As the team lead for your unit, you’re responsible for a team of three. One of the member of your team is not meeting expectations and is unperforming. This is interfering with the work goals of the unit. How would you handle this situation?
"I'd first and foremost exercise discretion out of respect for this fellow teammate. I think in order to earn respect you have to give it. They deserve to have their dignity preserved as much as the next person. Better for the whole team that way. So I'd pull them aside and discuss the matter with them in private. Next, I'd level with them. I'd give them a full report on the team's progress. I'd want them to understand the stakes of our situation. I'd then give them indicators of where their performance is trailing behind the rest of the team and ask them as many questions surrounding their situation and what could be contributing outside of my scope. I'd weigh what they had to offer, and we'd discuss that further where appropriate. I'd then help them identify their growth opportunities, ask them where I could be of service, and spend some time coaching. I'd check with them how they'd feel about recruiting others on the team to help grow their skills and proceed from there. So, in short, I'd give them a full view of the big-picture, and their contributions towards the team efforts. I'd give them some stake in the game, and try to motivate them by offering praise for their strengths while showing I care about their development. I'd offer encouragement and praise where appropriate, and make them feel like a valued member of the team."
This question is intended to assess your leaderships skills, your sense of teamwork and how you inspire and motivate those on your team. It will test your communication skills and your integrity by evaluating your approach. It will also serve as an indicator of your EQ and your interpersonal skill level. Lastly, depending on how you evaluate a job well done, they'll gain an understanding of your standard and what success looks like to you.
Describe your approach as would a professional. Avoid offering specific examples, since this is a situation question dealing with a hypothetical 'what if', rather than a 'tell me about a time when' behavioral question. But rather, thinking back on any situations where you've faced a similar situation and shined. Break down for yourself the approach you took in that previous situation and improve upon it when answering this question.
Community answers are written by other candidates practicing this set. Reading how others frame the same question is one of the fastest ways to sharpen your own.
Anonymous Answer
I'll call him to talk privately. I'll explain in detail what's going on and how his low performance is hurting the team's goals. I will give him guidelines on how to improve his performance and I will be available to help him. I will encourage him by showing that I believe in his potential and showing his importance within the team, he just needs to dedicate himself more.
Marcie's Feedback
Nice! Will you come up with a detailed action plan together with him? Will you monitor the results of the plan to see if he starts pulling his weight? What will you do if he doesn't step up?
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