Gallup Mock Interview
Master 30 Gallup interview questions covering strengths-based assessments and behavioral scenarios.
Question 26 of 30
How do you gain buy-in from your co-workers when it comes to delivering quality work?
The Goal
Example Answer
Example Answer 2
What to Avoid
Pro Tip
Community Answers
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
The interviewer wants to understand the actions you would take if your co-workers were failing to deliver high-quality work. They also want to know if you prioritize getting the job done right, setting an excellent example for others, and encouraging your teammates to deliver their best work. The goal of your response is to showcase your work ethic and your leadership skills.
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
"If I encounter an underperforming co-worker, I respectfully approach them and start a conversation to learn more about their professional goals. I like to use the today/tomorrow framework to encourage a conversation around goal-setting and inspiring others. I gain buy-in with questions like, 'Where are we today, and where do we want to be tomorrow?' Sometimes when a co-worker feels unmotivated to deliver quality work, it's because their responsibilities do not play to their greatest strengths and talents. If this is the case, I work to ensure that the individual gets more opportunities to do what they do best, which sets them up for success and motivates them to be a team player and high-performer."
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
"I ask for feedback on my performance before judging the performance of my co-workers. Perhaps I need to make corrections in my work before my co-worker can deliver their best in return. I will ask my team if there is any need to clarify expectations or re-frame the project mission. By looking internally first, I show a willingness to lead by example. I find that this approach gets people excited to work with me and inspires them to be a self-aware team player."
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
Avoid providing an answer that makes it seem like you bring minimal persuasion to team-based scenarios. Even if you are new to your career, you can still influence others to do their best in the workplace.
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
It's been said that we are only as strong as the weakest members of our team. When responding, show the interviewer that you have the power of persuasion, allowing you to encourage your co-workers to deliver the best possible work. Some ways that you might collect buy-in in a team-based environment include:
- Generating excitement around the project and overall goal
- Showing your co-workers the value of a job well done
- Inspiring your co-workers by connecting their professional desires with the overall vision
Consider the 'golden circle' concept by author Simon Sinek. This concept can help you be a persuasive leader who focuses on the 'why' of what you do, rather than the 'what' and the 'how.'
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Anonymous Answer
On occasion, I notice that there might be an error in a document we are sending out. I will take the time to review it with the entire team, not to point out the specific person, but to highlight the importance of catching the details, reiterate the expectations of what we are doing, and why. I then speak one-on-one with my team members to catch up with what is going on with them, what they need from me to succeed.
Rachelle's Feedback
This is a nice approach - asking them what they need from you to succeed. Your method sounds very team focused.
Anonymous Answer
I allow my coworkers to be involved in the process. That way, everyone will feel included and produce quality work.
Rachelle's Feedback
Can you give an example of a time when you did this? Remember, Gallup interviews are meant to look for personality and skill, so the more examples you can offer, the better your answers will be received.
Anonymous Answer
I think leading by example is a great way to gain buy-in from your co-workers. If you are delivering quality work yourself and also show that you're willing to assist the rest of the team as much as you can, I think others will follow suit. It is also important to make sure that the expectations are clear and that people are set up for success by tailoring tasks to fit their strengths.
Rachelle's Feedback
You make some excellent points here, and your answer shows that you are a strong and conscious leader.
Anonymous Answer
I do my best to analyze situations so that I can fully understand the importance of the outcome. It allows me to clearly explain the importance of completing the work we are doing effectively and efficiently. I also understand that everyone learns and works at different speeds. If a coworker is struggling to pull their weight, I do not attack them; I will offer help so that the team can still get the job done and later work to train them where they are lacking.
Rachelle's Feedback
You sound like a very patient and understanding person. It also seems you are analytical, which is a great asset in the types of roles you are aiming for.
Anonymous Answer
I gain buy-in from my coworkers by having face-to-face meetings with them and showing them the bigger picture of what impact the work they aren't doing will have on the business and their career.
I had it where a colleague kept canceling the training they had booked with customers in the community. A couple of them complained to our customer service team. I was the one who would hear about it and so I wanted to eradicate this from happening again.
I sat down with my colleague whose role was to train and assist me in my tasks and said that they can not cancel meetings that they booked, it's bad for business and the customer would very easily go with a competitor. If this continues then your role will become in jeopardy. Not as a threat but I made them realize that they were on a contract and their role was a new one the company were seeing if it was of value to the business. So if they kept canceling meetings, then your role and your 5 other colleagues may not have a job in 6 months time.
so for me its putting it into perspective the knock on effect of their actions.
Cindy's Feedback
Good use of example, here! How did your discussions change behaviors on the team?
Anonymous Answer
It is important to me to get the job done and get it done right.
In order to do so, you have to communicate with teammates regularly
Requesting feedback which in turn allows you to also give feedback.
Offering help or resources your co-workers may need
Stephanie's Feedback
I suggest shifting the wording of this response to "I" statements (example: "In order to do so, I have to communicate with team mates, etc")
Anonymous Answer
My approach to gain buy-in from coworkers is based on the simple principle of "PRIDE"
Purposeful vision
Role model
Inspire
Develop
Empower
I always ask for feedback from my coworkers which creates a bond, trust, and a solid relationship that inspire my coworkers to do their best and deliver quality work.
Marcie's Feedback
PRIDE seems like a great concept that would help you to gain buy-in from your coworkers when you need quality work from them. Can you give an example of a time when you used this concept to successfully obtain buy-ins? This will make your answer more meaningful to the interviewer.
Anonymous Answer
I think you always need to set a positive example, show that you are dedicated to the work at hand. Have a good attitude even if the task is something that you aren't particularly excited about. This should demonstrate to your colleagues what is expected of them, build trust but also mean that no one is taking the bulk of the work and some aren't doing enough. If a coworker wasn't delivering quality work, I would approach them privately with empathy so as not to embarrass them. I would raise the issue, lack of effort, etc and see if there was any reason for this behavior. People may be struggling with something at home you may not be aware of, so it's important to find this out so you are able to provide them with more support. They may be struggling with the tasks, maybe their strengths lie somewhere else. You can help them, or allocate them new tasks they are more comfortable with or play to their strengths. You want to motivate people to work harder in a positive way, not in a smack on the wrist, degrading way.
Marcie's Feedback
Your answer is very thorough and shows that you are a good leader. It sounds like you try to be a good role model, dedicated, positive, trustworthy, and empathetic. Excellent response!
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