Tell me about a time you had to manage someone who was underperforming. What did you do, and how did it turn out?

What the interviewer is looking for

• This question tests performance management. Sets clear expectations, gives timely specific feedback, handles underperformance fairly and documents it.
• What to bring out: Understanding causes, clear specific expectations, timely feedback, support and a fair timeline, documentation, and a decisive outcome either way.
• Expect a follow-up like: Looking back, would you have acted sooner?

Another way it may be asked: Think of a team member who wasn't meeting expectations. Walk me through how you handled it.

A structure to follow: STAR, with the weight on Action and Result

1. Step 1

   Situation

   One or two sentences: where, when and what was at stake. Pick a real example you were close to.

2. Step 2

   Task

   What you personally were responsible for. Say "I", not only "we", so the performance management you showed is visible.

3. Step 3

   Action

   The two or three things you did and why you chose them over the alternatives. This should be about half your answer.

4. Step 4

   Result

   What changed, in your own measure of it, and what you would do differently. Only use numbers you can stand behind.

This is guidance on shape, not a script. Use your own real experience and facts; never invent details to fill a gap. See the STAR guide and answer frameworks.

Common slips

• Describing what the team did without saying what you did.
• Choosing an example with no clear outcome, or one you cannot answer detailed questions about.
• Ending on the action and skipping the result and what you learned.

How to practise it

Write two bullet points for each STAR letter, then say the answer aloud in about two minutes.

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