PMP · Question #1141
During the last iteration of a hybrid project., one of the key members of the team wants to leave the project. What should the project manager do to address this concern?
The correct answer is C. Have a meeting with the resource to understand the issue.. When a key team member expresses a desire to leave a hybrid project, the project manager should first engage with the individual to understand the underlying reasons.
Question
During the last iteration of a hybrid project., one of the key members of the team wants to leave the project. What should the project manager do to address this concern?
Options
- AUpdate the burndown chart to reflect this resource's absence.
- BKeep activities as planned regardless of the resource change.
- CHave a meeting with the resource to understand the issue.
- DRequest an additional resource to finish the project.
How the community answered
(52 responses)- A2% (1)
- B13% (7)
- C79% (41)
- D6% (3)
Why each option
When a key team member expresses a desire to leave a hybrid project, the project manager should first engage with the individual to understand the underlying reasons.
Updating the burndown chart is a reactive step that reflects a consequence but does not address the root cause of the team member's desire to leave or attempt to retain them.
Keeping activities as planned despite a key resource's departure is irresponsible and will likely lead to project delays, scope creep, or quality issues.
Before making any project adjustments or seeking replacements, it is essential for the project manager to have a direct conversation with the team member. This allows the PM to understand their concerns, explore potential resolutions or compromises, and gather crucial information to inform subsequent decisions regarding project continuity and resource planning.
Requesting an additional resource is a potential solution, but it is premature without understanding the reasons for the current team member's departure or exploring alternatives to retain them.
Concept tested: Project team management and conflict resolution
Topics
Community Discussion
6
Anjali D.Oct 23, 2025C is correct. In our study group everyone agreed the PM needs to meet with the team member first to understand why they want to leave before making any changes to the plan, since the root cause could be something fixable. A couple folks were tempted by D but the consensus was you don't jump to requesting replacements without that conversation, especially in the last iteration.
Viktor S.Nov 13, 2025I picked D first because last iteration of a hybrid project means you are under the gun and just want the work done. But PMP wants you to talk to the human first, understand the issue, and then decide. C is the only answer that addresses root cause instead of blindly throwing bodies or ignoring the problem.
Carlos M.Nov 15, 2025Agreed on C, but the real giveaway is that every other option jumps to a fix without diagnosing, which PMI almost never rewards.
Carlos M.Nov 18, 2025C is the right call here. In agile/hybrid you deal with people issues first before touching the schedule or adding bodies. Having a one-on-one to understand why they want out is the PM basics, and you might uncover something fixable. Does anyone know if the exam expects you to escalate to HR if the resource still wants out after that conversation, or is just having the conversation enough for the answer?
Fatima Z.Oct 27, 2025Saw this on my real exam last month, and C is the move because the PM must understand the issue first before doing anything else. Picture the acronym PACE: Probe the resource, Assess the impact, Communicate, then Execute a fix. I almost picked D because my brain screamed "we are short staffed, get a body in here," but the PM mindset is always investigate before you act.
Yuki V.Nov 9, 2025C is the right call here because you always talk to the person first before changing anything on the project. I had almost this exact scenario on my exam last month and the burndown chart option tempted me for a second since it sounded very agile. The memory hook that saved me was people before plans, meaning you never just swap a resource or update a chart without understanding why someone is leaving. Had a similar question about a team member missing standups and the same logic applied, always meet with the individual to get the full story.