Here's how you can effectively manage a team member who challenges your authority.

Understanding why a team member is challenging your authority is crucial. Take the time to listen to their concerns and perspectives. There might be underlying issues or valuable insights behind their behavior. By addressing these reasons openly, you can build trust, resolve conflicts, and foster a more collaborative team environment.

Try to understand why the team member is challenging your authority. It could be due to personal issues, misunderstandings, or a different perspective on how things should be done.

One of Stephen Covey's 7-Habits of Highly Effective People is "Seek to understand before being understood." To do so, engage, listen, ask thoughtful questions, and listen some more. And don't wait to do so or assume these feelings will resolve themselves if you give them space.

When new hires join, their actions may reflect previous employers' practices as they adapt to your organization's culture. As a manager, discover the "why" through open dialogue, providing context while gaining insights into alternative approaches. Embrace this transition period with empathy, fostering a collaborative environment where new employees feel comfortable asking questions and contributing their full potential.

Step back to get why they're challenging you. Maybe they're worried about the project or feel unheard. Talk to them, hear them out. It's a chance to learn and improve as a leader.

Clear and calm communication is the way to understand the situation. It is completely alright to raise issues, complaints and concerns to the authority, but everything has a certain way. Hence, communicate the complaint effectively to the authority, putting it up in a way of a concern, rather than a blame. Make sure to lay down all the points and with mutual respect understand their perspective and put up yours as well Thus, it's good to stand up against the wrong but following the procedure of integrity and confidence, is the best approach.

It is not uncommon for a team member to feel dejected or unsupported by an authority, making it the reason to stand up against them. Hence, before taking any step, empathise their situation. Help them regather their feelings and offer the support and guidance they need. Understand what can be done at your level- availing resources, extra training, expert advice, etc to motivate the team member to gain confidence and solve the issue. Even after this, the results don't turn up, then consulting the authority is necessary, yet in a respectful way.

I recently read and realised that a rebellious team member isn't wrong for them team. He/she is just demanding for certain rights, behaviour or a healthy environment. Their way of asking for it is different but its doesn't necessarily mean that they are causing a havoc. Henve, empathise their situation, put yourself in their shoes and empower them. Offer them with resources, ownership, proper tasks as per their skills and new opportunities. This will build their confidence in the team and themselves, and help in settling down their issues. Give them the space to talk about their concerns, raise them freely and make their opinions feel heard and valued :)

Acknowledge their contributions and strengths. A valued team member is more likely to feel invested in the team's success. Encourage open communication by creating a safe space for them to express their ideas and concerns.

Bully the bull as you have to make him understand the way to perceive and understand the repercussions of the same. You need to communicate clearly the actionable and reason for the action taken if it does not settle this under the purview of the authority.