blockers skiver Interview Questions and Answers

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100 Interview Questions and Answers for Blockers/Skiver

  1. What is your understanding of the role of a blocker/skiver in the team?

    • Answer: A blocker/skiver is someone who actively or passively hinders the team's progress. This can manifest as refusing to participate, consistently missing deadlines, creating conflict, spreading negativity, or actively sabotaging projects. Understanding the root cause of this behavior is crucial for addressing it effectively.

  2. Have you ever encountered a blocker/skiver on a team? How did you handle the situation?

    • Answer: [Describe a specific situation, focusing on your attempts at communication, collaboration, and escalation if necessary. Highlight problem-solving skills and teamwork.] For example: "Yes, I once worked with a team member who consistently missed deadlines. I first tried to understand the reason behind the delays through informal conversations. When that didn't improve the situation, I documented the missed deadlines and brought the issue to the team lead, suggesting we collaborate on strategies to help the team member meet expectations."

  3. How do you identify a blocker/skiver in a team environment?

    • Answer: Identifying blockers requires observing patterns of behavior. This includes consistently missed deadlines, lack of contribution in meetings, negative and disruptive comments, unwillingness to collaborate, and a general lack of engagement in team activities. It's important to distinguish between occasional slip-ups and persistent patterns of behavior.

  4. What strategies do you employ to motivate a team member who seems disengaged or unmotivated?

    • Answer: I would start by having a private conversation to understand their concerns. Perhaps there are personal issues affecting their work, or they might feel overwhelmed or undervalued. I'd offer support, clarify expectations, and explore ways to re-engage them, such as offering more challenging tasks, providing mentorship, or adjusting their workload.

  5. How do you deal with conflict caused by a blocker/skiver?

    • Answer: I approach conflict resolution with a focus on understanding all perspectives. I'd facilitate a calm discussion to identify the root causes of the conflict, actively listening to all involved parties. If necessary, I would involve a mediator or manager to help find a resolution. The goal is to address the underlying issues and promote a positive team environment.

  6. How would you address a situation where a team member consistently undermines the work of others?

    • Answer: This requires a direct and firm approach. I would document the instances of undermining, and then have a private conversation with the individual, outlining the specific behaviors and their negative impact on the team. If the behavior continues, I would escalate the issue to management for further action.

  7. Describe a time you had to confront a difficult colleague about their poor work performance.

    • Answer: [Describe a specific situation, focusing on your approach, the specific feedback you gave, and the outcome. Emphasize your focus on constructive criticism and improvement, not blame.]

  8. What are some common reasons why people become blockers/skivers?

    • Answer: Reasons can range from personal issues (burnout, stress, family problems) to workplace issues (lack of clear direction, feeling undervalued, conflict with colleagues, unmanageable workload, lack of training or resources). It's crucial to try and identify the underlying cause to address the issue effectively.

  9. How do you ensure that everyone on the team feels valued and included?

    • Answer: I would foster a culture of open communication, where everyone feels comfortable sharing their ideas and concerns. I would actively solicit feedback, delegate tasks fairly, acknowledge and celebrate individual and team achievements, and ensure that everyone has a clear understanding of their role and responsibilities. I would also actively address any signs of exclusion or discrimination.

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