When you take on any kind of managerial position, or you’re planning to become a part of a group that must work together to make development on its projects, your capability to bring out the best in those that you work with is crucial to your victory. Yet not everyone is going to work their level best, and in certain cases you might need to manage team member that is not putting in anywhere near their fair share of the work. Don’t be shocked if companies inquire you about this case, so that they can have a better idea of what kind of leader you will be.
It is pretty likely they will inquire you the query below directly:
Behavioral Interview Query: How would you manage team member that was not pulling their weight? What would you say to them?
Begin by demonstrating that you’ve great communication skills and are not frightened to deal uncomfortable problems directly. Companies need to know that you’re willing and could manage team member who is not giving his best. You are capable to talk to people that are not performing. Then, search for strategies that can encourage them to do better. Ignore any answers that make you seem overly bossy, and stick with answers that show you can be motivational and encouraging.
Sample Answer:
“If performance metrics indicated that the person was not performing up to the mark, I would first inquire them if there are any issues they are having that are impacting their work – for instance, it might be that they are simply tired due to a personal problem at home, or they’ve forgotten how to utilize a software program and were too embarrassed to inquire. These problems can be resolved rapidly.
If nothing comes up, I will initiate by trying to recognize problems myself while also assisting them with the project. I would do few of their activities with them, sharing in the responsibility, and make certain that they know how to move forward. When they work with me, I will also make definite that they know how precious their contributions are, so that they feel responsible for the result.
If they yet are unable to perform well, I will offer them a visual performance metric to monitor. For instance, I’ll send out a daily survey that reports on project completion and makes the information public. This provides them accountability, which is a good motivator. If all of these actions have failed, I will have 1 final talk with them, and if essential we can discuss putting them in a distinctive role better suited to their capabilities.”
This might be a longer answer than you require creating, but it proves that you’ve a plan and could manage team member who was not pulling their weight, you are motivational and useful instead to be bossy, and you’re searching for strategies that bring out the best in them instead of the strategies that force them into agreement. Those are the skills of a great leader.