I guess wrong, I must fib about having done something until I can get back to it and straighten it out.

Strategy

Your goal is to have everyone on the same page while reinforcing expectations of honesty and candor.

Clarify instructions. You can eliminate a lot of the bluffing and stalling by asking workers to restate assignments in their own words, to be sure you are both on the same page. Have them send this to you by email so that you both have an electronic paper trail. Talk about concerns they may have and about any discrepancies between your respective expectations or understanding of the task at hand.
Devise a better feedback plan. Feedback should be more frequent, more specific, more helpful, and less threatening. With those you regard as irresponsible, keep the tone constructive instead of critical by concentrating on consequences instead of threats.
Focus on building individual and team morale. Recognize your important role as the leader and make sure each member of your team understands their value. Clearly outline your expectations for honest, respectful relationships. Model the way by being open to feedback and clear in your communication.

Subordinates bluff for many reasons. More direct, face-to-face communication will help allay their fears, assure them that you are on their side, and encourage them to accept responsibility for their own actions.