"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."

"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."

"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."

"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."

"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."

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.

"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."