32 Manager Interview Questions & Answers
Below is a list of our Manager interview questions. Click on any interview question to view our answer advice and answer examples. You may view 5 answer examples before our paywall loads. Afterwards, you'll be asked to upgrade to view the rest of our answers.
Table of Contents
- 1. Accomplishment Questions
- 2. Adaptability Questions
- 3. Behavioral Questions
- 4. Compatibility Questions
- 5. Competency Questions
- 6. Creative Thinking Questions
- 7. Critical Thinking Questions
- 8. Diligence Questions
- 9. Direct Questions
- 10. Discovery Questions
- 11. Experience Questions
- 12. Job Satisfaction Questions
- 13. Leadership Questions
- 14. Management Questions
- 15. Problem Solving Questions
- 16. Scenario Based Questions
- 17. Stress Questions
- 18. Tough Questions
Accomplishment
1. Tell me about yourself.
What You Need to Know
This is typically posed as an introductory question. You have your interviewer's attention; now is your chance to set a great first face-to-face impression. To maintain their interest, you'll want to showcase your talents. Exemplify your excellent communication skills by delivering a concise and well-worded professional bio. Think of it as your elevator pitch. Try to keep it around 200-250 words and make it relevant to the management role for which you are competing. When able, organically adopt the keywords and key phrases they have peppered throughout their values and culture statements on their website into your answer.
Written by Kevin Downey on March 25th, 2023
Stay Away From
Stay away from over-sharing, bouncing around, or rambling. As a manager, you want to showcase how organized you are. So make sure your answer is linear and well constructed.
Written by Kevin Downey on March 25th, 2023
Pro Tip
A simple guideline on what to cover when mapping out your career journey, and making it relevant to your career as a manager, is to cover the following basics: who you are as a person concerning your career choice, where you come from or where your career journey began, why you are here or how you feel the best next move for your career is with the company you are interviewing with, and where you are going, or how you hope this next career move will move you closer to your goals. These are the elements your interviewer is looking for in your answer.
Written by Kevin Downey on March 24th, 2023
Entry Level Example
"My grandfather owned a convenience store, and in the summers, I worked for him, stocking and on the register. But as time passed, he trusted me with more responsibilities. In my late teens, I managed the store a few days a week, ordering, and balancing the books. I went to college and earned my bachelor's in business management and administration from Minnesota University. I am a natural-born leader and an excellent coach, and I know what I am looking for when developing or forming my teams. I wanted to take my time finding the right fit for my values and the opportunities for advancement from within aligned with my career goals and an environment that would foster my brand of innovation. So here we are. Thank you for meeting with me."
Written by Kevin Downey on March 25th, 2023
Experienced Example
"I started working in the warehouse at my first job just out of high school when I took a gap year before college. They were so impressed by my work ethic that I was promoted to supervisor within six months. But I explained I wanted to go to college, and they didn't want to lose me, so they offered to help pay for my education. I accepted, and that's why it took me six years to earn my bachelor's degree in business management because I was working full time instead of going to school full time. When I earned my degree, I was promoted to warehouse and logistics manager. I've been at the same company for ten years. I've built a lot of relationships there and improved the KPIs dramatically with several systems overhauls, rules, and procedures. But at this point, I have grown restless overseeing this well-oiled machine, and everything feels a bit too status quo with little room for advancement. I am ready for new challenges and to step outside my comfort zone."
Written by Kevin Downey on March 25th, 2023
General Manager Example
"I have been the general manager of my store for seven years. I manage a staff of thirty, including my assistant manager and three shift supervisors. There are eight stores in our district, and I have a strong relationship with my regional manager. I started at the bottom and worked my way up. When our company started its expansion and asked for anyone interested in launching a new region in another state, I stepped up. That move launched my career. I fully embrace the brand, am loyal, and am ready to steer the ship in any direction the company tells me. I am in every way a real company man. However, the company has recently been experiencing some major cutbacks, especially with its difficulties in competing with an online market, and growth within the company has stalled. I am grateful for what the company has done for my career and proud of my contributions, but at this juncture, I want to prioritize my career path, which is what leads me here today."
Written by Kevin Downey on March 25th, 2023
Project Manager Example
"After obtaining my MBA in project management, I landed a job as a personal assistant for the head of our PR firm. I spearheaded and executed campaigns, acted as a concierge for client relations, organized benefits and galas, and arranged travel accommodations, meetings, and presentations. This has been a successful career for me, and I've learned how to accomplish the seemingly impossible at times, with little prep time and incredibly short timeframes. I am grateful for the networking opportunities it has provided and the experience I've earned, among other things. But I have considerably adjusted my career goals and am interested in moving into an official project manager position, as there's little growth opportunity in my role. I am ready for this next stage of my career to begin, and having worked with your company in my present position, this move feels like the right fit for me."
Written by Kevin Downey on March 25th, 2023
Regional Manager Example
"My story is one of humble beginnings. I started as a stock boy and worked my way up the ladder. Six years later, I was managing my own store and have been a regional manager for the past ten years. I am proud of how well my region has done and proud of each one of my managers and the KPIs in my region. After 16 years in the same company, with little growth on the horizon, I am ready for more. I promised myself long ago that when there was nothing more to strive for and little left to accomplish, I would consider moving on. I am impressed by how quickly your company is expanding, and I love your brands. It's something I would have no trouble getting behind, and I am interested in helping build something new which I could get behind."
Written by Kevin Downey on March 25th, 2023
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Adaptability
2. What is your greatest weakness?
What You Need to Know
Your interviewer's ideal candidate will possess the emotional intelligence, communication skills, patience, and empathy required to manage staff, along with your other responsibilities. This requires adaptability, accountability, ownership, and a drive for continual self-growth. Part of this is having the confidence to admit to one's growth opportunities or failings as a manager. Share this with your interviewer with transparency, and take the time to prepare for this question before your interview. If the company details methods they can facilitate this growth, align this career goal with this opportunity. This will showcase your motivation and dedication to your career choice as a manager.
Written by Kevin Downey on March 25th, 2023
Stay Away From
Stay away from any weaknesses that are required skills detailed for the position. Volunteering you have little to no experience will work against you. Remember, they are looking for an ideal fit for them, just like you are looking for an ideal fit for you. So be filtered, sincere, and put your best foot forward.
Written by Kevin Downey on March 24th, 2023
Pro Tip
Think of a weakness that can be considered a strength. If you are extremely organized, that can be a good thing. But if you are sometimes too obsessive about how neat and tidy everything has to be, there is room to relax a little, especially if it rubs other members of your team the wrong way. Something like this could work well, especially if you have already shown tremendous growth but feel it is a constant struggle.
Written by Kevin Downey on March 24th, 2023
Entry Level Example
"I would say one of my greatest weaknesses as a manager is my ability to delegate effectively. My instinct is to set the pace, work alongside my crew, and lead by example. It is hard for me to delegate, be hands-off, and step back. I learned long ago that trust is earned, and this is the practice I have made to earn the trust of my crew. But I have dramatically improved my communication skills, slowing down and adapting my communication style to that of my crew. My weakness has been being able to slow down and take the time to ensure I communicate effectively with each individual rather than trying to save time by telling everyone all at once. This balance is my struggle. But I am aware of it and am working on it actively."
Written by Kevin Downey on March 25th, 2023
Experienced Example
"I'd say one of my weaknesses is learning how to help the other supervisors on my team with their goals without stepping on their toes. I thrive when coaching, but others have been known to steal credit by detailing how they taught someone else how to do something. This is not so uncommon, but it isn't my motive. I am just very team-oriented. As I see it, the more successful the team is, the more successful I am. But this doesn't mean the credit is mine. The merits of their efforts and accomplishments belong to them. If, after coaching them, they want to give me some credit, the choice is theirs. How to do this, according to every personality, is tricky. Some are more receptive than others to my intentions. I feel like the more I work on enhancing my communications skills, the further I have to go."
Written by Kevin Downey on March 25th, 2023
General Manager Example
"One of my greatest weaknesses as a manager is that I rely too much on my supervisors to build effective relationships with our crew. We have a staff of 30, and I haven't always prioritized the time to touch base with every one of them. As a result, in the past, I've earned the reputation of being aloof. Honestly, I don't see myself that way, and the first time I heard an ugly nickname in that regard, it hurt my feelings. That was my first clue that I had to improve my image. Whether I saw myself differently or not is irrelevant. Perception is reality. I am aware of this, and now I walk and greet every one of my employees at the onset of each day, giving them what I can of my time and working it into my time management. But I still have a way to go before I shake that reputation."
Written by Kevin Downey on March 25th, 2023
Project Manager Example
"I push myself too hard and don't take advantage of my breaks as I should. I often work through my lunch break, never take my ten-minute breaks or micro-breaks, and sometimes take my work home. I try to plan for contingency time and beat my deadlines by at least ten percent of the timeframe I am given. But holding myself to too high of a standard, I have learned, is unkind to myself. I am learning the benefits of recharging and taking those breaks when I can. I am constantly implementing new ways to fill those breaks so they don't derail my productivity as I fear but rather improve my focus. But it is part of my makeup, and I feel I will always struggle with this."
Written by Kevin Downey on March 25th, 2023
Regional Manager Example
"As regional manager, part of my job is to find new potential real estate for our expansion. But real estate is not my strong suit. I have a firm grasp on how to improve our KPIs, generate more foot traffic, and help each one of my managers grow and hit all their targets. But when it comes to those core principles of how much location matters, I have been a bit risk averse in the past, as this falls outside of my comfort zone. I have read quite a few books on the subject and know much more now than I did previously, but confidently putting these principles into practice has been a struggle. I know what the company is looking for and all the parameters, and we've opened two new stores under my watch, but there is much to learn, and I have room for growth as a regional manager in this regard."
Written by Kevin Downey on March 25th, 2023
Behavioral
3. How would you handle a rude customer?
What You Need to Know
When you work as a Manager, your duties may also include customer service responsibilities. When working in a service-based role, you might come across rude or disgruntled customers now and then. The interviewer wants to know that you can handle such a situation with professionalism. Give an example of a time that you had to deal with a rude customer. Discuss what you did and how you came to a positive resolution.
Some methods for efficiently handling a rude customer:
- Remain kind, polite, and pleasant
- Actively listen to their grievances
- Apologize for the situation
- Maintain a neutral tone of voice
- Avoid taking anything they say, personally
Written by Rachelle Enns
Answer Example
"When I was working as a Bar Manager, I handled many rude customers who were also intoxicated, which always adds a challenging twist! I made sure to let anything rude they said slide off my back like it was nothing. I just kept smiling and doing my job! I still handle rude customers this way. Smile, and move on, disallowing any hurt feelings. As a Manager, I train my team members in this same approach. Proper dispute resolution is an essential skill for any manager to have, and one that I've worked hard to achieve."
Written by Rachelle Enns
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Behavioral
4. When has another manager criticized your work? How did you respond?
What You Need to Know
The interviewer would like to see that you can handle criticism and feedback professionally and productively. Nobody wants to hire a manager that believes they are perfect and have all the answers. Tell the interviewer about a time when your work was criticized and describe how you reacted. Then, describe how you implemented changes to address the feedback. Perhaps you asked for further coaching. Maybe you took the criticism to heart and took a course or workshop to improve in that area.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I recently had my manager criticize my approach in pre-screen interviews. He thought that I should ask tougher questions from the get-go to better screen out. We have many applicants per job posting, so this feedback made a lot of sense to me. I have researched challenging phone interview questions and now mix them in with my usual question set."
Written by Rachelle Enns
Department Manager Example
"Last year, I had a manager of another department let me know that they noticed my team morale dropping a bit. She had overheard some conversations in the break room about my leadership style. These particular employees were complaining about my last-minute changes to the schedule, to be exact. I thanked this manager for approaching me with the information, rather than allowing me to continue being blissfully unaware. I asked for her help with scheduling, and she took the time to train me on her method for building out a schedule, one month in advance. I think her honesty, transparency, and assistance saved me from having these employees quit my team."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"Last week, another manager approached me and said that he didn't like my meeting style. I was taken aback at first because the feedback was completely unprompted. I took a couple of days to think about what he said, and then approached him to ask for additional detail on his comment. He apologized for being brash and explained that he thought my approach was too lax. I told him that I would accept the criticism; however, I had this approach on purpose, to make my team more receptive to the information I was presenting. Nobody needs a stuffy morning meeting!"
Written by Rachelle Enns
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Behavioral
5. Tell me about a manager you have had in the past and how you have modeled your behavior after them?
What You Need to Know
We have all had managers that we have enjoyed and others - not so much. Discuss with the interviewer one particular manager that stands out to you. Talk about what made them a memorable leader. You can also mention what you learned from this person and any methods that you continue to apply in your management career. Keep your response positive. This question is not the time to pick anyone apart or complain about past leaders.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"The manager that I had when working my way through University was a flexible person who trusted his team unless we showed him otherwise. I plan to take that approach in my first leadership experience. I will show my team trust, and give them autonomy - along with a clear direction. I believe this is the best way to see what your team can accomplish."
Written by Rachelle Enns
General Manager Example
"I have had some effective managers in the past, including my current district supervisor. She takes a true interest in my team and me and offers continued education opportunities when she sees an opening to push someone's talent and career a little bit further. I take this approach with my team now - showing them that I care about their career growth and trajectory."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"A few years ago, I had a manager who was possibly the most thorough and clear communicator I have ever met. She relayed expectations clearly, which made us all want to deliver our best and most thorough work. I emulate her communication style as much as possible, and my current team responds well to it."
Written by Rachelle Enns
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Stephanie's Feedback
Compatibility
6. What do you expect from your own manager?
What You Need to Know
The interviewer would like to know the expectations that you are going to have with your manager, should you join their organization. Be clear on how you are best motivated, the style of communication you like, and how you prefer expectations to be laid out.
Some expectations you may have of your manager:
- Mutual respect
- Consistent communication of expectations
- Clear targets and goals
- Regular check-ins
- Frequent opportunities for continued education
- Regular mentorship and coaching
- Camaraderie when it comes to the company goal
- Support when tackling challenging employee-related issues
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I would like to work for a manager who is consistent and respectful in their communication. When I know the expectations at hand, I deliver my best work!"
Written by Rachelle Enns
Answer Example
"I expect from my manager that they challenge my learning and career growth as time goes on. I prefer having a manager who is strong in the areas of mentorship and coaching. Does this describe the qualities of the individual I would be reporting to in this role?"
Written by Ryan Brown on November 13th, 2020
Experienced Example
"The type of manager that I work best with offers support with challenges surrounding employee behavior or logistical issues. Whoever manages me is someone more experienced than I am, and a person that I would like to learn from."
Written by Rachelle Enns
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integrity in work
Supportive of me and backing me when required
appreciation of the work"
Marcie's Feedback
Compatibility
7. What type of team members do you dislike working with?
What You Need to Know
Think about the type of team members you dislike working with and think of the kind of team members you really enjoy working with. Frame your answer in a positive way rather than taking this question as a chance to complain about your current or previous team members. Highlight for the interviewer that you can adapt and act as a leader - perhaps even helping your team member change their ways and learn to work more collaboratively. Be sure to show the interviewer that you don't let challenging individuals get you down!
Written by Rachelle Enns
Answer Example
"I really like when my teammates are punctual. Working with people who are late for their shift or important meetings is a challenge. When I have a team member who is often late, I am comfortable addressing the issue with them face-to-face. I will pull this person aside in a private setting and address their punctuality issue. It's important that I made a plan of action with this team member so that we can work toward the goal of fixing the behavior."
Written by Rachelle Enns
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Anonymous Answer
Employees that cause problems to others and adversely affect the team's performance.
Both could be addressed with one on one meetings."
Marcie's Feedback
Compatibility
8. Describe how you like to train new employees.
What You Need to Know
As a Manager, you likely have a method for onboarding and training new employees. Discuss how you ensure that your new employees are on-boarded correctly and how you set them up for success. If you have a recent story-based example that you can tell, this is a highly engaging addition to consider.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"When I am in charge of training new employees for the first time, my style will emulate the style of onboarding that I have received in my current role. This onboarding included a great mix of reading and research, hands-on work, and job shadowing. This all-encompassing training method ensured a successful start."
Written by Rachelle Enns
General Manager Example
"I use a variety of strategies to train new employees. First, I like to hire and train in groups of two or more. This way, employees can create a bond and lean on each other as they navigate new waters together. I frequently ask for their ideas, questions, and input along the way. New hires who feel an immediate sense of involvement and inclusion will be more likely to stay long-term. I also utilize my experienced and senior employees as coaches and mentors. I match them with a new-hire that I believe will benefit from their mentorship approach. This method allows the new hire to feel the camaraderie of a team from the start. I also give realistic and achievable goals until their full ramp-up period is complete. Last, I ensure that I give AND receive feedback so that it doesn't feel like a one-way street for the new hire."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"I have a great method for training new employees. I ask for their involvement right away. I believe in limited classroom training and more hands-on work. I encourage questions, feedback, and opinions right away. This method of training increases engagement and creates a sense of importance, and belonging, right away."
Written by Rachelle Enns
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Compatibility
9. For you, what is the most difficult aspect of leading employees?
What You Need to Know
This question is another way of asking about your weaknesses. The interviewer wants to learn more about who you are, as a leader. Every Manager has an aspect of their role that is challenging for them. Share one aspect of leadership that you find most challenging, and why. Your example may be something that pushes you emotionally. It may be a hard skill that does not come to you easily. Feel free to share what you struggle with, and be sure to talk about the actions you are taking to improve in this area of leadership.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I believe that, initially, the most difficult aspect of leading a team will be getting to know the variety of personalities present and how to motivate them individually and as a team. I have been reading many resources on leading and managing various personalities and will be ready to apply a few techniques right away."
Written by Rachelle Enns
General Manager Example
"The most difficult aspect of leading a team is terminating an employee. My goal is to end someone's employment only after having multiple conversations geared to improving a specific area of their performance. This way, the termination will not come as a surprise and can be less emotional for the employee. I often hear other leaders say that their terminated employee knew it was coming. Even so, I still find it very challenging to pull the trigger because I know that my decision is going to directly impact them and their family financially. To improve on this area of leadership, I have been reading books and immersing myself in resources such as blogs and resources from national human resources groups."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"The most difficult aspect of leading employees is keeping them constantly motivated and interested in the company's end goal. To overcome this challenge, I take the 'What's in it for me?' approach (WIIFM) by showing my team how they will benefit from performing to a high standard."
Written by Rachelle Enns
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Competency
10. What immediate changes would you like to see, if you were hired for this management position?
What You Need to Know
If you apply for a promotion within your current organization, you may already know what changes you would like to make upon receiving this position. That is great! Share with the interviewer what you have observed while in your current job and the changes you want to see. Be sure to support your reasoning for making those changes and what benefit they will bring to the company.
If you are applying for a position with a new company, it is essential to recognize that many interviewers fear bringing someone on board who will immediately make sweeping changes. Tell the interviewer that you plan to come on board and observe to gain an understanding of the organization's culture and team dynamics while building a strong rapport with the staff. Explain that once you have a thorough understanding of the dynamics, you will decide what changes to suggest to your leadership team. Of course, you can mention that you will address any glaring issues or pain points immediately.
Written by Ryan Brown on November 13th, 2020
1st Entry Level Example
"If hired for this management position I would want to immediately assist you with the lack of systematic training that you mentioned earlier. I would be happy to start creating a system and training manual right away, and then implement the changes along with the help of senior management and the human resources team."
Written by Rachelle Enns
1st Experienced Example
"I know, from my years' experience as a manager, that it is rarely a good idea to come to a new team guns-a-blazing, ready to change everything. This behavior creates resistance. I would want first to observe the areas you are struggling in, mainly the employee retention rate you mentioned earlier and the fact that many of your high performers are leaving. Once I observe for a week or so, I will be more comfortable making solid recommendations for change."
Written by Ryan Brown on November 13th, 2020
2nd Experienced Example
"If I earn this internal promotion to Manager, I will first address the issues that our company has been working hard to improve. These issues include staff turnover, and strengthening our diversity and inclusion plan. As far as any new ideas, I would like to observe my new team and how this department operates, overall. Once I have taken the time to observe, I can then present new ideas for change and improvements."
Written by Rachelle Enns
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Competency
11. Rate your management skills from 1 to 10 with 10 representing excellent management skills. Why did you choose that rating?
What You Need to Know
If you are responsible for rating your skills, chances are, you will lean more on the modest side of a 1 to 10 scale versus overselling yourself. On a scale of 1 to 10, discuss how skilled you are in managing a business or others. Avoid giving yourself a rating of 10/10. Nobody is perfect, and you do not want to come across as overly confident or someone who has no room for feedback and improvement.
Alternately, avoid giving yourself too little credit. You do not want to appear incapable when it comes to managing others. The best case is to remain in the 7.5 to 9 range while staying honest and accurate. Use an example of your excellent management skills in action to support your rating.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"Despite my being new to a career in management, I would rate myself as a 7.5. I have done a deep dive into many management books lately to hone my team leadership skills and abilities. I strive to be an eager learner who will pass that knowledge on to my team."
Written by Rachelle Enns
Answer Example
"I would rate my management skills as a 9/10. Sometimes I am not as swift as I could be with delegating tasks. However, I am a very approachable leader who encourages questions from my team, which they seem to appreciate. I recently had an employee tell me that I was the best manager they have ever had. That felt great to hear."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"I realize that I should not rate myself as a 10/10 because I do not believe anyone is a perfect manager. I would describe myself as an advanced leader when you combine my ten years' experience as an active leader. I have taken many leadership and communication workshops over the years and have generated incredible results in the way of employee retention, for my current employer."
Written by Rachelle Enns
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Creative Thinking
12. If you could buy any new skill what would it be?
What You Need to Know
This question is a hypothetical one, meant to show the interviewer what skill you would like to instantly possess if you could! This question is a creative way to ask about your biggest weaknesses, but it's disguised as a fun question. Your answer can be short and sweet, but if you want to turn the question into a more memorable conversation, you can certainly ask the interviewer this question in return. Of course, this approach should depend on the rapport you have with the interviewer and the overall vibe of the meeting.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"If I could buy any new skill, I would buy the knowledge that comes with many years' experience in Human Resources. I would love to have the most robust knowledge of employment regulations, and more. I love this question! If you could choose any skill, what would you choose?"
Written by Rachelle Enns
Answer Example
"This question is very creative, thank you for asking! I recently enrolled in an Excel workshop to take my skills from intermediate to expert. So, if I could instantly buy any skill, I would make myself an expert-level Excel user."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"That's a great question! Well, if I could purchase any new skill, I think it would be budget and finance related. My people management skills are exceptional. However, I could use more work when it comes to budget management. I am currently an intermediate level but would love to be an expert."
Written by Rachelle Enns
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Critical Thinking
13. How do you determine if your team is successful?
What You Need to Know
The interviewer would like to know how you determine whether your team is operating successfully or not. Discuss the methods that you use to gauge if your leadership style is working or not working. Be sure to mention the action you take, should you notice that your team is not operating as successfully as you would like.
There are a variety of ways to measure success as a manager:
- Employee engagement levels
- The resignation rate of your highest performers
- The number of promotions you or your team receive
- Overall client feedback
- Trends in bonus' or commission
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I believe the best indicator of team success would be the overall engagement level of the team members. If a significant number of team members are disinterested or have not bought into the overall team goal, they may not see enough reward or wins to keep them happy. How do you measure team success in your company?"
Written by Rachelle Enns
Answer Example
"I determine the success of my team primarily from our direct client feedback, and by looking at our KPI's and delivery deadlines. If we meet and exceed client expectations and deliver projects on time, I know that team engagement is high. If this is not the case, I will meet with my team to immediately find out the core issue. If we ever receive less than favorable feedback from a client, we all meet to discuss what we could have done differently and then put those ideas into action immediately."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"In my management experience, I believe that the greatest measurement of my sales teams' success are the numbers when it comes to bonus and commission payouts. I like to compare our numbers month over month and then through a broader lens, looking at quarterly and annual trends. By keeping an eye on these numbers, I can quickly adjust when we are trending towards a low month."
Written by Rachelle Enns
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Diligence
14. Have you ever had to enforce a company policy that you disagreed with?
What You Need to Know
Even if you get along well with your employer or boss or have a lot of respect for your company, there may be times when you disagree with a policy. Think of a conflict or disagreement you had with your boss or company to which you responded professionally. Maybe you suggested a great compromise. Perhaps, instead of taking a heated tone, you remained calm and relaxed while explaining your stance. Getting along well with others puts you in a favorable position because it shows your desire to collaborate and highlights your ability to problem solve and produce excellent results, despite a challenging situation.
When asked a 'Have you ever...' style of question, it's important to remember that the interviewer is looking for a specific story-based example that highlights your behavior in challenging situations. By using the STAR interview method (an acronym for Situation, Task, Action, Result), you can more easily form a story-based response.
Written by Rachelle Enns
Assistant Manager Example
"(Situation) Some time ago, I had a boss that regularly forced overtime on employees at the last minute. (Task) I was the Assistant Manager at the time and could quickly see team morale sinking. (Action) I spoke with him at length about team morale. I approached the conversation with data and facts rather than emotion. (Result) He agreed to start giving the overtime notice sooner, making everyone's lives easier."
Written by Rachelle Enns
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Marcie's Feedback
Anonymous Answer
Stephanie's Feedback
Direct
15. Why are you seeking to leave your current position?
What You Need to Know
The hiring company needs assurance that this management role will meet your needs now and in the long term. If you are employed and looking for a new opportunity, the interviewer will want to know how this job differs from the one you want to leave. Be transparent about your current situation, yet be careful not to overshare or speak negatively about your current employer or role. Focus primarily on your 'wish list' for your next job rather than dwell on what is wrong with your current position.
Written by Rachelle Enns
Answer Example
"In my current role, there are minimal growth opportunities. One of the owners holds the next position in line, so I truly have reached my peak there. I am very thankful for everything my current company has offered me the past four years; however, I am ready to expand my horizons."
Written by Rachelle Enns
Discovery
16. Who is your favorite influencer in the management or leadership space?
What You Need to Know
There are many influencers in the leadership and management arena, and the interviewer would like to know your favorite. An influencer is a famous individual who is often the pace-setter regarding change and ideas in your industry. They may be someone famous, an author, the host of a podcast you listen to, a journalist, or a local business owner you admire.
Some of the top influencers in leadership and people management right now are:
- Simon Sinek
- Lolly Daskal
- John Maxwell
- Gary Vaynerchuk
- Tony Robbins
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I have followed the work of Tony Robbins for years now and recently attended one of his workshops dedicated to modernizing the thought process of an effective leader. I have put a great deal of effort into molding myself into a great leader before even taking on my first leadership role. I am ready!"
Written by Rachelle Enns
Answer Example
"My favorite influencer in the leadership space right now is Lolly Daskal. I recently read her book, 'The Leadership Gap,' which taught me a great deal about what makes an effective leader. Have you read it?"
Written by Ryan Brown on November 13th, 2020
Experienced Example
"Simon Sinek's TED talk about the 'Three Golden Circles' completely changed the way I think about leadership. He says that leaders are responsible for the people first. When you take responsibility for your people or your team, they will in turn take care of the results."
Written by Rachelle Enns
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Experience
17. Do you have experience in corrective discipline and terminations?
What You Need to Know
As a Manager, you will likely need to lead corrective discipline initiatives or even take part in employee terminations. These measures can be tough to lead, but with experience, they get more comfortable. Talk to the interviewer about the extent of your experience with terminations and discipline.
Written by Rachelle Enns
Experienced Example
"I have been involved in a few terminations, primarily supporting the Director as the Manager. I recently came up with a powerful interview process that has reduced our previously poor hiring choices. I would love to share my strategy with you sometime. Recently, I read the book 'Fix Them or Fire Them' by Steven J. Shaer. The book's premise is managing underperforming employees, offering practical help and strategies for real-life situations. The book made me more comfortable with employee terminations and performance reviews."
Written by Rachelle Enns
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As part of this process, I also assisted the director in adjusting how we interviewed to ensure we lower the risk of hiring someone who isn't the correct match for the company's values and expectations."
Jaymie's Feedback
Job Satisfaction
18. What has been your favorite management role so far? What made it so enjoyable?
What You Need to Know
The interviewer is interested in knowing the circumstances surrounding your favorite management role. If they can understand what you enjoy and what keeps you happy, the interviewer can determine if this role will be a fit for you. This question offers an excellent opportunity to ask the interviewer for details on the workplace culture in this role.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I am new to my career in management; however, I have held a volunteer management role. Last summer, I coordinated volunteers for a marathon to raise funds for Alzheimer's Disease. My duties included ensuring all volunteers were are their stations and that our crews were ready with water and Gatorade at the appropriate hydration stations. I enjoyed this role because everyone was in great spirits and so encouraging to each other. I feel this same vibe here, at Company ABC, and look forward to joining in a leadership function."
Written by Rachelle Enns
Answer Example
"My favorite management role was a couple of years ago when I managed a team of highly commissioned, very enthused sales professionals. I enjoyed this role because employee engagement was high. Sales contests were always happening, and everyone wanted to win. It was great. Would you say this is the air of the culture here?"
Written by Ryan Brown on November 13th, 2020
Experienced Example
"My favorite management role was five years ago at Company XYZ. The role offered a lot of autonomy, and I even created a new training manual and process for the company that worked well with the personalities on my team. My retention rate was very high in this role because the team members felt supported. Would you say your workplace culture is similar?"
Written by Rachelle Enns
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The reason for this is that it has given me the most freedom and responsibility with team leadership, finances, and being able to implement ideas from concept to being successfully delivered. It. has also allowed me to develop my organizational skills along with my ability to coach and help team members progress and achieve their goals. I'm now ready to do this on a larger scale with more impact"
Jaymie's Feedback
Leadership
19. What leadership qualities do you possess?
What You Need to Know
This question is designed to help the interviewer gain a better understanding of your definition of leadership. Some great qualities of a leader are:
- Being someone who people naturally want to follow
- Exceptional interpersonal skills
- Strong relationship-building skills
- Taking ownership of the team's errors and mistakes
- Excelling at motivating others
- Providing kudos to your team
- Knowing how to select and hire the right people to join the team
- Having a vision for the future.
Written by Kevin Downey on March 24th, 2023
Entry Level Example
"I first lead by example, which is my strongest leadership quality. I am also an active encourager and a great coach. I love to research and learn new skills and then pass that knowledge on to others. These are just some of the factors that will make me an excellent leader."
Written by Rachelle Enns
Answer Example
"I feel that I am strongest when motivating a team. Last year, I motivated my sales team every day, and we ended up being the top sales team of the year! I am also strong in the area of showing my team the big picture and gaining buy-in from them."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"I possess many leadership qualities that will benefit your team here at Company ABC. My most significant quality is my ability to see the strength in others and nurture those strengths. I have mentored many who have gone on to achieve great things in their career. I want everyone on my team to feel confident in their abilities."
Written by Rachelle Enns
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Leadership
20. If I were to interview those who report to you, what would they say is one of your strengths and weaknesses as a leader?
What You Need to Know
This question is a slightly more indirect way to ask about your strengths and weaknesses. The interviewer is looking for information about you from your team's perspective. Think of a time you asked for feedback on your leadership style. Also, consider your past performance reviews with your leadership team. Perhaps you have had comments from your team regarding your best traits. When you mention your weakness, be sure to express what you have been doing to improve upon that weakness. When you think of your strengths, you should relate them to the needs of the hiring company. By making this connection, you will show the interviewer that hiring you can solve a pain point for the company.
Here are some examples of unique strengths and weaknesses:
Strengths:
- Strong knowledge of a significant software program used in this role.
- Ability to be objective or to take feedback.
- Disciplined and able to meet the most stringent deadlines.
Weaknesses:
- Perfectionism, internalized, AKA: being too tough on yourself.
- User-level in a particular software program.
- Trying always to find solutions that make everyone happy (impossible!).
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I believe that my current team would say that I often try to make everyone happy. It's an endless and impossible pursuit, so I am working hard to shake that mentality. I recently picked up a couple of leadership books and will be getting some pointers from them. One of my strong points is my ability to research and respond when I know I lack a particular skill."
Written by Rachelle Enns
Answer Example
"If asked, I believe my team would say that I am a bit tough on myself when it comes to the expectation level that I put on myself. I am a bit of a perfectionist, but I am relaxing this habit by letting smaller, unimportant details go. My strength is in my knowledge of my team. I take the time to get to know every one of them, resulting in an excellent teamwork environment."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"I am a highly experienced manager, and with that, sometimes comes the habit of breezing over certain parts of employee training because I assume the incumbent knows the topic well. I need to slow down and be more thorough regarding particular topics. I am solid in the XYZ industry; however, and have mentored many who have become high-level performers in this industry."
Written by Rachelle Enns
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Leadership
21. Tell me about a time you provided honest feedback to a team member.
What You Need to Know
Providing helpful feedback is an art and a skill that every Manager should work hard to possess. The interviewer wants to know that you can provide honest and helpful feedback to your team members when needed. Helpful feedback means that you are specific, make the advice actionable, and provide your employee with a clear timeline for change. Discuss any formal training you have received on giving feedback or a book you have read on the topic. Perhaps you use a particular methodology that works every time!
Written by Rachelle Enns
Answer Example
"When providing feedback, I like to use the 3x3 method, which I was trained on in my first management position. With this method, I offer up three strengths and three potential areas for development. I had a team member who was often late to work or would call in sick. I let her know that she was well-liked by her coworkers. I told her that our clients complimented her customer service skills. I said I appreciated her willingness to help new hires. Then, I let her know that her team felt disappointed, hurt, and lost trust in her whenever she would call in sick, leave early, or show up late to her shift. Together we worked on a 30-day perfect attendance plan. In the end, she did much better and, although her attendance was not perfect, it significantly improved."
Written by Rachelle Enns
Anonymous Interview Answers with Professional Feedback
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Previously this was based on the speed of contacting inquiries combined with a lack of follow-up after initial contact.
To give the feedback I asked for 5 minutes of their time, gave them positive feedback on how they have been a great team player, and followed with are you open to hearing of a way you can improve your sales and make more commission? I then gave feedback to improve the call-back time from 48 hours to within 24 hours and 4 follow-ups afterward. This improved their booking ratio for consultations by 10%."
Jaymie's Feedback
Management
22. What strategies do you use to motivate your team?
What You Need to Know
There are a variety of ways that you, as a manager, can motivate your team. Discuss with the interviewer how you ensure your employees are consistently motivated.
Some ways that great managers will motivate their team:
- Encouraging the act of learning from mistakes vs. punishing mistakes
- Paying bonuses or offering increases attached to stretch goals
- Offering to pay for continued education or self-development opportunities
- Giving public kudos for a job well done
- Providing flexibility in work hours
- Avoiding micromanagement and allowing self-led exploration
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I like to be motivated by compensation rewards such as monthly or annual bonuses, so I think I will have contests with financial rewards available for my new team. Gift cards, discounts, free coffee, and the like - are often well received by employees and are motivating goals to reach."
Written by Rachelle Enns
Answer Example
"To motivate my team, I offer trust and autonomy as often as possible. When I show my team that I trust the work ethic presented, the team delivers better results than I ever imagined they would."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"I use a variety of strategies to motivate my team, depending on their interests and personalities. My top methods of motivation include financial rewards, continued education opportunities, and opportunities for advancement. My highest performers often respond to all three methods."
Written by Rachelle Enns
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Management
23. If I were to interview the people who have reported to you in the past, how would they describe your management style?
What You Need to Know
There are many management styles, and the interviewer would like assurance that your style fits well with their needs and workplace culture. Before your interview, you should have a solid idea of the type of leadership the company is seeking. There will be keyword indicators in the job posting, job description, and the hiring company's website. Use the company's terms and language as often as possible to build a connection.
Some management styles are:
- Democratic or Participative
- Authoritative or Directive
- Collaborative or Affiliative
- Pacesetting or Coaching
If you are unsure of your management style, try taking a free personality test like 16Personalities.com. By completing this exercise, you will gain a firm understanding of your personality highlights and the type of leadership style you possess, as well as the type of leadership style to which you best respond.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"At this point in my early management career, I have been emulating the actions of my management, and have taken the points that I like, implemented those and eliminated the parts I did not like. My team has responded well to me, and I think they would describe me as an affiliative-style leader. I like to try new ways to get my team members to bond with each other, creating a more cohesive team environment. We spend a lot of time together, so I believe it's important to establish trust and relationships among coworkers."
Written by Rachelle Enns
Answer Example
"I believe my team would describe me as a pacesetter or coach. I have strong expectations set for my team, and I motivate them to achieve these standards by showing my employees rather than just telling."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"If asked, I believe my team would describe me as a democratic-style leader. I like to involve my team in the decision-making process and do not believe in a leadership system built on hierarchy. Even my newest team members should feel empowered."
Written by Rachelle Enns
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Management
24. What qualities and traits do you look for in a candidate when hiring?
What You Need to Know
There are many great qualities that you can look for when hiring an employee. Still, the interviewer wants to hear that you understand the importance of engaging people who fit the workplace culture and have a proven theme of dedication to their work.
These are the core traits that every hiring manager should look for:
- Confident, yet humble
- Related education
- Ability to receive and implement feedback
- Flexibility and adaptability
- Self-driven and self-motivated
- Willingness to work with a team
- Reliability and dependability
- Transparency and honesty
In addition to these core traits, let the interviewer know that you also seek out unique skills. Some examples of exceptional skills or attributes are:
- Experience in your particular software or programs
- Interest in continued education opportunities
- Volunteer experience
- Interest in being a coach or mentor
- Bilingual or skilled in multiple languages
- Comfortability with presenting and public speaking
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"When hiring, I believe it is important to find people with a history of being dependable, on time, and knowing how to meet deadlines and exceed expectations. In this particular industry, I would also seek out candidates who have international experience and perhaps speak multiple languages or are well traveled."
Written by Rachelle Enns
Answer Example
"When hiring, I look for the main core traits such as steady confidence and the ability to think for themselves. I also give preference to people who are active in volunteering. It's important to hire those who like to give back and spend time investing in others."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"In my pre-screen telephone interviews, the first question I always ask is, 'Tell Me About Yourself.' This single question tells me everything I need to know about the candidate. They either ramble, freeze, or know precisely how to represent themselves. The candidates who are confident, and know who they are, are the ones that I move forward to the next stage of interviews."
Written by Rachelle Enns
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collaborative nature/team player
ability to meet deadlines"
Marcie's Feedback
Management
25. What mistakes have you made when you hiring new employees? What have you learned from those mistakes?
What You Need to Know
The interviewer wants to know a bit more about your process when it comes to making hiring decisions. Discuss how you screen job applicants and why you hire the people you do. Even the most skilled Manager can make a hiring mistake, but the question remains if you learned from that bad hire and how you avoided making that mistake again.
Some common hiring errors include:
- Casting too wide a net in your description, resulting in a confused candidate pool
- Interviewing before you have a full scope of what your idea hire looks like
- Waiting too long to hire and then deciding out of panic
- Having too many decision-makers in the process
- Not asking direct questions, resulting in vague answers
- Failing to do reference checks
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I imagine that one of the bigger mistakes when hiring new employees is blindly hiring someone because you know them or because a reliable source referred them. I understand that referrals can be great hires, but they still need to be interviewed and vetted properly."
Written by Rachelle Enns
Answer Example
"Earlier in my career, I did not see the value in checking references. I trusted my instinct alone and made a bad decision a few times. Some people can interview incredibly well, but it doesn't mean their work ethic is there. Now, I call 2-3 references, without fail."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"The one mistake I made a couple of times earlier in my management career was asking vague questions in my interviews. I didn't know how to interview properly, and it caused my decisions to be less informed than they should have been. I have taken a couple of courses on effective interviewing and now have some tougher, behavioral-based questions in the pipe for each interviewee."
Written by Rachelle Enns
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Problem Solving
26. Tell me about a cost-cutting initiative you created at your last position. Was it effective?
What You Need to Know
Many management roles also require budgetary responsibilities, and the interviewer would like to know that you take finance-related responsibilities seriously. Maybe you actively look for ways to save your employer money. Perhaps you achieved cost-savings in the past by streamlining a process, minimizing the need to hire by doubling up on tasks, or procuring the best price from vendors. Be sure to include a tangible result, success, or achievement, when giving your reply.
Written by Ryan Brown on November 13th, 2020
1st Entry Level Example
"While working for Company XYZ, I worked very hard to wear many hats so that my employer did not have to hire out certain tasks. For example, I offered to manage the social media accounts because I am good with that. As the Assistant Manager, it wasn't in my job description, but I knew I could do it, so I offered."
Written by Rachelle Enns
1st Experienced Example
"In my current position, I changed vendors for a few products and supplies because they were offering a better price. With some, I negotiated better interest rates and asked our service providers to be more competitive. In the first year of joining Company ABC, my cost-saving actions saved them just under $60K."
Written by Ryan Brown on November 13th, 2020
2nd Experienced Example
"I saved my previous company nearly $1M over two years by sourcing a new production partner from China. They offered the same great product at a much more competitive price and also offered drop-shipping on a number of products. I love to seek out new opportunities to present cost-savings to my employer."
Written by Rachelle Enns
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Scenario Based
27. Tell me about a time you effectively delegated tasks.
What You Need to Know
As a Manager, you should be able to confidently delegate tasks to your team members. A great Manager understands how to divide tasks properly while identifying and leveraging each team member's strengths. Show the interviewer that you utilize the talents of your team by delegating tasks that complement their individual strengths and skillsets.
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Written by Rachelle Enns
Experienced Example
"(Situation) In my current management position, I was asked to put together a team for a special inventory project. (Task) I was allowed to handpick the team members and organize the project timeline. (Action) I chose my strongest employees in a variety of areas. In our initial meeting, I delegated the tasks while explaining my reasoning. This opportunity allowed me to show each team member that I had the utmost confidence in their abilities. (Result) Everyone played to their strengths, and it worked out well. We delivered our inventory counts on time and with 100% accuracy."
Written by Rachelle Enns
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Scenario Based
28. Discuss a time you managed an employee with a behavioral problem. What was their behavior, and how did you correct it?
What You Need to Know
The interviewer wants to learn about your management style concerning delinquent employees. Perhaps you have a system in place for handling recurring behavioral issues. Confirm with the interviewer that you can approach a situation like this head-on but professionally. Explain that you involve the human resources department when necessary and emphasize your documentation and reporting when tracking problematic behavior.
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"If I had an employee with a recurring behavioral problem, I would have a one-on-one meeting with them and ask them point-blank what was causing the issue. There is no sense beating around the bush in situations such as that. Employees need to be accountable for their behavior, and a good manager will address a situation like this immediately."
Written by Rachelle Enns
Answer Example
"Just last month, I had an employee who was late four days in a row. This behavior was very unlike them, so I pulled them aside and asked if I could do anything to help them get to work on time. I documented the late days to support our conversation. The employee's behavior was corrected immediately. I did not need to come down hard on this employee - I needed to address that I noticed their tardiness."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"I have addressed many behavioral issues in the workplace throughout my experience as a manager. The most severe was when I had an employee stealing from the company. I could not prove the infraction right away and had to involve the human resources department to ensure that my approach did not infringe on employee rights. I was able to put a stop to the theft and gather enough proof to terminate the employee. It was a challenge, but I believe following a process in these situations makes handling them easier."
Written by Rachelle Enns
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Scenario Based
29. In any of your leadership roles, what was the toughest decision you have made?
What You Need to Know
As a Manager, you will be expected to make some tough decisions from time to time. The interviewer wants to know more about these tough decisions and how you come out of these situations with a positive result.
Some of the challenging decisions that a Manager will need to make include:
- Termination and hiring decisions
- Promotions and salary increases
- Budget allocation or budget-cutting
- Creating or implementing a new policy
Written by Ryan Brown on November 13th, 2020
Entry Level Example
"I believe that the toughest decisions to make as a leader would surround the creation and implementation of a new policy that greatly affects someone's livelihood. For instance, incorporating more overnight travel into an employee's schedule or changing their bonus structure. These types of decisions would have to be well-researched and justified."
Written by Rachelle Enns
Answer Example
"The toughest decisions that I make as a leader are always surrounding the termination of an employee. It's never a fun activity to have to let someone go from their role. There is the emotional component, as well as logistical components that need consideration. With that said, I have made these decisions many times in my career, and I can go through with terminations as needed."
Written by Ryan Brown on November 13th, 2020
Experienced Example
"In my most recent management role, implementing budget cuts has been the toughest decision I have had to execute. I knew the cuts would directly affect my staff's livelihood and likely result in them seeking alternate employment. Our company was in financial trouble, and these decisions were necessary but very difficult to execute."
Written by Rachelle Enns
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Scenario Based
30. Tell me about a time there was a serious conflict with your team. How did you resolve it?
What You Need to Know
When cooperating with groups of people from different backgrounds with various work styles, conflict can arise. Give the interviewer a sense of how you handle conflict issues from a management standpoint. You can effectively achieve this goal with a story-based example. Think of a scenario when you witnessed conflict within your team. Explain the situation and the action you took to help the team come to a resolution. This example should outline for the interviewer exactly how you took the initiative to solve an immediate problem and prevent a greater issue that could have impacted your team and employer.
Written by Rachelle Enns
Experienced Example
"Last month, two of my team members were in a feud over a POS process that they were both misinterpreting. Normally, I do not get involved in the smaller conflicts as I believe that grown adults can iron things out without mediation, for the most part. This event was different. I called a meeting between the three of us and let them know they were both incorrect. They were a bit embarrassed about the whole event and allowed me to re-train them in the process the correct way."
Written by Rachelle Enns
Stress
31. How do you handle the pressure of holding a management role? Give me an example of when you have succeeded under stress and pressure.
What You Need to Know
The interviewer wants a specific example of a time when you have succeeded under stress and pressure. By providing a real-life story-based example, you allow the interviewer to imagine your approach in action. As a Manager, you will find yourself in situations that cause stress or pressure. These situations could include last-minute deadlines, unexpected roadblocks, human resources issues, customer disputes, and more. Your ability to manage stress will directly influence your ability to do your job successfully and be a good example to the team members you lead.
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Written by Rachelle Enns
Experienced Example
"As a Manager, I fully expect to be put into stressful situations and can professionally handle a broad scope of pressure. I remain calm when facing a stressful situation and look for ways to solve the issue swiftly. For instance, I recently encountered a customer dispute. My team member felt flustered, and, as the manager on the floor at that time, I needed to step in. I quickly diffused the issue by asking the customer what they needed to solve the problem. This question made the customer feel listened to and important and often solves the core issue. The situation was resolved, and my team member thanked me for being so great with unruly customers. I also took the opportunity to train this person on my favorite method for dispute resolution. I am always ready to adjust my day because stressful situations are bound to occur when working in a service-based industry."
Written by Rachelle Enns
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Tough
32. What qualifies you to become our manager?
What You Need to Know
Essentially, the interviewer is asking why they should choose you over other candidates. When you pitch yourself for a role, it's important to be clear about why you are the best fit for the company, including their mission and the responsibilities or expectations. Typically, a hiring company will prefer to hire the person they believe will help them solve a problem or a pain point. Discuss how you will solve the hiring company's biggest needs, being as specific as possible.
Written by Rachelle Enns
Experienced Example
"I understand your company is seeking a Manager with a proven ability to lead a team of field sales reps. You seek a leader who can properly train, motivate, and encourage a boost in sales numbers while providing the tools for each team member to perform at their peak ability. My experience, and past results, align very well with this need. I am an experienced sales trainer, having trained over 50 successful outside sales reps this year alone. My team's retention rate is the highest in my company. Over 80% of my team members have exceeded their goals for this quarter already. I am a passionate trainer and mentor who is very hands-on and approachable. I would love to bring these skills and traits to your company as the next Manager."
Written by Rachelle Enns
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Knowledge of the field
Ability to bring together multiple stakeholders to produce efficient products and manufacturing methods
Ability to lead teams and produce excellent results on time"
Marcie's Feedback