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."