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Answering Leadership Questions

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As a leader, how will you measure the success of your team members?

Example #1
"My favorite way to measure the success of my team members is to view individual and group productivity reports, and compare the data month after month. Then, I share the results in their monthly performance reviews. When an employee knows that I notice even a small uptick in their productivity, they are more likely to perform at their peak ability."
Example #2
"I plan to measure the success of my team members by how engaged they are. I will look at how often they are early for work, how many times they stay late to meet a deadline, or how often they go above and beyond their regular 9-5 to help a client."
Example #3
"My favorite way to measure success is by noting how many times an employee has helped a coworker. This kindness metric is one that I address in my team's performance reviews as well."
Example #4
"I measure the success of my team members by how quickly and efficiently a project is completed. After we deliver a project, we all meet in the boardroom and discuss our success, and what we could have done better. I like to equip my team with the information they need to grow professionally."
Example #5
"Successes are important to measure. I like to measure proactive activities and praise my team every time I see them taking action without being asked. This initiative could mean going above and beyond for a customer, cleaning areas of the store that receive less attention, or finding new efficiencies to benefit the company."
Example #6
"My favorite way to measure the success of my team members is through fun competitions that show graph comparisons of each person's performance through a variety of KPI's. This approach is an excellent way to make each person aware of their overall performance while keeping things as encouraging as possible."
Example #7
"As a teacher, it's important that my students, and their guardians, are aware of their progress. I start the year by creating an individual learning plan with each student. Every month we review the plan together, and the student is responsible for rating their performance from 1-5. This approach keeps students accountable for their achievements and successes."
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Our interview questions are created by writers, most of whom have a long history of recruiting and interviewing candidates. They do not necessarily have experience interviewing or working with the companies, careers or schools they may write for on We strive to match our experts' background and expertise with the appropriate question sets found on our website.