In any team, you have people that do not perform. How do you manage an underperformer?
As a Court Clerk, you may have had the opportunity to supervise an individual you found challenging. The interviewer asks this question to gain insight into your leadership and problem-solving skills to determine if you have the same values as the organization.
"When I encounter a difficult employee, especially in a group setting, I like to observe the situation so I can evaluate the member's strengths. Once identified, I would re-direct them to work on something that they will excel at instead of bringing down the team."
"I have not had the opportunity to be a manager as of yet; however, I would handle an underperforming employee the way I have observed my professors working with underperforming students. You give them the tools to succeed; however, you cannot hold their hand through the entire process."
"A fellow Court Clerk was finishing his education at night so that he could apply to law school. He was falling asleep at work, couldn't concentrate, and fell behind on his work. I brought my concern to him, and he ultimately decided to take a leave of absence to give 100% to his studies. I supported his decision and am proud of his accomplishments."
Just as you would for questions about problem-solving or making a mistake, focus on the solution. Your reaction to the situation is far more critical to the interviewer than the problem itself. Explain your approach and why you decided to handle the situation in that manner. Briefly discuss why this employee was challenging without using their name or too many details.
When describing how you handle an underperformer, avoid using techniques or methods that the interviewer will find unprofessional or demeaning. For example, you should not say that you yell at the person or shame or ridicule them in any way. If you come across as a bully, the interviewer will look for another candidate for the position.
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
If someone is under-performing, it is important to observe why that may be. The position you have them in may not be beneficial to the team. When managing a team, it is important to take into consideration everyone's strengths and apply them where they will excel.
Rachelle's Feedback
Your answer shows a willingness to work with others based on strengths rather than instantly moving to frustration or assuming they are incapable. This shows maturity and a great ability to work in a team environment where skill levels vary.
Anonymous Answer
While coordinating the training program in my previous job, I always sent out two email reminders that training wasn't complete. It was very important that every training should be completed due to compliance and the fact that our grant funding was dependent on it. If both emails were ignored, I would then reach out to the regional manager for assistance, and my last option was my HR Director that ensured compliance.
Rachelle's Feedback
Your approach sounds methodical and attentive - this is an excellent example of underperformer management.
Anonymous Answer
I try to give people the tasks that will be most suited to their personalities and desires. For example, if someone falls asleep while completing paperwork, they are better suited for answering questions from the public.
Cindy's Feedback
Good use of example. Do you have an actual example from your experience that you can also develop to add more detail?
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