Interview Questions:

1. How do you motivate and encourage your team? Follow-up : Strategies

to motivate the team; What do you think are important aspects of a
team

I believe that as a leader, I have to be the one who is constantly driving an atmosphere of
positivity and focus. I make sure that I am acting and saying positive things about my
employees. I can’t expect my employees to work hard or behave the way I want them to
if you don’t lead by example. If I show my excitement about the company’s goals, my
employees will get on-board and work to achieve those goals. I remind them daily of the
goals and celebrate as we accomplish them.

In addition, I empower them. I give my employees more of a say in how they do their
job. Ask for their input and get suggestions on how they can improve their performance.
Most employees have ideas about how they can be more efficient, but they may not share
them with you unless you specifically ask them. If I really want to empower and motivate
your employees, I need to take their advice and implement it. I should also give them the
authority to make their own decisions, such as providing service for a client up to a
certain point without needing to get prior approval.

2. How do you handle employee competition? – Follow-up : unhealthy

competition; disputes
Competition between employees is an inescapable part of most people’s work lives. Most
companies create a dynamic in which employees compete against each other for recognition,
bonuses, and promotions. I want to ensure that competition unleashes creativity and not unethical
behavior. Rather than pitting individuals against each other. I create a more collaborative
environment can help to create a more productive work environment. For instance, if I were to
offer a reward to an entire team if they were able to succeed in their challenge as a team, this
would foster a collaborative work environment. Employees would essentially have to work
together in order to overcome a challenge and be rewarded.

3. How do you respond to your employee’s feedback?

Feedback is an essential process of learning process. I Encourage employees to speak up. As a
manager, I remain open to constructive criticism from the people within my organization, and I
provide a platform usually an anonymous suggestion box — for employees to share their
thoughts, feelings, and experiences at work. When dealing with negative feedback, I remember
to always be thoughtful and empathetic towards my employees. I reflect on what they said, and
address any specific issue they raised. Employees tend to feel more goodwill towards
organization if I develop a culture based on candid feedback sharing, transparency, and open
communication

4. Explain a time when you had to adjust your managing style to change a
difficult/reluctant employee? – Follow-up: You are at a point with an
employee that it is best to have them leave the organization. How would
you go about the conversation?
Start with an instance in your experience and continue with : I take a look at their needs
and perspectives to understand why they are reluctant. I would ensure that they have all
the tools necessary to complete the task I would communicate the goal, gain
commitment, and establish a reward or incentive that will motivate the employee

5. How to do you adapt to work place when the reality is different from
what you expected? – Follow-up: How would you handle a decision that
you made that did not have the effect that you were expecting to achieve

6. Has your management style changed as you got more experience?

Yes, perhaps with the employee feedback, I would say that I’m straight-forward and
my actions are aligned with the goals of the company. My employees say that I am
an open communicator and give them the tools they need to succeed.

7. An employee wants a promotion, however, he or she is not qualified for

the new position yet. How would you have the conversation with the
employee?

I would sit them down and let them know what the qualifications are for the position and
explain the reasons why they are not ready for the position. Then we would work with the
employee to put together an action plan that will help them work on the skills they would need
for the position. I would regularly check on how they are progressing to ensure they are on the
right track