This question ‘What would you do if a team member is not contributing?‘ tests your conflict resolution, leadership, and teamwork skills. Employers want to see if you can handle challenges professionally while maintaining team morale.

Things to Know About ‘What would you do if a team member is not contributing?‘

Key Elements of a Strong Answer

1. Assess the Situation First
   • Don’t assume laziness—there may be unseen issues (personal, skill gaps, unclear expectations).
   • Example: “I’d first check if they understand their role or need support.”
2. Communicate Privately & Constructively
   • Address the issue directly but empathetically.
   • Example: “I’d have a one-on-one conversation to ask how I can help or clarify tasks.”
3. Offer Support & Solutions
   • Suggest resources (training, mentorship) or adjust workloads if needed.
   • Example: “If they’re struggling with a skill, I’d share resources or pair them with a mentor.”
4. Escalate If Necessary
   • If no improvement occurs, involve a manager—but frame it as a last resort.
   • Example: “If efforts fail, I’d loop in leadership to realign responsibilities.”
5. Highlight Team Impact
   • Show you prioritize team success over blame.
   • Example: “My goal is to ensure the project succeeds while treating everyone fairly.”

Example Answers

For Leadership Roles

First, I’d have a 1:1 to understand their perspective—maybe they’re overwhelmed or need clarity. If it’s a skill gap, I’d arrange training. If motivation is the issue, I’d reconnect their work to larger goals. As a last resort, I’d discuss reassignment with HR, ensuring fairness.

For Individual Contributors

I’d privately ask if they need help, then suggest pairing up. If the issue persisted, I’d tactfully loop in our manager, focusing on project risks rather than blame.

For Collaborative Projects

In a recent group project, a member missed deadlines. I scheduled a quick chat and learned they were confused about priorities. We realigned tasks, and I shared templates to help. Their output improved significantly.

What to Avoid

❌ Blaming – “They’re just lazy.”
❌ Public shaming – Never call someone out in a group first.
❌ Ignoring the issue – “I’d just do their work.” (Harms team dynamics.)

Pro Tips

✅ Show emotional intelligence – Balance accountability with empathy.
✅ Highlight past success – “Once, I helped a teammate by…”
✅ Align with company values – “At [Company], teamwork is key, so I’d prioritize resolving this constructively.”