Job Interviews - Questions about the colleagues who do not drag your weight

A visitor to my site recently asked me how to respond to this kind of job interview question: "What would you do if a colleague is not considered to be weight?"

[Note: since the question is formulated with "colleagues" and not "employees" or "subordinate" I will answer them, since it would apply to a non-supervisory position.]

There are usually two management styles, which, like the employers want their employees to identify such situations. Unfortunately, they arequite different.

A style encourages employees to resolve conflicts and solve problems at the lowest level. So in this case, they would most likely you want your colleagues one-on-one, talk to explain what he or she is doing is wrong and how bad for the company and his / her own job security. Then offer to that person (as long as they do not negatively affect you improve your own taxes) to. If you can help to improve that person, then drag the team will help him / her weight(which means he / she may not need to be replaced), you are helping the company keep the quality as well as the assistance of the Supervisor / Manager by selecting them with work around this problem.

The other style encourages staff supervisor / manager shall be informed immediately if there is a problem. The theory here is that management needs to know what's going on, so they make improvements. If there is a worker who does not perform well up to the standards, could mean thatStaff was poorly trained, is not properly motivated, or should never have been recruited. Each of these situations should be regulated so that its the best, the colleague's poor performance, would bring to the attention of your superiors. He / she can then decide what to do.

As you can see, these leadership styles in relation to nature. If possible, it would be good if we could find out, preferably the kind of approach by the parties is. But Irecognize that it can be difficult. In this case, I think the best way to answer this question is something like this:

"My first step would be to determine how ABC Company for these types of situations should be given preferential treatment - whether they want such problems to the lowest level, or immediately broght the attention of management to be resolved. Can you tell me which of ABC Company is preferred?

If they say, then you can easily customize your response to fit their specific managementStyle. If they do not tell you, you have to say something like, "Well, if you prefer it if these situations are handled at the lowest level, then I personally would try to help employees to improve their performance (for as long it had no impact) to my own duties. "Then (a few details about the ways you could help to go, how to answer his questions, showing him how to) do a particular task, etc.

"If my efforts will contribute to the employees were not successful and I felt his performance waswill continue under the name ABC standards, I would bring the matter to the attention of my superiors. I know that ABC Company is proud of the quality service and performance, so I think it was my duty to uphold these standards confirmed not only by me but by those around me.

"If the ABC Company preferred that such situations immediately brought to the attention of the appropriate supervisor or manager, then I would not, of course, that instead ofTime to spend to improve the employees. "

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