How do you manage an underperforming team member?
Explore real examples and use them to shape a story from your own experience.
What the interviewer is looking for
- Clear expectations: Evaluates performance against the responsibilities and commitments of the role.
- Understanding the causes: Explores the individual’s perspective and considers skills, workload, and systemic obstacles before deciding on support.
- Feedback and practical support: Gives direct feedback and relevant support with opportunities to improve.
- Fair progress review: Recognises improvement while assessing persistent gaps using relevant evidence.
- Appropriate next steps: Responds to continued gaps through a clear discussion of expectations and available next steps.