How Do You Hold Someone Accountable for Poor Performance

How to answer this question

• 1Start with clear expectations — make sure the person knows exactly what is expected.
• 2Address performance issues early, not after months of frustration.
• 3Have a direct conversation before escalating to documentation or HR.
• 4Identify the specific cause of the performance issue before prescribing a solution.
• 5Document conversations and agreed actions, then follow through.

Example answer

My process starts with clarity. I make sure the person knows exactly what is expected and by when. If performance slips I have a direct conversation as soon as I see a pattern. For one team member whose error rate was climbing we had a frank conversation, identified that she needed additional training on one specific process, got her that training, and set a 30-day check-in. Her accuracy improved and she told me she appreciated that I addressed it instead of ignoring it.