"I have a very successful system for evaluating success among my team members. Every Monday, I have a brief one-on-one meeting with each person and let them do most of the talking. They know I expect to hear about their goals for the week and problems they anticipate, as well as the last week's successes. Of course, the meetings are also a time to ask any questions or voice any concerns. By actively listening, I'm able to understand how they're doing. For example, if someone hasn't shared any successes with me for a few meetings in a row, that's a red flag, so I'll schedule a time to meet with them for a more in-depth look at their workload and the types of projects they've been involved with. On the other hand, if someone never shares any concerns or problems, I'll look more closely into their performance to ensure everything is going smoothly. Occasionally, I find things are being overlooked or put on the back burner. I also complete a monthly review of each team member's completed projects and ensure the objective data matches up with what I've heard in the one-on-one meetings."

Talk to the interviewer about how you stay aware of each team member's success. Include some discussion about your strategies for stopping downward trends in success before they become problematic.