Tell me about a time when you worked on a team-based project when a member was not doing their share of the work.

Question

Christine Pasqueretta · Accepted Answer

"(Situation) Currently, I have a team member who does the bare minimum whenever possible. (Task) As a high achiever, I will not allow this person or their mindset to take away from my success on the job. (Action) I have decided to use it as an opportunity to shine personally. I take the additional workload on myself and deliver expectations to our clients on time. (Result) Over the last four months, I have received multiple kudos from my clients because of my dedication. It is not my responsibility to change this persons' work ethic; however, I can choose my actions. My choice is to work hard and be a dedicated employee, no matter what others are choosing to do."

Christine Pasqueretta · Answer

Hiring companies look for candidates who work harder around under-performers rather than become defeated by them. The interviewer is looking for evidence that you are a problem-solver who can remain highly collaborative even when your team members may not display the same characteristics or level of dedication. Show the interviewer that you can remain tenacious and self-motivated, even when those around you do not take responsibility for their share of the work.

Rachelle Enns · Answer

Think about a time during your career when you felt that your team member was not taking complete accountability for their tasks. Then, tell a story that outlines the roadblock and how you approached the situation to ensure your work quality was not sacrificed. Perhaps you were able to step in and reallocate the work among the other team members. Maybe you took on the extra workload yourself. Whatever your approach, be sure to outline your ability to maintain momentum, even when you feel like others are not as dedicated to the project as you are. At the end of your response, be sure to make a connection between your level of dedication and how you will make an impact in this new role.

Rachelle Enns · Answer

Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.

Rachelle Enns · Answer

Avoid speaking negatively about a co-worker, leader, or employer in general. Keep your answer focused on the solution you created and the positive outcome of your actions.

Rachelle Enns · Answer

"(Situation) I recently worked with an accounts payable team member who was suddenly not pulling their weight. (Task) As a general administrator, I knew I should address the issue but also not overstep. (Action) I asked them in private if everything was okay. It turns out they were going through some challenges at home. I offered to help with their tasks when I could. (Result) When I stepped in, it benefited the rest of the team, and we were able to get our A/P project back on track."

Rachelle Enns · Answer

"(Situation) Last year, I had a marketing team manager who consistently submitted sloppy work. (Task) As the Marketing Manager, I always teach my team that effective marketing is all about teamwork and cooperation. (Action) To further iterate this point, I pulled this person aside in a private meeting. I explained that when one team member is not pulling their weight, it has a significant impact on a project. I continued to correct the person's work, sending it back with markups. (Result ) With each piece of feedback, this person noticeably improved. They kept their job because of their fast improvements, and I happily continued to coach them up."

Rachelle Enns · Answer

"(Situation) In my current role, one of my teammates is always looking for the easy way out. (Task) As a competitive person, this bothers me. I want our team to be in the lead for all categories. (Action) First, I addressed the situation with him directly and in private. Still, he was just going through the motions. That is when I decided that I could only control my actions. I now perform an extra 25% for all tasks such as cold calls, touchpoints, and prospecting activities. (Result) So far, my added output has compensated for his lower metrics. The added benefit of my hard work is that it gives me more market insight, allowing me to understand my prospects and target accounts better."

Rachelle Enns · Answer

"(Situation) In the store where I work, monthly mark-downs are a team effort. There is one employee who pretends to be busy with other tasks during this time. (Task) As the team lead, I know that we need all hands on deck while still attending to the needs of our customers. (Action) Initially, I tried to lead by example, but this person needed heavier coaching. Next, I pulled them aside to outline my expectations of them. I also attached consequences should they fail to perform. (Result) Now, this person is more willing to jump in and help the team. My other team members are thankful that they no longer need to compensate for her lack of contribution."

Rachelle Enns · Answer

"(Situation) Writing a curriculum is the most extensive team collaboration I have experienced as a teacher. I have seen that, occasionally, some members do not pull their weight. (Task) At this point in my 20-year teaching career, I anticipate this. (Action) I do all I can to get everyone excited about pitching in and collaborating for the benefit of their department. If my approach doesn't work, I proceed as usual and pick up the slack if necessary. (Result) My team appreciates that I will never let them down."

Rachelle Enns · Answer

"(Situation) I once had a team member who never came to meetings. (Task) As his manager, I knew that I had to have a firm conversation, reminding him of his responsibilities to the team. (Action) I approached the conversation casually, and it turned out that he did not want to be on our particular team. I spoke with the Regional Director, and we agreed to transfer this person to a different team on a 90-day probationary period. (Result) After 90 days, the Regional Director and I discussed this persons' performance. We saw no improvement and decided to terminate his employment. It was an unfortunate situation, but better to have this happen than have to continue employing someone who didn't want to be there."

Anonymous User · Answer

"I have worked on many group projects. On occasion, a team member was not pulling their weight. The first step is to communicate with this individual to determine why he or she is not doing her share of the work. Sometimes it's that the amount of work isn't fair or is the person is too busy. After assessing the situation, I will offer to help to complete the task and to ensure that we still meet the deadline."

Anonymous User · Answer

"I recall a time that we are working on the variation to enrollment applications that each of us was allocated a number of cases to process. I noted one member did not work on his allocated cases. I approached him privately and explained to him that this project is urgent as students need to be enrolled in the correct courses by the beginning of the semester. I also showed my willingness to help him if he's caught up with any other urgent things."

Anonymous User · Answer

"I had a situation in the office when I was assigned a job with another person who was doing not enough to complete it by the due date. Then I took the lead to complete the assignments by their due date. It took extra effort to finish the job in time. I have the habit of taking on extra responsibility and helping others. I can do multiple tasks at the same time, efficiently and confidently."

Anonymous User · Answer

"Several team members would come in late and leave early and leave work for others to do."

Anonymous User · Answer

"I was working on the project to improve coordination between the production, logistics and quality department. The Logistics Manager was not cooperating with me, the project leader.

I decided to ask him for a cup of coffee; where we discussed the issue. He was unhappy that I was the new manager who was given this role. I said that we had to work together to improve delivery performance and that personal feelings should not be allowed to impact the project. If there was an issue we could sit down over a cup of coffee and resolve the matter.

This worked and we were able to work together and improve the delivery performance from 80% to 95%."

Anonymous User · Answer

"The approach I took was asking my teammate privately if there was a problem that he wasn't performing as expected. He confessed he did not know how to solve the particular problem which he was assigned. I told him to do as much as he could, and I took part of his assigned work for the project to be successful."

Anonymous User · Answer

"Once I had a team member that was performing under the standard of the team. As his team leader, I had to have a conversation with him and remind him of his objectives, and I offered to help him. As things were not improving, I put a development plan in place, in which I was monitoring him on a daily basis and having one-on-one meetings once a week. I trained him in some tasks that he didn't understand well. After two months of effort, he managed to do his work like the rest of the team."

Anonymous User · Answer

"Situation: I worked with a team member who was always late to meetings. Task: As his manager, it was my responsibility to remind him of his duties for the team. Action: I approached and talked to him privately, and it turned out that he was facing some personal issues. I offered that he take a day off and resolve that issue first. Result: After that, he became punctual and a very productive member of my team."

Anonymous User · Answer

"Situation- We had a massive project do by a certain date, and everyone was assigned a taskTask- We meet weekly to provide updates and give feedback on each person's sectionAction- One team member was perpetually unprepared on the call and would always say they would email their information to everyone laterResult- I called him on a side bar and just said 'listen, everyone really likes you outside of work but people are starting to get a little frustrated so let me help you get organized and we can work together'"

Anonymous User · Answer

"Three years ago, I started working as a staff pharmacist with a team of six technicians at the busiest pharmacy at the time. In my opinion, working in a retail pharmacy is like working on a group project. Everyday, each member on the team has to do their part for us to ensure the safety and satisfaction of each patient. On my first week of working there, I noticed that this one technician was constantly late to come to work by about 30 minutes. She was a part-time employee, and she was scheduled a few days per week for the middle shift that started at one o'clock. With her being late, the morning shift technicians were not able to take their lunch break on time, as they had to wait for her to come before leaving the pharmacy. At the end of that week, I decided to have a one-on-one conversation with her and give her a warning. I explained how her behavior was affecting the workflow and how the other technicians felt about the situation. The next week came and I saw no improvement, so I talked to her again and told her that I would have to discuss this situation with our pharmacy manager and store manager, and that this would be included in her employee record and reported to the HR department. I asked if there was anything I could do from my end to help her, such as tweak the schedule somehow to fit her availability better. She explained that after her class ends on the days she is scheduled to work, she usually sticks around with her classmates to discuss some class material and that was causing the delay. Luckily for the team and me, she took it seriously this time and she said she would try to have those meetings with her classmates before the class instead of after.The following weeks, there was a real improvement. She started showing up on time and furthermore, if she knew she was going to get delayed by a few minutes due to traffic or another reason, she made sure to call the pharmacy and warn us of the delay. Besides her improved behavior, the friction among the technicians was gone, and all issues were solved."

Anonymous User · Answer

"Situation: A person from a different QA team was added to the project. During the scrum planning I suggested a task for this person. When we all began work on the next sprint, I noticed that she was not performing as I expected.Task: To understand the reason, I decided to schedule a call to check if there were issues with the task.Action: During the call, I asked general questions to gain a better understanding of her situation, without mentioning her performance. She said she was added to "help" and that her primary responsibilities were to her other team.Result: Before the call, I thought she was underperforming, but in reality she was exceeding her responsibility level.With new understanding about her responsibilities, we were able to adapt her workload in a way that allowed her to focus on the most needed areas of the task, which resulted in her successfully finishing the task and at the same time being able to work on her primary priorities."

Anonymous User · Answer

"Currently, there is a co-worker who does the minimum amount of work to get by. I do not want their work ethic to affect our customers and the level of service I feel every customer should receive. I take the opportunity to volunteer for extra work and am assigned high priority tasks to ensure they are done correctly. I am currently one of the top technicians in the state and receive many good reviews from our customers. I work hard and provide quality work, no matter what others do."

Anonymous User · Answer

"I was on a team involved in the migration, but one member was not pulling their weight on the task. I had a private meeting to discuss what was going and it turned out that the person was under a lot of pressure from their main job."

Anonymous User · Answer

"In some cases, the team member was not inspired or had limited knowledge of the project. The solution would be to offer more information and communicate in a way that this team member can understand, ask for their input and inspire their ideas to a distribute role in a project, targeting team members' strengths."

Anonymous User · Answer

"There was a time when my Department's manager assigned a co-worker and me on a project of reviewing a large batch of invoices for a Rush payment processing on the same day. We divided the invoices equally among us, but when I checked in on his progress shortly before lunch, my Co-worker had only verified a small portion of the invoices, and it became apparent that he won't make the deadline. I had a private conversation with him, and it turned out that he was having some personal/family problems that are affecting his performance. I offered to take a larger share of the project, and we made our deadline. I never brought it up to the manager, and my working relationship with that particular co-worker has been the best since. Sometimes it is OK to take on a larger share of a group project for the benefit of the organization; pointing fingers is counter-productive."

Anonymous User · Answer

"In my previous role, I and other reps were working on a sales pitch for a large buying group. Out of the four of us, three were doing the work. We all noticed the lack of contribution of team member #4, so I took the initiative to absorb his workload and finish the project. In the end, we were able to secure the sale, and all benefited to the success of the team."

Anonymous User · Answer

"As a Lead on a five-person crew, this scenario can present itself many times during an assignment. The structure of our crews allows for varying levels of training and exposure to the many tasks that we do, and this can sometimes cause a person to feel overwhelmed and take a step back and be more of a hinder than a help. It's important for me to recognize these times and redistribute the workload accordingly and reassign the individual a task that is more suited to their strengths and experience while also creating a plan to get this individual more exposure to the areas that they feel less confident to improve for future projects."

Anonymous User · Answer

"A couple of years back, I was working on a team project in which one of the team members was doing bare minimum work whenever possible. This was slowing the progress of our project down and my collaborators were getting anxious with the outcome of the project. I took the initiative of completing the project myself. I worked extra time apart from my own project to finish the design and implementation of the experiments and writeup of the paper. Within two months, we were able to finish the paper, and we published the paper in a differential privacy conference workshop. My advisor and the collaborators were very happy with the progress of the project, and new project ideas were designed from this initial work."

Anonymous User · Answer

"I had to dig deep into why; found out multiple mismatches between team charter and capability gaps, had to assign folks to roles that were not exactly in line with team charter but could have offshoot helpful effects as we went thru consulting team---->understanding why someone is seemingly not doing their "share" is crucial to figure out the real reason between shirker to a mismatch and discomfort with a particular type of work."

Anonymous User · Answer

"(Situation) I recently worked with a team of grad students on a project and one team member suddenly stopped pulling their weight. (Task) I and the other two students knew I should address the issue but also not overstep. (Action) We asked the third student if everything was okay. It turns out; they were going through some challenges at home. We all agreed to go to the professors of the class as a full team and ask for guidance. The professors worked with the student privately and we also offered to help with their tasks when we could. (Result) We were able to get the project back on track and the student really appreciated our empathetic response."

Anonymous User · Answer

"While in college, I had a group project of 4 people. One group member would not have any contributions or ideas when we met to continue working on our work. I had asked if she was doing okay because of me observing her lack of contributions - she explained she was getting a divorce and apologized for her mental absence. I encouraged her that she has control over her contributions & ideas with us and we value her. She became motivated and helped us get our A on the project."

Anonymous User · Answer

"I had re-design business gross to net revenue walk. This was an intense project which required collaboration from multiple teams. One of them was my peer with whom I had to collaborate to ensure alignment forecasting tool. There was a lot of pushback from him and his unwillingness to align with timelines. I scheduled a meeting with him, ensuring the emotions are controlled and communicated my concern, and listened to his concern for this push back. He mentioned there are a few dependencies for which he needs clarity before doing anything and he does not have the bandwidth. I collaborated with him to design day by day timeline by breaking his tasks for 2 weeks. I took over a few of the tasks I could help him complete. This helped in efficient collaboration, building strong relationships by proactively identifying problems and coming with a timely resolution plan."

Anonymous User · Answer

"I'm patient and open-minded. During a team project, I was supposed to get some data from a team member, but he was slow, so I tried to find out if he was facing any problems. We tried to solve the problem together as a team by coming up with a checklist to make sure work would be delivered by the deadline."

Anonymous User · Answer

"I have worked on many group projects and, on occasion, a team member will not pull their weight. The first step is to communicate with this individual to determine why they are not doing their share of the work. Perhaps it's because the amount of work isn't fair, or this person feels they are too busy. After assessing the situation, I will offer to help to ensure the task is completed on deadline."

Anonymous User · Answer

"When I had to work with a team member who was not doing their share of work, I have first tried to understand more about their circumstances. I am able to do so by being friendly with them. In this case, I understood that they did not follow our new framework very well. So I invested time in educating them through examples and pointing them to documentation to read. After several weeks of back and forth, I understood that they were just being careless in their work. So, I continued to educate them about our best practices. Eventually, our manager who reads most of our code reviews realized that they were just sloppy in their work."

Anonymous User · Answer

"There was a period of time in Megisti Police Department that the migration flows were very high and we were constantly dealing with registration procedures. There was a colleague in the afternoon shift with the task to fingerprint 50 irregular migrants. He was not feeling ok but he didn't tell us anything. At the end of his shift, I found out that he had a high fever and he managed to fingerprint just 10 persons. Unfortunately, we had a strict deadline as all the registered irregular migrants were supposed to leave the next day morning for the HotSpot of Kos island. So, I decided to take over his task and fingerprint the rest 40 persons during the night. During the night, another colleague was motivated by my team spirit, offered his help, and finally, we managed to finish our task on time. All colleagues appreciated my efforts to get the job done and in that way, our team became stronger and better."

Anonymous User · Answer

"Team member was disorientated and not productively assisting others. As a supervisor, I approached the member and enquired about his personal and mental wellbeing. I explained to him about the workload and motivated him to be more productive and offered him help if he needs any. The team member took it positively and mentioned that no one has asked him to do anything before today and that is why he never bothered to take any initiative. I noticed that the team member become very productive and it appeared that my words woke him up from his deep slumber."

Anonymous User · Answer

"I remember when I was in pharmacy school and we were working on a group project. There was one member who chose to do the bare minimum and would not contribute to any group meetings. I decided to contact this individual to find out if there's anything hindering their ability to perform. Turned out they felt the assignment was unfairly skewed and they were assigned a more difficult part, after clarifying with them, I decided to redistribute the workload and double-check with them to see if they are satisfied with the new arrangement. We did fine afterwards."

Anonymous User · Answer

"School...initially, I did the work after asking the person to step up. Next time created roles, which people picked and then kept the door open for asking for help."

Anonymous User · Answer

"2 years ago, I had a pre-sales manager under my management (dot-lined) who frequently missed her deadlines to deliver projects and proposals to public clients with whom I developed very good and long-term relationships. I talked with her privately; she used to be very insecure about the proposal development process and her own tasks in closing prices and terms on that. I did some video conferences with her to better understand the failures, asked the director of pre-sales to meet with us, and planned some training for the employee. From then on, she was very grateful and motivated and started to deliver proposals with better quality and on time."

Anonymous User · Answer

"We have a lot of junior team members in our team, I always ensure that any work that I request from them I always set a deadline of when I need it delivered. If they miss the deadline, I also follow up with them to see if there is anything I can do to help or support them in delivering what I'm after. I'm always supportive and will see what I can do to assist. If the team member continues to not pull their weight, I will have an honest, courageous conversation with them about whats going on."

Anonymous User · Answer

"For one of my rotations, I had to work with a partner to compile data to present in a pharmacy and therapeutics committee meeting. My partner chose to do the bare minimum so I decided to come in early every morning to get a head start so we could complete the project in time for the review by our preceptor and I asked my partner to help with the revisions."

Anonymous User · Answer

"At one of my previous jobs, one guy was scared to climb too high. I wanted to help him, so I stayed with him after work and helped him to climb and learn to trust his equipment. After a few weeks, he was climbing much better, and he passed his performance review."

Anonymous User · Answer

"There was a time when one team member was absent from work, and he was busy with a week-long training session. It was on a Tuesday, and all training officers had nominated employees, meaning they had courses scheduled. I jumped in and continued with that class for two days."

Anonymous User · Answer

"At times when I worked in team setting and a member was not contributing I addressed the person individually to discuss if we could come to a conclusion on how to resolve the situation. If the individual was still not contributing I would pick up the slack to complete the project and discuss the issue with them again after the project was complete."

Anonymous User · Answer

"I was working on a project in college. One team member was not completing their tasks two weeks running. As a project manager, I communicated directly to ask what the problem was. Did he understand what was expected? What other problems did he face? It turned out that the team member was unmotivated to do the work. I decided to share the work of the team member to get us back on track."

Anonymous User · Answer

"A few years ago, my company hired a new person. She was friendly with clients but could get a bit too chatty and didn't always exhibit good time management skills. That caused us to get behind. I spoke privately to our manager about this, and she had noticed it too. We both spoke privately to the new hire and told her that we appreciated her friendliness but that we needed to make sure we were managing our time well so that we could get our work done. The new hire ended up still being friendly to clients while we were able to balance our workload better."

Anonymous User · Answer

"I haven't experienced this, but if I did, I would first identify the risk of this person not working at the pace necessary. Then I would communicate while also seeing if I could be any assistance to help get the work done. I would at least identify the blocker for the person and see if we could put a plan together to get past it."

Anonymous User · Answer

"In my class, I have a partner who does the bare minimum when possible. At first, I was disappointed as she is my friend, so I talked to her about sharing the work equally. She agreed but did not change. I do not want her work ethic to take away my success for the class, which is why I decided to take the workload on myself. I delivered our project on time, and we both got an A for the course."

Anonymous User · Answer

"When we reopened our facility, some people wouldn't pull their share, so individuals such as myself would have to pick up the slack and do more but we managed to get the job accomplished"

Anonymous User · Answer

"It was the time when our group had to make a presentation on a recent trending topic of IT as part of our assignment. A topic was decided after brainstorming and was of wi - max technology. We divided responsibilities; one person will do the introduction part, the second one will do body part-1, another will do body parts -2 and 3, the third one will do the conclusion and we will coordinate with each other making and explaining the topic. One guy promises that he will bring his laptop for presentation purpose and we will present the whole topic. The same guy came on the presentation day telling everyone that he didn't do his part because he doesn't have a laptop and everyone was lashing out at him. We have to show the presentation in that afternoon. We calmed down and I suggested we borrow a laptop from IT and fuse our work, and have it ready to present as quickly as possible. So we went to IT; borrowed a laptop and showed our presentation. I learned a lesson that I have to be ready very ahead of the day."

Anonymous User · Answer

"It was an inevitable situation every time I worked on a team-based project. Sometimes I made up the lack of the member who didn't pull its weight. But when all the members pulled their mind to the work, we cheered each other up and I felt achievement the most, and even the result was different. That was not mine, that was ours. So I try to make each team member feel valued by being attentive to their work and listening to what they think about the project in every team-based project."

Anonymous User · Answer

"At work we have to change our password to use the computers every 26 days, we were really busy this day, and one of my coworkers kept saying all day her password wasn't working, When I had to go to lunch one of my coworkers had to go home. The other one's password was locked, so I decided to stay and finish all the in-store and essential fills for an hour until the second pharmacist came and helped us. Patients should not have to wait longer because we have technical problems in the pharmacy."

Anonymous User · Answer

"I recently worked with an account payables team member who was not pulling their weight. I asked them in private if everything was okay. It turns out they were going through some challenges at home. I offered my support by helping her when I could. The result is that we met our deadlines, and my team member knew she could count on my help when needed."

Anonymous User · Answer

"When I used to do Air Force Cadets I had this one cadet who never liked to work when put into a group exercise. There was this one instance where we had to make a fire by a specific time, and he wasn't helping so I took it upon myself to always give him a particular role in helping, that way he would be contributing towards the team."

Anonymous User · Answer

"While working as a duty manager at Hogarth's hotel, we had daily meetings with all of the departments. One of the team leaders working within my department was consistently missing the meetings. After talking to him, it was decided the best choice was for him to step down from his role. It was an unfortunate situation, but the result was he was no longer in a position he was unhappy in, and we could find the right person to fill the role with the passion and determination to succeed."

Anonymous User · Answer

"It was early this year at school, and I'm on a team of 6 people for an operating strategy course. There was 4 group case. One team member did not attend our group meeting for the case write-up and claims he was busy with his work. I approached him and asked the real reason behind. It turns out that he was indeed traveling for his work. I took on his work myself and finished his part for him. He appreciated, and for the last write-up, he wrote for me. We became a good friend since then."

Anonymous User · Answer

"In my most recent position, we had individual goals and office goals. These are monthly goals. I could see my co-worker was falling behind and maybe not as motivated. Working harder was an option but I also wanted her to be successful in her goals. I had a sit down with her and explained the personal and office goals. We discussed why she was falling behind and what we could do in the office to help. After determining what the problem was, she was successful, and so was the office."

Anonymous User · Answer

"As a supervisor, I presented the day's responsibilities to my team and let the team decide among themselves who would be doing what, when, and where. If anybody was falling behind her/his assessment of completion, then I would step-in to assist that worker to ensure that, that worker met her/his timeline within the time allotted for the project."

Anonymous User · Answer

"I recall working on a project that borders around logging of audit risk rating template and audit program into the newly installed audit software for the division. We had a timeline of 2 weeks to deliver. The auditable areas were shared among the project team members to come up with the audit program template of the area assigned to them. However, one of the team members failed to meet the deadline. He had personal issues that prevented him from putting in his best and he failed to communicate his weaknesses to the project head. The work was eventually redistributed to another team member."

Anonymous User · Answer

"There have been several instances where a member of a project team was not able to complete their part of the project for some reason. However, it is crucial that we meet our deadlines on most projects because others need the information to move forward in their part of the project. So, if I know that a team member needs help, I assign team members to assist with parts of their project or some of us volunteer to help our team member create the documentation the group needs to move forward to the next phase of the project."

Anonymous User · Answer

"I would like to say at my current job our team is very friendly and we get along with each other very well. Everybody works hard to get the job done. During the Christmas period, our store was very busy, and we all worked hard. We were doing the shelf stocking and noticed one member from my team wasn't working hard. Usually, she is a very hard worker and always willing to help. She wasn't looking well.I asked her to open the boxes for me, and I filled the shelves. We worked together."

Anonymous User · Answer

"In University, I took a class in B&W Film, which required a lot of time in the lab. This was an elective, and although I had many years of experience in photography, for one particular student, it was her first time picking up a camera. She missed a lot of class, and the times she was present, she was hasty about catching up, and because of this became a liability in the darkroom. One day she stepped away from her workstation in a fit and left things so that it could ruin the rest of our work. I followed her and told her to be more mindful because her actions were causing the rest of us to have to redo our work. It wasn't an easy conversation to have, but it was effective, and she improved her skills greatly as a result."

Anonymous User · Answer

"As Operations Manager, one of my jobs was to make sure the daily patient's calls/tasks were being made. In many Centers, the common complaint was I do my share, but so and so is never doing their share. So I decided to implement a project coordinator for each Center who was tasked daily with overseeing equally distributing these tasks to all employees. I then made it clear that this was a team effort among the staff to make sure they do their share of assignments, which helps add to our success as a company and hitting our goals. By motivating everyone and also letting them know that I am watching it did help get everyone together to do their part to make it successful."

Tell me about a time when you worked on a team-based project when a member was not doing their share of the work.

How to Answer: Tell me about a time when you worked on a team-based project when a member was not doing their share of the work.

19. Tell me about a time when you worked on a team-based project when a member was not doing their share of the work.

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