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Management Interview Questions

25 Questions and Answers by

Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.

Management was updated on April 10th, 2021. Learn more here.

Question 1 of 25

How do you evaluate success among your team members?

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Management Interview Questions & Answers

  1. 1.

    How do you evaluate success among your team members?

      How to Answer

      There are many ways that you, as a manager, can measure the success of your employees. Of course, you understand that it's important to track the performance of your team members. Tracking certain metrics can help you understand where to give praise, what areas to provide additional training, and which team members you may need to put on an individual performance plan. You will want to remain aware of the level of success that each team member is experiencing. One under-performing team player can drag down the entire group. Talk to the interviewer about how you can stay aware of each team members' success.

      Rachelle's Answer

      "I have a very in-depth and successful system for evaluating success among my team members. I check in twice per week with each member of my team. On Mondays - to set our goals together. Then, on Fridays, to discuss any successes and challenges. I have them self-evaluate, and then we create a plan for success for the upcoming week. I evaluate their success based on their follow-through and willingness to work hard to reach their goals."

      Rachelle's Answer for an Admin Interview

      "Formally, I measure attendance, customer satisfaction, and productivity through our HRIS system. I also know my team members are successful when we have a harmonious work environment. In our administration department, we work in a close environment where everyone must succeed. I often see team members being helpful to others and offering their ideas to make work more efficient. It's clear that when the work environment remains collaborative, my team members successfully reach their targets and fulfill their tasks."

      Rachelle's Answer for a Manager Interview

      "I have key performance indicators laid out to measure the success of each team member based on their individual role. I also assess metrics such as how well they work with others, how much effort they put in with our clients, and track attendance which quickly shows me who is engaged in their work and who is not headed for a successful outcome. Right now, my team is meeting or exceeding KPIs and teamwork expectations in most areas, and I believe this is due to careful and regular assessment of these metrics."

      Rachelle's Answer for a Marketing Interview

      "I believe in the importance of taking a 360 view of each team member's activities to measure their success. I evaluate client feedback, deadlines met, and overall attendance. I also consider each team member's level of involvement, helpfulness, initiative, and enthusiasm. These factors tell me if each team member is performing to the best of their ability, or if they require additional motivation, one-on-one time with me, or even a clearer performance plan."

      Rachelle's Answer for a Retail Interview

      "As a Retail Sales Manager for a store that is open from 9 AM to 10 PM, 7 days a week, I'm not always physically in the store to watch over my team. This is why I must have metrics in place to measure the team's success and efficiency. I've put overall department metrics in place for each team and communicate individual sales targets for each associate. These targets help me assess where we are trending for the week, month, quarter, and year. I run a daily report of sales activity to see that every member is performing to expectations. Additionally, I consider the time spent performing non-revenue generating activities like merchandising and customer service, which are significant aspects to reaching our store's revenue goals. Also, I have specific targets for customer satisfaction surveys. If any team member is falling short, we are quick to have a meeting to get back on track and evaluate ways to remove barriers to our success."

      Rachelle's Answer for a Sales Interview

      "I communicate clear expectations for each member of our sales team. I take our sales quotas and spread them across smaller, achievable daily milestones. To help our team meet and exceed sales goals, I also measure activities such as client calls made, appointments set, and referral percentages. Every Monday morning, I hold a sales meeting to go over everyone's wins and review sales numbers and other metrics from the previous week. This approach challenges my team members to perform, and it promotes transparency in their activities and the level of output. This group-based accountability especially motivates my top performers."

      Rachelle's Answer for a Teacher Interview

      "As a Vice Principal, I evaluate success in students not by their overall grades per se, but by their rate of improvement. Our school also uses tools to measure fluency in various subjects, a more formal testing measure. As I walk the halls, I look for a productive sounding buzz from the classrooms, which tells me that student engagement levels are high. I look for mutual respect amongst faculty and our administration, and I also consider community and parent engagement levels. Overall, if we are all doing a great job as educators and mentors, the culture in the school will feel positive, and our students will be making strides in their learning."

      Rachelle's Answer for a Marketing Manager Interview

      "I have a very in-depth and successful system for evaluating success among my team members. I check in twice per week with each member of my team. On Monday's - to set our goals together. Then, on Friday's, to discuss any successes and challenges. I have them self-evaluate and then we create a plan for success for the upcoming week. I evaluate their success based on their follow through and willingness to work hard to reach their goals."

      Kimberly's Answer for a Facility Manager Interview

      "I have a very in-depth and successful system for evaluating success among my team members. I check in twice per week with each member of my team - on Mondays to set our goals together, and on Fridays to discuss any successes and challenges. I ask them to self-evaluate, and then we create a plan for success in the upcoming week. I evaluate their success based on their follow-through and willingness to work hard to reach their goals."

      Sue's Answer for a Landscape Architect Interview

      "Success is meeting my daily, weekly, monthly and annual goals and being recognized as a hardworking professional by my employer. If over the course of my career, I can leave work each day satisfied that I've accomplished something, or learned something new or useful, this also counts as success to me. Ultimately, the company's success is my success."

      William's Answer for a Technical Writer Interview

      "I use a wide variety of tools and resources in my job as a technical writer. Some of these are very common, including Microsoft Word, Adobe, Google Docs and Notepad for the writing. When conducting research, I depend on Google, Wikipedia, Lexus/Nexus, and other popular research resources on the web. Grammarly is the main tool I use when reviewing documents to ensure that the punctuation, grammar, and sentence structure are appropriate."

      Krista's Answer for a Thoracic Surgeon Interview

      "I define success in many ways. Personally, success is meeting the goals I set forth for myself. At work, success is when my team and I have a successful surgery and everything goes as planned, and we meet the goals of the organization."

      Rachelle's Answer for an Apartment Leasing Agent Interview

      "I started my career through pure cold calling from online listings of property owners who appeared to be managing their properties on their own. Today, my greatest business development activities include asking for referrals, calling former clients who have not listed with our agency for the past one to three years, and partnering with other professionals in a referrals exchange."

      Christine's Answer for a Training Specialist Interview

      "I evaluate and measure my success as a Training Specialist by placing my results against the training session goals. For instance, if the session's objective is to help a sales team generate more leads, I will measure the sales teams' results one week, one month, and again three months after our training sessions. When I create an online training program for a remote team, I use a program that offers automated tracking and keeps detailed records of each trainee's progress, including which lessons they speed through successfully and which lessons they seem to struggle with. Utilizing these tracking features, I can see when a trainee's progress slows, which allows me to get in touch and encourage them or provide more clarity when needed. If I notice a pattern among the group in a specific module, I know this part of the training needs improvement. When I teach in-person workshops or sessions, I use feedback forms to check in with the trainees after each unit or lesson. These forms allow me to receive anonymous constructive feedback, and then I can adjust the lesson material as needed. Another method of evaluating the impact of my training sessions is to meet with the employees' manager to discuss if their objectives were met, exceeded, or if they fell short after the training. My work as a Training Specialist is never done, and I am eager to make continued improvements to my training plans. If hired by Company ABC, I will continue to be diligent in improving my work and processes. I will provide multiple checkpoints along the way, so I can ensure the training materials and my approach are as impactful as possible."

      Rachelle's Answer for a Sous Chef Interview

      "I define success by how myself and my team feel at the end of a shift. Are we proud of what we have presented today? Did everyone communicate efficiently? If we are able to answer 'yes' to these questions, I would consider it a successful day."

      Ryan's Answer for an University Administrator Interview

      "I evaluate success through the feedback and acknowledgment of my work and also that of the team. I also evaluate success through how happy I am and also how I feel about the Company I work for. It is important to me to be adding value and know that my efforts are appreciated."

      3 Community Answers

      Anonymous Answer

      "I evaluate success by how well and efficiently the team is working. Making sure the team members are first confident in performing all aspects of their job, their metrics are in good standing, and if they're comfortable with communicating with me."

      Rachelle's Answer

      Fantastic response. These are strong indicators of performance/success.

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      Anonymous Answer

      "I evaluate the success through client feedback, a harmonious work environment, projects completed by the deadline, and staff retention. These factors tell me if my group is performing like a well-oiled machine or if particular tweaks need to happen. I check in every week with my team to discuss any successes and challenges of project progress, I have them self-evaluate, and then we create a plan for success for the upcoming week. I evaluate their success based on their follow-through and willingness to work hard to reach their goals."

      Cindy's Answer

      Very good. You are demonstrating your knowledge of a number of methods to assess and hold people accountable.

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