High- and Low-Performer Management Questions

Questions about managing high- and low-performers are designed to elicit responses that provide insights into the candidate's approach to employee development, their focus on achieving results, and dedication to giving feedback. These questions aim to gauge their ability to nurture talent, drive performance, and create a feedback-rich environment that supports individual growth and organizational success.

Example questions

Check out the example high- and low-performer management questions below:

Can you describe a situation where you had a high-performing team member under your supervision? How did you recognize and acknowledge their exceptional performance? What strategies did you employ to support their continued growth and motivation?

Describe a situation where you had a team member who consistently struggled to meet performance expectations. How did you address their underperformance? What steps did you take to provide support, offer constructive feedback, and help them improve their performance?

How to answer 

When answering high- and low-performer questions in a job interview, it's important to keep in mind some best practices and structure your answers effectively. Here are some tips:

• Discuss how you positively influenced performance. When answering questions about managing high- and low-performers, it's important to discuss how you positively influenced the performance and development of your team members.

• Share specific examples of how you tailored your management style to meet the unique needs of each individual. Talk about how you identified their strengths, weaknesses, and areas for improvement, and outline the specific actions you took to support their growth, address challenges, and maximize their potential.

• Highlight your ability to provide constructive feedback. Showcase how you created a feedback-rich environment that encourages open communication and fosters trust. Also, describe how you effectively mentored and coached team members—both high-performers and low-performers—by providing guidance, setting goals, offering training opportunities, and monitoring progress.

• Discuss the valuable lessons you learned from these experiences. Share what you learned and how it impacted your future actions, such as adapting your management approach, seeking additional support or resources, or implementing new strategies to effectively address performance issues. By addressing these aspects, you can showcase your ability to foster growth, achieve targets, and create a supportive work environment for your team members.

Red flag 

There is one major red flag when it comes to high- and low-performer management questions: showing an inability to provide consistent feedback to both high and low performers. This lack of ongoing feedback limits their growth and can lead to surprises for those who aren't aware of their performance issues. Without regular feedback, team members may miss out on opportunities to improve or receive recognition for their achievements. It's crucial to foster a culture of open communication and continuous improvement, and a candidate who struggles with providing feedback may not be equipped to create such an environment. This red flag suggests a potential weakness in their leadership skills and ability to support the development of their team.

Response example

Now, let's examine a sample response to this question:

Describe a situation where you had a team member who consistently struggled to meet performance expectations. How did you address their underperformance? What steps did you take to provide support, offer constructive feedback, and help them improve their performance?

Situation

The candidate explains the context by clearly stating the situation where the team member consistently struggled to meet performance expectations.

In my previous role as a software engineering manager, I had a team member who was consistently struggling to meet performance expectations. Despite providing them with clear objectives and deadlines, they often fell behind schedule, and the quality of their work did not meet the required standards. This was becoming a concern because it started affecting the overall productivity and cohesion of the team.

Task

The candidate then acknowledges their role and responsibility as a manager to address the underperformance and help the team member improve.

As their manager, it was my responsibility to address their underperformance and help them improve their performance.

Action

The actions the candidate shares are specific, such as creating a supportive environment, offering targeted feedback, and developing a personalized development plan. These details demonstrate the candidate's ability to address the situation effectively and tailor their approach to their report needs.

To address the direct report's underperformance, I created a supportive environment where they felt comfortable expressing their challenges and concerns. During our discussion, I actively listened to their perspective, gaining insights into the underlying issues.

Based on our conversation, I offered constructive feedback, highlighting specific instances where the direct report performance fell short and explaining the impact it had on the team. I ensured that my feedback was balanced, emphasizing their strengths and acknowledging areas where improvement was needed.

Together with the direct report, I developed a personalized development plan. We identified areas for improvement and set clear, measurable goals. I provided them with additional training resources and connected them with internal experts who could offer guidance in areas where they needed support. We established regular check-ins to monitor progress, address any obstacles, and celebrate milestones achieved.

Result

The candidate then showcases the positive outcome of their actions, emphasizing the direct report's notable improvement in performance, increased engagement, and personal growth. These specific details help paint a vivid picture of the impact of the candidate's efforts.

The direct report responded positively to the support and guidance provided. Over time, they demonstrated remarkable improvement in meeting deadlines and delivering high-quality work. Their confidence grew, and they became more engaged and proactive within the team. Their improved performance not only positively impacted the overall productivity of the team but also boosted their own professional growth and job satisfaction.

Quiz