High- and Low-Performer Management Questions
Explore how to address leadership interview questions about managing high- and low-performing team members. Learn to demonstrate your ability to provide constructive feedback, tailor your management style, support employee growth, and handle performance challenges. Understand key red flags to avoid and how to present your leadership skills confidently.
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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 ...