PMP People — Leading Projects Practice Question
You are managing a project where a team member consistently misses deadlines, affecting the team's velocity. You have had informal conversations with the team member, but the behavior continues. What is the BEST next step?
⚠ Common exam trap
PMI often tests the misconception that immediate formal reprimand or task reassignment is the most efficient way to handle performance issues, but the PMP exam rewards the servant-leader approach of first seeking to understand and support the team member through a private, collaborative discussion.
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
✓
Schedule a private meeting to discuss the challenges and offer support to help improve performance.
As a project manager, your first formal step should be to understand the root cause of the performance issue through a private, supportive conversation. This aligns with the PMP's focus on servant leadership and addressing people problems with empathy before escalating to punitive measures. The goal is to identify obstacles (e.g., skill gaps, resource constraints, personal challenges) and collaboratively develop a plan to improve velocity, which is more effective than immediate reprimand or task reassignment.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✗
Formally reprimand the team member and put them on a performance improvement plan.
Why it's wrong here
Formally reprimanding a team member and initiating a performance improvement plan (PIP) as a first response is premature and violates PMP best practices for managing team performance. This approach is overly punitive and can erode trust and morale without first understanding the root cause of the performance issues. Formal disciplinary actions should typically follow attempts at coaching, support, and collaborative problem-solving, after a clear pattern of unaddressed underperformance has been established.
- ✗
Inform the team that delays are unacceptable and expect improvement.
Why it's wrong here
Informing the entire team about unacceptable delays through a general announcement is an ineffective and potentially damaging communication strategy. This broad statement fails to address the specific individual's performance issue directly and can create an atmosphere of distrust or anxiety among other team members who are performing adequately. Effective performance management requires targeted, private communication to address individual concerns, rather than generalized warnings that may demotivate the entire group.
- ✓
Schedule a private meeting to discuss the challenges and offer support to help improve performance.
Why this is correct
Scheduling a private meeting to discuss challenges and offer support is the most appropriate and PMP-aligned first step when a team member consistently underperforms. This approach demonstrates servant leadership and emotional intelligence, creating a safe space for the team member to articulate potential obstacles, personal issues, or skill gaps. It allows the project manager to understand the root cause, offer coaching, resources, or adjust expectations collaboratively, fostering a supportive environment for performance improvement.
- ✗
Reassign the team member to less critical tasks to minimize impact.
Why it's wrong here
Reassigning a team member to less critical tasks, while seemingly mitigating immediate project risk, is a reactive measure that fails to address the underlying performance issue. This action can lead to demotivation, a sense of being undervalued, and does not contribute to the team member's professional growth or the long-term health of the project team. It avoids the necessary conversation and support required to help the individual improve and contribute effectively to the project's success.
Go deeper
Related to this question
Learn chapter
Introduction to the PMP Exam and Project Management Basics
Key term
Project Management Plan
A formal, approved document that defines how a project is executed, monitored, controlled, and closed, serving as the single source of truth for the project team.
Key term
Organizational Change Management
Organizational Change Management (OCM) is the structured approach to preparing, supporting, and guiding people through changes in an organization to ensure lasting success.
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Written by Johnson Ajibi, MSc IT Security
Senior Network & Security Engineer · founder of Courseiva
This PMP practice question is part of Courseiva's free PMI certification practice question bank. Courseiva provides original exam-style practice questions with explanations, topic-based practice, mock exams, readiness tracking, and study analytics to help learners prepare for the PMP exam.