Tell me about a time you had to deliver negative feedback.

This question is asking for an example from your personal experience where you had to provide feedback that wasn't positive. The interviewer wants to hear about your communication and interpersonal skills, and your ability to handle difficult conversations professionally and constructively. When answering this question, remember that the interviewer is interested in your process and approach just as much as the outcome, so ensure to cover both aspects. The key points to include in your answer are:

1. The situation or context in which you had to deliver negative feedback.
2. The specific feedback you had to deliver and how you approached the conversation.
3. The reaction of the person receiving the feedback and how you managed it.
4. The outcome following the feedback and what you learned from that experience.

While serving as a project manager at my previous company, I once had a team member who was consistently missing deadlines. I realized that this was hindering the progress of our projects and decided to address the situation. I approached him privately and communicated my concerns clearly and professionally. I stressed that my intention was not to criticize, but to help him meet his targets more effectively. Although he was initially defensive, I ensured I listened to his concerns and understood his challenges. I proposed a few solutions, like better time management strategies and a more regular check-in system. He agreed to these and after implementing them, his performance improved significantly. From this experience, I learned the importance of addressing performance issues promptly and constructively.

In my previous role as a sales manager, I noticed that one of our top performers, Sarah, had suddenly started falling behind her targets. I respected her talent and didn’t want to lose her, so I took her aside for a private, informal chat. I expressed my observations and concerns, making sure to emphasize her past successes so she wouldn’t feel attacked. It turned out that there were some personal issues affecting her performance outside work. We discussed how we could provide support and adjustments to her schedule until she could get back on her feet. Sarah appreciated this approach and her performance improved gradually. The experience taught me the value of always checking in on my team and ensuring they feel seen and supported within the company.