Question: Describe a time when you had to point out and handle the underperformance of a colleague. How did you approach the situation?
Alternative Question Phrasing:
- Can you describe a time when you had to address underperformance and how you went about this?
Follow-up questions:
- Did you help this colleague with improvement steps?
Question Details:
Question Type:
Skills:
Work Activity (Task):
Information Input – Estimating Characteristics of Objects, Events, or Information,Information Input – Identifying Objects, Actions, and Events,Information Input – Inspecting Equipment, Structures, or Materials (for Problem Identification),Interacting with Others – Assisting and Caring for Others,Interacting with Others – Coaching and Developing Others,Interacting with Others – Communicating with Supervisors, Peers, or Subordinates,Interacting with Others – Coordinating the Work and Activities of Others,Interacting with Others – Establishing and Maintaining Interpersonal Relationships,Interacting with Others – Performance Management (Guiding, Directing, and Motivating Subordinates),Interacting with Others – Provide Consultation and Advice to Others,Interacting with Others – Training and Teaching Others,Mental Processes – Developing Objectives and Strategies,Mental Processes – Judging the Value of Things, Services, or People,Work Output – Quality Improvement
Work Context (Person-Job/Team/Org Fit):
Work Style (Person-Job Fit):
What to look for in an answer:
You are looking for the candidate’s ability to handle all types of people.
If the candidate is able to bring out the best in this struggling employee.
If the candidate’s response contains the steps they took to approach the situation and that the end result was successful.
Red Flags to Watch For:
If the candidate bad-mouths about the underperforming employee.
The response is vague which does not help you understand the candidate’s management style.
Sample Answer:
N/A
Question Source:
https://www.totaljobs.com/advice/most-common-competency-based-interview-questions