How do you deal with a group member who doesn't do any work?
I was thinkin of answering that I will try to communicate with him/her to let him/her know that he/she is part of a team and we really need his/her help. Our team needs him/her and we cannot any member of our group.
What about if the interviewer ask what if he/she still doesn't do work. What should I reply?
2007-10-03 16:30:19 · 8 answers · asked by witty 1 in Education & Reference ➔ Higher Education (University +)
Just say the if the person still refuses to work then you'll notify your supervisor or boss or whoever, and tell them that this person refuses to work, even though you have tried to communicate with them the importance his or her work, and now the lack of work is reflecting poorly upon the persons co-workers. The first response you gave is good, it lets them know that you are willing to work things out with your co-workers, and try to work as a team.
2007-10-03 16:35:40 · answer #1 · answered by Anonymous · 0⤊ 0⤋
Could this person be doing work at home or contributing in some way you are not aware of?
Can you start each day with a short (10 minutes) meeting. Start with an outline of what needs to be done that day and prioritize. What MUST be done, What SHOULD be done and What can wait one day.
Then ask or tell each person what part of the list is their duty. (You might want to warn others that this is coming so they can give input) If your co-worker doesn't offer to take a job, you can say, "You can either take # 2 or # 3 or both if you want" At the next days meeting when everyone gives a progress report or states what they have done, he will learn quickly that he needs to do his share. This really well when I worked in an office with only one smoker and she was forever sneaking off for a smoke and letting the rest of us cover for her. Instead of taking work off her desk, we had to learn to leave it there and let her know we were all waiting on her. Was very hard not to fall for the "can you help me your so much better at this than I am" and MAKE her do her share.
As for the interview questions, point out everyone strengths. Keep it positive, "sue is sue a great organizer, bob always has the most original ideas, tom can make such great use of our resources, Gomer???? he really tells good jokes." or "he'll be a great worker if we can just focus all that energy" or Once he gets motivated he makes some good suggestions. or if all else fails, "He is a great guy, but doesn't always seem to grasp what we are trying to accomplish, can you help me out with this?" By offering a compliment, some insight and asking for help, it shows your supervisor you are aware of the problem, have tried to deal with it and acknowledge you need assistance.
2007-10-03 23:43:47 · answer #2 · answered by tlcats 3 · 0⤊ 0⤋
This happened to me, so I told a story of how I assigned that person an important part of the project. Then I did the project on my own and kept it separate from the rest. That person showed up on presentation day "oopsie, I didnt do it, sorrry" so I said "Ok, I'll present it". After my sections and the other 2 people, I got back up to the podium and said "Now Alicia will answer any of your questions about what we've just presented".
It was apparent that Alicia didnt do squat. We got A's, she got an F.
Now, if this is for a WORK-related question, then I'd answer "I 'd coach them face to face and try to motivate them to join the team. If they still refused, then I feel that difficult decisions need to be made, such as cutting them loose from the team (firing them) and/or suggesting they seek a role somewhere else."
2007-10-03 23:35:45 · answer #3 · answered by Munya Says: DUH! 7 · 1⤊ 0⤋
Assuming this is just a question someone is asking you, then just simply say that your group member has agreed to go to rehab and you hope they will be better in 90 days! It seems to be what's working for all the stars lately!
2007-10-03 23:35:50 · answer #4 · answered by savagegrace 4 · 0⤊ 0⤋
Personally I would start off by giving them a verbal warning. Next would be a written warning. Then they get fired.
Sorry, but no-one is indispensable and to give them preferential treatment would be inappropriate as well as potentially demoralizing to the rest of the team.
2007-10-03 23:40:01 · answer #5 · answered by Lloyd B 4 · 0⤊ 0⤋
as a supervisor, after discussing the issue with the worker and offering assistance, if they still don't contribute, you must alert them that failure to improve will lead to their termination. Consider it like a second warning in the process of three strikes and you are out. That's exactly what I did in a similar situation.
2007-10-03 23:36:17 · answer #6 · answered by Mike 7 · 0⤊ 0⤋
they want you to say stuff like speak to the manager about the situation
2007-10-03 23:33:17 · answer #7 · answered by tee 2 · 0⤊ 0⤋
talk to upper management about your "team" conversation with him/her and how her/his inefficiencys are affecting the team and business.
2007-10-03 23:35:36 · answer #8 · answered by Anonymous · 0⤊ 0⤋