Question

one of your best performing associates has seemed distracted recently, resulting in declines in sales. youve asked if anything is wrong, and she said everythings fine.

1 which statement is most like how you would respond?
give her specific examples of where her performance is slipping and ask what you can do to help.

2 which statement is least like how you would respond?
select a statement
tell her that her performance is suffering and if it doesnt improve, you will have to put her on a performance improvement plan.
make her aware of the sales trends, then be patient and give her time to bring her performance back up to where it was.
talk to other associates in the department to see if they know what is causing the performance problems.
give her specific examples of where her performance is slipping and ask what you can do to help.

Explanation:

Analyze the scenario and goals

The scenario describes a high-performing associate whose sales are declining. She claims "everything's fine" when asked generally. The goal is to identify the MOST effective response (Question 1) and the LEAST effective response (Question 2) from a leadership perspective.

Evaluate the MOST effective response

Using the Situational Judgment and Performance Management knowledge points:

• The selected option for Question 1 is: "Give her specific examples of where her performance is slipping and ask what you can do to help."
• This is highly effective because it uses objective data (specific examples) to address the issue constructively while offering supportive leadership (asking how to help).

Evaluate options for the LEAST effective response

We must evaluate the remaining options to find the worst action:

1. "Tell her that her performance is suffering and if it doesn't improve, you will have to put her on a performance improvement plan." (Threatening a top performer immediately without understanding the root cause is counterproductive, but it is direct).
2. "Make her aware of the sales trends, then be patient and give her time to bring her performance back up to where it was." (Passive, but keeps communication open and shows patience).
3. "Talk to other associates in the department to see if they know what is causing the performance problems." (This violates employee privacy, breeds gossip, undermines trust, and avoids direct communication with the associate).

Determine the LEAST effective response

Using the Situational Judgment knowledge point:

• Talking to other department associates behind her back is the LEAST effective response. It damages trust, violates confidentiality, and fails to address the employee directly.
• Therefore, "Talk to other associates in the department to see if they know what is causing the performance problems" is the correct answer for Question 2.

Answer:

Question 1

• Give her specific examples of where her performance is slipping and ask what you can do to help. (Correct answer)

Question 2

• Tell her that her performance is suffering and if it doesn't improve, you will have to put her on a performance improvement plan.
• Make her aware of the sales trends, then be patient and give her time to bring her performance back up to where it was.
• Talk to other associates in the department to see if they know what is causing the performance problems. (Correct answer)