Are You Ready for Tricky Client Interview Questions?

When you walk into an interview as an interim manager, you expect tough questions. But what happens when you’re faced with a question that seems deceptively simple?

“How do you deal with employees who are not performing very well?”

At first glance, this question seems straightforward. However, the way you answer reveals much about your management style and your approach to difficult situations. The client isn’t just looking for a textbook answer—they want to understand who you are as a leader and how you handle critical, real-world challenges.

So, how do you respond?

The Client’s Perspective: What Are They Really Asking?

The purpose of this question goes beyond assessing your ability to manage underperformance. The client is probing to see if you’re a man or woman of action—someone who can assess, act decisively, and resolve sensitive issues while keeping the company’s objectives at the forefront.

The feedback I received after discussing this question with a client was telling. They weren’t just looking for someone who knows how to handle underperformance.

They wanted a leader who could balance empathy with effectiveness, ensuring that underperforming employees are dealt with in a way that is both fair and aligned with the company’s goals.

How to Tackle This Question in a High-Stakes Interview

The key to answering a question like this lies in understanding the context before the interview even begins. Are they dealing with a downsizing situation? Do they need someone who can improve performance or make tough calls about letting people go? 

Being prepared with these insights allows you to tailor your response to their specific needs.

Here’s a framework for structuring your answer:

a) Acknowledge the Problem: Demonstrating empathy is critical. You should start by showing that you recognize and understand the challenges of managing underperformance.

b) Gather Information: Emphasise the importance of data-driven decisions. Mention that you would first gather the necessary performance data, KPIs, and feedback to ensure a comprehensive understanding of the issue.

c) Direct Communication: Mention that you would meet with the employee to discuss performance concerns directly, offering them an opportunity to voice their perspective.

d) Plan for Improvement: Talk about setting clear expectations and working collaboratively with the employee to develop a performance improvement plan.

e) Be Prepared to Act: Sometimes, despite all efforts, improvement doesn’t occur. It’s essential to show that you’re not afraid to make tough decisions, like replacing the employee if necessary.

This response demonstrates a balanced approach that includes empathy, clear communication, and decisive action.

Why This Balance Is Crucial

As an interim manager, you’re often walking a fine line between delivering promised results and maintaining a respectful approach toward the team you’re leading. Finding this balance is essential, as it ensures that you remain aligned with both the company’s goals and the well-being of its employees.

When answering questions like this in an interview, remember: clients want to know that you’re capable of making tough decisions, but they also want to see that you do so with care and integrity.

Final Thoughts: Preparation Is Everything

The best way to handle tricky client interview questions is to prepare thoroughly. Understand the client’s challenges and desired outcomes before you even walk into the room. 

Whether they are dealing with downsizing or seeking performance improvement, your ability to tailor your approach will set you apart from other candidates.

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