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How do you evaluate success among your team members?

1 of 25 Management Interview Questions and Answers Written by Rachelle Enns

Updated on June 29th, 2018 | Rachelle is a job search expert, career coach, and headhunter
who helps everyone from students to fortune executives find success in their career.
How to Answer

When you are leading a team, it is vital to be 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.

Professional Answer Examples
General
Answer example

"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."

Admin
Answer example

"I know my team is successful when we have a harmonious work environment, are not stressed about deadlines, and are all getting along."

Manager
Answer example

"I typically have KPI's in place to measure the success of each of the members of the team. I also manage our overall success in working together. For example, are we hitting on key initiatives within the department, developing each other for succession planning and having fun along the way!"

Marketing
Answer example

"I evaluate the success through client feedback, projects completed by the deadline, and staff retention. These factors tell me if the agency is performing like a well-oiled machine or if particular tweaks need to happen."

Retail
Answer example

"In retail, I'm not always there during every shift, but I understand the importance of knowing what is going on, who is performing, and who is not. I've put into place overall department metrics, as well as individual sales targets for each associate. These are specific to week, month, and quarter-long targets. I run a daily and weekly log of sales activity to see that every member is performing and am sure to take into account the minutes spent doing non-revenue generating activities like merchandising, as these are also part of their goals. Also, there are specific targets for thank you cards sent, sales reminders sent, and phone calls to recurring customers that we track each month to help grow their book of business. If anyone is falling short, we are quick to have a meeting to get back on track and evaluate what the barrier to success is, together."

Sales
Answer example

"There are evident expectations set for each member of our sales team, from sales dollars quotas in the big picture to the smaller milestones to achieve those financial goals like calls made, minutes talked, appointments set, etc. We have weekly sales meetings each Monday morning when we go over everyone's successes and numbers from the previous week. This method me to have transparency between my team and me, but also there is clear transparency where everyone stands in the pack in front of the whole sales team. The larger group accountability seems to help motivate these performers on my team."

Teacher
Answer example

"I evaluate success in our school by the overall grades of our students, community and parent engagement, and the amount of disciplinary action required. If we are doing a great job as teachers, the culture in the school will be more positive than negative."

Marketing Manager
Answer example

"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."

Landscape Architect
Answer example

"Success is meeting my daily, weekly, monthly and annual goals and being recognized as a hardworking professional by my employer. The company's success is my success. I also value becoming the best in my field."

Training Specialist
Answer example

"I measure my success as a trainer based on the longevity of employment after training (turnover) and the extent to which trainees are equipped to properly perform their roles and responsibilities. My work as a trainer is never done as I am constantly improving the process but we have check points and testing that ensure we are teaching the materials in a way that sticks."

Sous Chef
Answer example

"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."

University Administrator
Answer example

"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."

Written by:

Ryan Brown
Ryan Brown, is the creator of MockQuestions. He has over ten years experience creating interview questions. His website has helped over 10 million job seekers in their interview preparation.
Rachelle Enns
Rachelle Enns is a job search expert, executive headhunter, career catalyst, and interview coach. Utilized by top talent from Fortune companies like Microsoft, General Electric, and Nestle, she helps professionals position themselves in today's competitive digital marketplace. Rachelle founded Renovate My Resume and Executive Resume Solutions, two companies focused on helping job seekers get their edge back. She helps everyone from new graduates looking for their first placement, to CEO's who want more out of their career. Rachelle coaches students to executives on how to master the toughest interview questions and how to handle the most bizarre interview situations; all with confidence and poise. Rachelle trains other career coaches, recruiters, and resume writers, globally. A big part of her job is also spent coaching HR professionals on how to bring the human touch back into their interview and hiring process.
First written on: 01/05/2017
Last modified on: 06/29/2018

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