Question: Imagine this scenario: You are the team leader of a small team. You notice that one of your team members seems disinterested in working. What would you to to motivate them?

Alternative Question Phrasing:

As a team leader, how can you motivate a colleague who is not interested in working? What can be done to get him/her to contribute to the organization? Give an example if you have done something similar in the past.

Follow-up questions:

Question Details:

Question Type:

Situational

Skills:

Basic – Active Listening,Basic – Critical Thinking,Basic – Monitoring (Making observations of self and environment),Basic – Science and Logic,Basic – Speaking,Social – Coordination (Adjusting one’s own actions in relation to others),Social – Persuasion,Social – Rapport Buiding/Relating and Connecting with others

Abilities:

Cognitive – Originality,Cognitive – Problem Sensitivity (Problem Recognition)

Other Factors:

Personal Improvement (Growth),Personality-Job Fit,Personality-Organization Fit,Personality-Team Fit,Self-Awareness

Work Activity (Task):

Information Input – Inspecting Equipment, Structures, or Materials (for Problem Identification),Information Input – Monitor Processes, Materials, or Surroundings,Interacting with Others – Assigning Tasks to Others (Delegation and Direction),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 – Establishing and Maintaining Interpersonal Relationships,Interacting with Others – Performance Management (Guiding, Directing, and Motivating Subordinates),Interacting with Others – Provide Consultation and Advice to Others,Mental Processes – Judging the Value of Things, Services, or People

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

Interpersonal Relationships – Coordinate or Lead Others,Interpersonal Relationships – Relationship With Subordinates,Interpersonal Relationships – Responsibility for Outcomes and Results of Others,Job Structure – Level of Responsibility (Impact of Decisions on Co-workers or Organization Results),Job Structure – Structured versus Unstructured Work

Work Style (Person-Job Fit):

Achievement/Effort (Action/Result Orientation),Analytical Thinking,Attention to Detail,Compassion/Concern for Others,Initiative,Leadership/Command

Question Frequency

Question Difficulty

What to look for in an answer:

If the candidate takes time to understand the reason for the team member’s behavior towards work.
If the candidate outlines steps they would follow in order to motivate the team member.
If the candidate believes in giving constructive feedback and make the team member realize their potential within the team.

Red Flags to Watch For:

If the candidate believes in taking extreme steps like referring to HR without even trying to understand the team members attitude.
If the candidate sounds less confident to handle such team members and unsure about what steps they should take.

Sample Answer:

N/A

Question Source: https://www.jobbankusa.com/interview_questions_answers/