Question: What is your approach to dealing with a subdorinate or direct report who is not meeting work performance standards?

Alternative Question Phrasing:

What do you do when you find that a subordinate is not meeting your standards?

Follow-up questions:

How effective is your approach?
What are the steps you would take to increase someone’s performance?

Question Details:

Question Type:

Knowledge/Skill Based

Knowledge:

Management

Skills:

Management of Personnel Resources,Social – Instructing (Teaching),Social – Negotiation,Social – Persuasion

Abilities:

Cognitive – Problem Sensitivity (Problem Recognition)

Other Factors:

Management Level,Personality-Team Fit,Practical Intelligence (Street Smarts)

Work Activity (Task):

Interacting with Others – Assigning Tasks to Others (Delegation and Direction),Interacting with Others – Communicating with Supervisors, Peers, or Subordinates,Interacting with Others – Performance Management (Guiding, Directing, and Motivating Subordinates),Interacting with Others – Provide Consultation and Advice to Others,Work Output – Quality Improvement

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

Interpersonal Relationships – Coordinate or Lead Others,Interpersonal Relationships – Relationship With Subordinates

Work Style (Person-Job Fit):

Assertiveness/Courage,Leadership/Command

Question Frequency

Question Difficulty

What to look for in an answer:

The candidate’s management and performance management skills.
The candidate’s interpersonal skills, specifically their ability to give feedback.

Red Flags to Watch For:

If the candidate has no performance management strategy, that is a red flag.

Sample Answer:

When a subordinate is not meeting standards, I will immediately talk to the person concerned. I will find out why then guide him/her in resolving hurdles.

Question Source: Unknown