Interviewing for a manager role can be challenging. The interviewer is likely to ask questions that test your ability to lead, strategize and make sound decisions. Knowing what to expect and preparing your responses in advance can help you make a strong impression. This article provides a list of ten common interview questions for a managerial role along with guidance on how to respond effectively.
| Job Description | A Manager is responsible for planning, directing and overseeing the operations and fiscal health of a business unit, division, department, or an operating unit within an organization. The manager is responsible for overseeing and leading the work of a group of people in many instances. |
| Skills | Leadership, Decision-making, Time management, Communication, Problem-solving, Delegation, Motivation, Strategic thinking, Financial planning |
| Industry | Technology, Healthcare, Finance, Retail, Manufacturing, Education, Hospitality |
| Experience Level | Mid-level to Senior-level |
| Education Requirements | Bachelor’s degree in Business Management or related field. Some positions may require a Master’s degree or higher. |
| Work Environment | The work environment for a manager typically includes an office setting, with a significant amount of time spent in meetings or on-site with their team. Managers may also spend time traveling for business. |
| Salary Range | $50,000 – $150,000 per year, depending on the industry and level of responsibility |
| Career Path | Individuals often start in entry-level positions within a company and work their way up to a managerial position. Some may also transition into managerial roles after gaining experience and education in a specific field. Future prospects can include roles such as Department Head, General Manager, CEO, or company president. |
| Popular Companies | Google, Microsoft, Amazon, Bank of America, Johnson & Johnson, Procter & Gamble, General Motors |
Manager Interview Questions
Can you describe a situation where you had to make a difficult decision that wasn’t popular but was right for the business?
How to Answer:
The interviewer wants to know how you handle tough situations and how you make difficult decisions. Use the STAR method (Situation, Task, Action, Result) to structure your response. Start by describing the situation, then the task you were faced with, followed by the action you took, and finally the result of your action.
Example:
In my previous role as a department manager, I noticed that we had been consistently missing our monthly targets. After analyzing the situation, I realized that the problem was our staffing structure – we had too many people working at times when customer demand was low, and not enough at peak times. I made the tough decision to re-allocate staff hours, which was unpopular as it meant some people had to change their working hours. However, this resulted in a 20% increase in sales and we were able to meet our targets consistently after that.
How have you handled a situation where a project was not going according to plan?
How to Answer:
When answering this question, you should focus on how you managed the issue, the steps you took to address it, and the outcome. It’s important to highlight your ability to remain calm under pressure, think strategically, and lead your team towards achieving the desired goal. You should also mention how you communicated with stakeholders during the process.
Example:
In my previous role, we were working on a major project that was not meeting its deadlines due to unforeseen technical issues. I immediately convened a meeting with the team to identify the root cause of the problem and potential solutions. We decided to bring in an external consultant with expertise in the area we were struggling with. I also kept the stakeholders updated with regular progress reports and our plans for getting the project back on track. Eventually, we were able to resolve the technical issues, and although the project was delivered slightly later than initially planned, it was within the revised schedule and budget we had communicated to the stakeholders.
Can you describe a time when you had to manage a team through a significant change?
How to Answer:
When answering this question, it’s important to highlight your ability to effectively communicate with your team and manage their expectations. Discuss how you prepared your team for the change, how you supported them during the transition, and how you helped them adapt afterwards. Also, share specific examples of the strategies you used to manage resistance or negativity. Don’t forget to explain the result of this change.
Example:
In my previous role, the company decided to implement a new software system. I knew this would be a significant change for my team, so I started by explaining why the change was necessary and how it would ultimately make their jobs easier. I arranged for a series of training sessions and made myself available to answer any questions or concerns. There was some resistance initially, but by maintaining open lines of communication and demonstrating patience and understanding, I was able to help my team adapt to the new system. As a result, we saw a 30% increase in efficiency after the implementation.
How do you handle feedback from your subordinates?
How to Answer:
The candidate should express an openness to feedback, provide an example of a time when they received constructive criticism from a team member, and explain how they used that feedback to improve. It’s important to show that the candidate is willing to learn from their mistakes and value the opinions of their team.
Example:
I believe feedback is crucial for personal and professional growth. I have an open-door policy and encourage my team to share their thoughts and concerns. Once, a team member pointed out that our meetings were running longer than necessary, causing a drop in productivity. I appreciated her courage to voice this concern and took immediate action. We started setting clear agendas for our meetings and ensured we stuck to the timeline. As a result, our meetings became more efficient and productive.
Can you tell me about a time when you had to balance the needs of your team with the needs of the company?
How to Answer:
This question is designed to test your ability to prioritize and make strategic decisions. When answering, focus on a specific instance where you faced this kind of challenge. Explain the situation, the actions you took to balance the needs, and the outcome. Be sure to highlight your thought process and decision-making skills.
Example:
In my previous role, the company was going through a tough financial period, and we had to cut costs. However, my team was already overloaded with work. I had to ensure that the company could save money without overburdening my team. I decided to re-evaluate our processes and found areas where we could increase efficiency. I introduced new software tools and trained the team on how to use them, which reduced the time spent on certain tasks. This allowed us to meet the company’s financial goals without adding extra work for the team.
How have you managed underperforming members in your team?
How to Answer:
When answering this question, the interviewee should provide a specific example that demonstrates their ability to identify the root cause of a team member’s underperformance and then take appropriate action to improve it. They should show that they understand the importance of communication, setting clear expectations, and providing support and training when necessary. They should also demonstrate their ability to make tough decisions when required.
Example:
In my previous role, I had a team member who was consistently missing deadlines. I first met with him privately to discuss the issue. He revealed that he was struggling with some of the technical aspects of his role. Instead of reprimanding him, I arranged for him to receive additional training. I also set clear expectations and deadlines, and checked in with him regularly to monitor his progress and provide guidance. His performance improved significantly over the following months, and he was able to meet his deadlines consistently. This experience taught me the importance of open communication and support in managing underperformance.
Can you describe a time when you had to implement a new strategy or process? How did you ensure its success?
How to Answer:
When answering this question, the candidate should provide a specific situation where they implemented a new strategy or process. They should talk about the challenges they faced, the steps they took to overcome these challenges, and the results of their action. The interviewer is looking to understand the candidate’s strategic thinking, problem-solving skills, and ability to drive change and achieve results.
Example:
In my previous role as a manager at XYZ Company, we were facing a decline in sales. I realized that our current sales strategy was not effective and decided to implement a new one. I involved my team in brainstorming sessions and together, we came up with a new strategy that focused on upselling our products. I communicated the new strategy to my team, provided them with training, and monitored its implementation closely. Despite some initial resistance to change, the new strategy resulted in a 20% increase in sales within six months.
How have you handled a situation where there was a conflict within your team?
How to Answer:
When answering this question, focus on demonstrating your conflict resolution skills and your ability to maintain a positive team environment. Describe the situation clearly, explaining the nature of the conflict and the parties involved. Then move on to talk about the steps you took to resolve the issue, how you ensured that all parties felt heard and respected, and what the outcome was. It’s also important to reflect on what you learned from the experience and how it has influenced your management style.
Example:
In my previous role, there was a conflict between two team members over the allocation of tasks for a major project. Both felt that their workload was too heavy and that the other was not pulling their weight. I first met with each of them individually to hear their perspective and understand their concerns. Then, I arranged a meeting where they could voice their concerns to each other, with me acting as a mediator. We worked together to reassign some tasks and set clear expectations for the future. After this, both team members felt more satisfied and the project was completed successfully. This experience taught me the importance of clear communication and fair task distribution in preventing conflicts.
Can you describe a time you had to make a tough decision due to budget constraints?
How to Answer:
When answering this question, the interviewee should provide a specific instance where they had to make a difficult decision because of budget limitations. They should clearly explain the situation, the decision made, and the outcome. It’s also important to highlight the thought process and considerations taken into account when making the decision, and how they communicated this to their team and stakeholders.
Example:
In my previous role as a manager at XYZ Company, we were faced with a budget cut midway through a big project. I had to make the difficult decision to postpone some of the less critical aspects of the project to stay within the budget. I communicated this to the team, explaining the situation and the reasons for my decision. In the end, we were able to deliver the most important features on time and within the new budget constraints. Once we secured additional funding, we resumed work on the postponed aspects. This experience taught me the importance of prioritizing and making tough decisions when necessary.
Can you describe a time when you had to deal with a high-pressure situation? How did you handle it?
How to Answer:
The candidate should start by describing the high-pressure situation, then explain their role in it. They should then describe the actions they took and why. Finally, they should discuss the outcome and what they learned from it. The answer should demonstrate the candidate’s ability to stay calm, make smart decisions, and show leadership under pressure.
Example:
In my previous role, we had a major client who was unhappy with our service and was threatening to take their business elsewhere. This was a high-pressure situation because losing that client would have meant a significant loss of revenue for the company. I stepped in and took charge of the situation. I met with the client, listened to their concerns, and apologized for our shortcomings. I then worked with the team to come up with a plan to address the client’s issues and improve our service. We worked hard and were able to turn the situation around. The client was satisfied with our response and decided to continue doing business with us. This experience taught me the importance of staying calm under pressure, listening to the client’s concerns, and taking swift action to rectify the situation.