Tell me your most proven strategy for motivating under-performing employees.
"I have seen underperforming employees become absolute superstars with a little extra TLC. This motivation approach can include crafting a performance improvement plan with the employee, with a specific timeline attached to the goals laid out within the plan. Also, I have found that linking the employee's interests, hobbies, and talents with the work they perform can be an excellent strategy. There are many great strategies for developing under-performing employees, some of which I recently read in Jon Gordon's book, 'The Energy Bus,' where he addresses the top 10 rules to fuel life, work, and team with positive energy."
No matter how incredible the workplace culture and overall opportunity, every organization will have people that don't want to perform up to the expectation of their job. Those individuals likely face termination. Your interviewer will be looking to hear that you can develop those employees who have potential, but for some reason, are performing below expectations. This underperformance could be a result of a personal issue or a demotivating factor within the workplace environment. Discuss how you have tackled performance issues like this in the past to show your interviewer that you would bring a solid ability to work with under-performing employees at this organization.
"If an employee is underperforming, but they are usually a high performer, my approach will be different than with that of someone typically unmotivated. I would schedule a one-on-one meeting and bring up their past performance compared to their current performance. Then, I would directly ask what was affecting their motivation to succeed. For the most part, an employee will open up, and we can make a plan of action from there. This plan could include more responsibility, additional training, or the opportunity to teach another employee something new. When people feel important and seen, they tend to perform at a much higher level."
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
Hold a one-on-one meeting with the employee.
Discuss the purpose of the meeting (allow them to respond).
Ask them to share how they feel they are performing, what they like, or dislike?
Share the real picture, where they are, with what is expected.
What are they willing to commit to doing to be better? Provide resources if needed.
Summarize discussion and the next steps of measuring "” state confidence in their ability to improve.
Rachelle's Feedback
It seems that you have a highly professional and structured approach. Well done!
Anonymous Answer
I found that a lot of the time, when we were having an issue with a certain employee, sometimes other things were going on in their lives that played a large role. Taking a chance to listen to them and hear what issues they are facing really helps them care about you in return. If I try to do what I can to help them out, they will want to help me in return by improving their performance (i.e., fewer late shows, better note-taking on shift, etc.).
Rachelle's Feedback
It sounds like you bring a level-headed, empathetic, and kind HR approach. If you have a specific example of when your approach turned an employee-based situation around, this question is a good opportunity to include a brief story.
Unlock all 40 HR Consultant questions
Unlock expert responses to challenging client-facing and compliance interview questions.
Get Started