How Do You Handle a Poor Performer When Usual Strategies Fail? Seeking Advice for Future Interviews

Hi all,

Recently, I was interviewed by an HR manager. He asked me, "What will you do with an employee who is poor in performance?" I answered that I will find out in which area he is weak and give him training. The HR manager said that the employee attends all training and still the same, what will you do?

He repeated the same question to me even after I gave several answers such as talking to his seniors, assessing his training needs, conducting a performance appraisal, motivating him, providing additional incentives, sending him for a personal efficiency program, transferring him, or giving a warning letter, etc. The HR manager was not satisfied with any of the answers and said, "You don't know HR strategies and interventions."

What is the appropriate answer for his question? He also mentioned, "You did not learn; will do better and can do better in HR strategies." What are they? Even though I missed this, I don't want to miss future interviews.

Please help me. 😕

Dear Chandra,
For the above question, this would be the convincing answer as per HR Strategies……

Provide constructive feedback and try to motivate the employee.
Keep the focus on the performance, not the personality of the employee.
Provide training and development opportunities to the employee.
Discuss and take the employee's inputs on how to solve the problem.
Plan the course of action and standards in agreement with the employee.

If no improvement takes place, it will lead to take disciplinary action.

So you must know the disciplinary procedure…………….

I hope you understand ……………

Regards,

Sudhakara Reddy.

An employee's performance is perceived to be unsatisfactory. You need to first find out whether the perception is based on facts or is opinionated. Only if you find out the root cause of his "non-performance," you can find out the correct ways of improving his performance.

An employee's performance is dependent on personal factors like initiative, teamwork, amount of effort, and his caliber. His performance is also dependent on his working conditions, resources at his disposal, and cooperation he receives from his seniors, peers, and subordinates.

So, you need to identify whether it is a skill problem, behavioral problem, or systemic problem. You cannot improve a person without his own willingness, and hence any path chosen should be with his consent.

Hi Kannaik Sir!! :icon1:

I really liked your answer. I mean, this question is sometimes asked in the interview, and as you rightly said, first of all, we should know the root cause of the problem, and then only a solution could be provided.

Thanks

Regards
Akshita

The person who interviewed you knew what to do when he found your performance unsatisfactory. So often, in moments of doubt, a mirroring answer is the best.