Problem employees are a headache for anyone in a supervisory role, but a good manager should be able to demonstrate at least one scenario in which they handled this type of employee in a positive way when they answer this question. The answer to this common interview question should be comprehensive, showing you a detailed but not gossipy picture of what the original problem was and a system that led to its resolution. Pay attention to what the job seeker considers a ‘difficult’ or ‘problematic’ employee, too. The next sample question will help you dig a little deeper into how they work as a team.
The managerial role involves being a team member, but also maintaining a certain distance and working independently a good portion of the time. It’s a delicate balance to achieve. Workers who are too independent risk alienating or micro-managing their team, while those who are too team oriented may undermine their own authority by trying to be pals with everyone. Look for candidates who demonstrate a strong ability to handle both types of work scenarios.
Every manager has a few favorite leaders, and should be regularly reading material on organizational leadership. Their managerial perspective and your organization’s work culture need to blend well. Understanding the schools of thought that inspire your candidates on management style, project management, etc, can give you a decent idea of what they will try to implement while working for your company – there’s no right or wrong answer to this job interview question, but do try to find someone whose ideas fit your organization.
Management is a decent, mid-level position. If opportunities for growth are available, it should be easy to retain employees who are motivated to work for your organization. When their life goals clash with long-term employment at your company, however, you may be replacing your manager in just a year or two. Make sure the job seeker is interested in staying with your company and finding means to advance their career from within the organization.
When they answer this question, you'll get a look at what motivates your job seeker – when you ask it, expect to learn how they measure their success (intangible vs. tangible rewards), their career and personal goals, and the plan they hope to follow. Watch out for individuals who are strictly motivated by money. They may not value your organization as much as team members who are motivated by intangible rewards and recognition will. The next sample question will help you explore their attitude toward success and incentives a bit more.
Monetary incentives are a poor choice – they provide temporary motivation, but not a lasting effect on behavior. A good manager will know this and look for alternative ways to inspire employee performance. Recognition, opportunities for personal growth, increased responsibility, and the chance to tackle more challenging tasks are all better motivators if used correctly. Listen for a manager who displays interest in using a mix of the above to fire up team members.
In response to this common interview question, a good manager will avoid naming the managers directly. It takes a little communication skill to talk about their worst manager without being overly negative. They will, however, describe what challenges were faced in working with the difficult manager and what made working with the good manager easier. They will also demonstrate the ability to isolate management attributes that they hope to incorporate in their own management style, based on their experiences.
Tell me about your leadership skills. Describe a scenario when you delegated effectively. Who have you coached or mentored and how has that helped their success? Do you have a preferred project management style or technique? Tell me about a time when a situation at work really tested your communication skill. Ok, we hope those management interview questions help. Looking for a good manager? Advertise your job with Betterteam today to reach a wide audience of great candidates with the skills your company needs.