Have you ever had to manage someone out due to poor performance?
Explore real examples and use them to shape a story from your own experience.
What the interviewer is looking for
- Persistent performance concerns: Establishes repeated, role-relevant gaps and their effect on the team or business.
- Opportunity to improve: Provides clear expectations, relevant support, and a meaningful period to demonstrate progress.
- Considered decision-making: Reviews progress and remaining gaps with appropriate management input before discussing an exit.
- Respectful communication: Discusses concerns and next steps directly while treating the individual with dignity.
- Outcome and learning: Explains what happened after the discussion and what was learned from handling the situation.