The answer is to work with HR to create a performance improvement plan (PIP) and provide additional training or mentoring. These two actions are correct because they address the root cause of underperformance—a skill or knowledge gap—while following the PMI People domain’s emphasis on developing team members through coaching and structured support before escalating to disciplinary measures. Since informal conversations have already failed, a PIP formalizes expectations and timelines, while training directly closes the technical skill deficit. On the PMP exam, this scenario tests your ability to apply the “Manage Team” process, where the trap is jumping to replacement or punishment instead of using a progressive intervention approach. A common memory tip is “Train before terminate”: always exhaust developmental options like training and a PIP before considering removal, as this aligns with the servant leadership mindset valued by PMI.
PMP People — Leading Projects Practice Question
This PMP practice question tests your understanding of people — leading projects. Read the scenario carefully and evaluate each option against the stated constraints before committing to an answer. 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.
A project team member with critical technical skills has been consistently delivering work late and with errors. You have had informal conversations with them, but performance hasn't improved. Which TWO actions should you take next?
Answer the question above first, then reveal the full breakdown to understand why each option is right or wrong.
Correct answer & explanation
✓
Provide additional training or mentoring to the team member
Option C is correct because providing additional training or mentoring addresses the root cause of performance issues—lack of skill or understanding—without immediately resorting to punitive measures. This aligns with the PMI People domain, which emphasizes developing team members through coaching and support before escalation. Informal conversations have already occurred, so structured training is the next logical step to close the skill gap.
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.
✗
Assign all critical tasks to other team members
Why it's wrong here
This avoids the problem without addressing the root cause.
✗
Immediately replace the team member with a contractor
Why it's wrong here
Replacement should be a last resort after other interventions fail.
✓
Provide additional training or mentoring to the team member
Why this is correct
Training can help overcome skill gaps.
Related concept
Read the scenario before looking for a memorised answer.
✗
Ignore the issue, hoping the team member will self-correct
Why it's wrong here
Ignoring underperformance is not a PMI-recommended approach.
✓
Work with HR to create a performance improvement plan (PIP)
Why this is correct
A PIP formally addresses underperformance and sets clear expectations.
Related concept
Read the scenario before looking for a memorised answer.
Common exam traps
Common exam trap: answer the scenario, not the keyword
PMI often tests the misconception that underperformance should be met with immediate replacement or task reassignment, rather than following the progressive discipline and team development hierarchy outlined in the PMBOK Guide.
Detailed technical explanation
How to think about this question
In the PMBOK Guide, the 'Develop Team' process includes training, mentoring, and team-building activities to enhance competencies and improve performance. A Performance Improvement Plan (PIP) is a formal HR tool used when informal coaching fails, documenting specific goals and timelines—this is option E, which is also correct. The trap is that candidates may see 'immediate replacement' as efficient, but PMI emphasizes that replacement is a last resort after exhausting development options.
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.
Related glossary terms
Concepts from this question explained
These glossary pages explain the core terms tested in this PMP question in full detail.
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: Provide additional training or mentoring to the team member — Option C is correct because providing additional training or mentoring addresses the root cause of performance issues—lack of skill or understanding—without immediately resorting to punitive measures. This aligns with the PMI People domain, which emphasizes developing team members through coaching and support before escalation. Informal conversations have already occurred, so structured training is the next logical step to close the skill gap.
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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Question Discussion
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