- A
Conduct a formal performance review, document the issues, and create a performance improvement plan with clear expectations and timelines
A structured approach helps the team member understand expectations and provides support for improvement.
- B
Replace the team member with a more reliable resource
Why wrong: Replacement should be a last resort after coaching and performance management.
- C
Ignore the issue as the team member is technically strong
Why wrong: Ignoring performance issues can lead to team resentment and morale problems.
- D
Reassign all critical tasks to other team members
Why wrong: This avoids addressing the root cause and may overload other team members.
Question 394 of 892
PMP People — Leading Projects Practice Question
This PMP practice question tests your understanding of people — leading projects. The scenario asks you to isolate a root cause — eliminate options that address a different problem before choosing. After answering, compare your reasoning against the explanation and wrong-answer breakdown below. Once you have made your selection, read the full explanation to reinforce the concept and understand why each distractor is designed to mislead on exam day.
On a large-scale project, you have a team member who is technically skilled but consistently fails to complete tasks on time, affecting the team's morale. You have had informal conversations about this, but there has been no improvement. What should you do next?
Answer choices
Why each option matters
Answer the question above first, then reveal the full breakdown to understand why each option is right or wrong.
Correct answer & explanation
✓
Conduct a formal performance review, document the issues, and create a performance improvement plan with clear expectations and timelines
Option A is correct because, as a project manager, you must follow a progressive discipline process. After informal conversations failed, the next step is a formal performance review to document the issues and create a Performance Improvement Plan (PIP) with clear expectations and timelines. This aligns with the PMBOK Guide's emphasis on managing team performance through structured feedback and corrective actions, ensuring fairness and legal defensibility.
Key principle: Answer the scenario, not the keyword: identify the specific constraint before choosing the most familiar-sounding option.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✓
Conduct a formal performance review, document the issues, and create a performance improvement plan with clear expectations and timelines
Why this is correct
A structured approach helps the team member understand expectations and provides support for improvement.
Related concept
Read the scenario before looking for a memorised answer.
- ✗
Replace the team member with a more reliable resource
Why it's wrong here
Replacement should be a last resort after coaching and performance management.
- ✗
Ignore the issue as the team member is technically strong
Why it's wrong here
Ignoring performance issues can lead to team resentment and morale problems.
- ✗
Reassign all critical tasks to other team members
Why it's wrong here
This avoids addressing the root cause and may overload other team members.
Common exam traps
Common exam trap: answer the scenario, not the keyword
The trap here is that candidates often jump to replacing the team member (Option B) because it seems efficient, but the PMP exam tests the correct progressive discipline process, which requires documentation and a formal PIP before any termination or replacement.
Detailed technical explanation
How to think about this question
In project management, the progressive discipline process is analogous to a feedback loop in control systems: informal coaching is the initial corrective action, and if the variance persists, a formal PIP acts as a documented control mechanism. The PIP should include SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) and a defined review period, typically 30-90 days, to allow measurable improvement. This approach is rooted in organizational behavior theory and is a standard practice in PMBOK Guide's Resource Management knowledge area.
KKey Concepts to Remember
- Read the scenario before looking for a memorised answer.
- Find the constraint that changes the correct option.
- Eliminate answers that are true in general but not in this case.
TExam Day Tips
- Watch for words such as best, first, most likely and least administrative effort.
- Review why wrong options are wrong, not only why the correct option is correct.
Key takeaway
Answer the scenario, not the keyword: identify the specific constraint before choosing the most familiar-sounding option.
Real-world example
How this comes up in practice
A practitioner preparing for the PMP exam encounters this exact type of scenario on the job. The correct answer here is not the most general option — it is the best answer for the specific constraint described. Answer the scenario, not the keyword: identify the specific constraint before choosing the most familiar-sounding option. Real exam questions reward reading the full scenario before eliminating options, because the constraint defines which answer fits.
What to study next
Got this wrong? Here's your next step.
Identify which exam domain this question belongs to, review the core concept, then practise similar questions from the same domain.
- →
People — Leading Projects — study guide chapter
Learn the concepts, then practise the questions
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FAQ
Questions learners often ask
What does this PMP question test?
People — Leading Projects — This question tests People — Leading Projects — Read the scenario before looking for a memorised answer..
What is the correct answer to this question?
The correct answer is: Conduct a formal performance review, document the issues, and create a performance improvement plan with clear expectations and timelines — Option A is correct because, as a project manager, you must follow a progressive discipline process. After informal conversations failed, the next step is a formal performance review to document the issues and create a Performance Improvement Plan (PIP) with clear expectations and timelines. This aligns with the PMBOK Guide's emphasis on managing team performance through structured feedback and corrective actions, ensuring fairness and legal defensibility.
What should I do if I get this PMP question wrong?
Identify which exam domain this question belongs to, review the core concept, then practise similar questions from the same domain.
What is the key concept behind this question?
Read the scenario before looking for a memorised answer.
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Last reviewed: Jul 4, 2026
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