You lead a team with an important but challenging delivery. One teammate has repeatedly missed agreed milestones, while the rest of the team is compensating and showing signs of fatigue. Explain how you would address performance, protect team health, and keep people motivated without lowering the quality bar. ### Clarifying Questions to Ask - Is the performance change recent, and have expectations and feedback already been made explicit? - Which commitments are truly time-critical, and what scope can be renegotiated? - Is there evidence of a skill gap, unclear ownership, an external blocker, or a health issue? ### Part 1 — Diagnose and Address the Performance Gap Describe the private conversation, evidence, expectations, support, and follow-up cadence you would use. #### What This Part Should Cover - Specific observed commitments rather than labels about the person. - Listening for root causes while keeping accountability explicit. - A measurable recovery plan with documented checkpoints and appropriate manager or HR involvement. ### Part 2 — Balance Delivery and Team Health Explain how you would change the plan while avoiding indefinite invisible overtime by the rest of the team. #### What This Part Should Cover - Reprioritization, scope control, risk communication, and fair temporary ownership changes. - A limit on heroics and a plan to restore normal ownership after the immediate risk passes. ### Part 3 — Rebuild Motivation Explain how you would give the team agency and recognize progress without publicly singling out the struggling teammate. #### What This Part Should Cover - Clear purpose, attainable milestones, psychological safety, and meaningful recognition. - Honest communication about constraints and decisions. ### What a Strong Answer Covers - Compassion paired with a clear performance standard. - Concrete actions, decision points, and evidence that would show whether the plan is working. - Confidentiality and fairness across the team. ### Follow-up Questions - What would make you escalate to a formal performance process? - What if the teammate improves but the deadline still cannot be met? - How would you respond if top performers resent the temporary redistribution of work?