Question: How do you typically confront subordinates when their results are unacceptable?

Alternative Question Phrasing:

Follow-up questions:

What is your approach? Does it always work? Why or Why not?

Question Details:

Question Type:

Skills:

Basic – Critical Thinking,Basic – Monitoring (Making observations of self and environment),Social – Coordination (Adjusting one’s own actions in relation to others)

Abilities:

Cognitive – Category Flexibility (Mental Flexibility)

Other Factors:

Management Level,Personality-Job Fit,Self-Awareness

Work Activity (Task):

Interacting with Others – Performance Management (Guiding, Directing, and Motivating Subordinates),Mental Processes – Judging the Value of Things, Services, or People,Work Output – Process Management,Work Output – Quality Improvement

Work Context (Person-Job/Team/Org Fit):

Interpersonal Relationships – Coordinate or Lead Others

Work Style (Person-Job Fit):

Achievement/Effort (Action/Result Orientation),Analytical Thinking,Leadership/Command

Question Frequency

Question Difficulty

What to look for in an answer:

The candidate’s interpersonal skills.
The candidate’s management skills.
The candidate’s critical thinking skills.

Red Flags to Watch For:

The candidate’s poor interpersonal skills.
The candidate’s poor management skills.
The candidate’s poor critical thinking skills.

Sample Answer:

When one of my team member performs below expectations, I normally talk to him/her and find out what the problem is. It is important to get to the root cause of the problem to prevent it from occurring again. This way I am also helping the other person grow professionally.

Question Source: Unknown