Top 6 Manager Interview Questions And Answers

If you have a management interview coming up for any firm, I advise you to read this article all the way through since it will help you be the ideal candidate and help you succeed on your first try.

The first interview question is “Tell Me About Yourself”. Your response should be;

First of all, I want to thank you for giving me the opportunity to interview with your company for this managerial position. I thoroughly reviewed the job description before applying for the position to make sure I was qualified for the position. I have acquired a broad range of abilities and traits over the years, allowing me to develop into a capable and tenacious manager. I can inspire a group of people to perform to the best of their abilities because I am self-assured, tenacious, and confident. I’m a quick thinker when it comes to dispute resolution, and everything I do in this capacity will be geared toward assisting you in reaching your financial and commercial objectives. Finally, if you hire me as a manager, I will ensure that your values are upheld and I will always support the senior management team to help them accomplish whatever they want to do as quickly and efficiently as possible.

”I want to be a manager primarily because of the level of responsibility that comes with the role. I am an energetic, ambitious and driven person. The role of a manager is very much suiting to my natural attributes. I also want the type of role that keeps me challenged and busy all the time and I find those things appealing. I also want to be a manager because I will get to coach and motivate people on the role. There is something very rewarding  about taking people under your wing and then training and coaching them to reach their full potential. I want to be a manager because am a good organizer and planner of my work. I enjoygiving people challenging goals to reach, establishing rules of conduct for others to follow, and assisting them in achieving the objectives of the organization.

I will deal with a poor performer swiftly because, if you do as a manager, it may be interpreted as a sign that you don’t hold yourself to a high standard or have high expectations, which can quickly demotivate the rest of your staff.

I will first sit down with a low performer and ask them questions to find out why they are not performing up to the expected standard. They might be dealing with personal issues, in which case I might offer to help them, or they might feel like they are not getting the proper training. I’ll finally put a strategy into place to rapidly get them back on track, and I’ll monitor them carefully until they reach the desired standard again.

My managerial approach changes based on the circumstances. I frequently employ an autocratic, delegation, or transformative style of management. When I need to get things done quickly and give people instructions, I’ll utilize the autocratic style of management.

I’ll use delegation to assign tasks to my team based on individual strengths, and then I’ll utilize the transformational style of management to coach, train, and inspire my team members to carry out the changes that the Senior Management Team has requested.

By conducting performance reviews with each team member to identify their areas for development, and then inspiring them to work.

This initial evaluation provides me with a crystal-clear picture of how I should coach each individual.

I then establish goals that are specific for each person to work toward through training and instruction based on their needs.

Throughout the coaching, I offer feedback, support, and check in on how they are doing in relation to the goals they have been given.

I used to micromanage my team members, especially when I initially started out in management. Yet, I am aware that micromanagement is ineffective, which is one of the reasons I started using the delegating style of managing to push myself to assign duties based on each team member’s capabilities before stepping back, putting my trust in them, and keeping an eye on them remotely.