Supervisor Interview Questions and Answers

Supervisor Interview Questions and AnswersSupervisor Interview Questions and AnswersTodays manager hasa tough job. In addition to setting the tone for their direct reports and making sure that their gruppe hits its goals, they mustnavigate an ever-changing business landscape. Its no wonder that management interviews often involvetricky questionsand multiple rounds. Employers know that a good hire in this important role will help their business succeed while a bad hire might prove to be a disaster. When youre interviewing for a position as a manager or teamberater, its important to show the interviewerthat you are an effective leaderand problem solver.Prepare to answer questionsabout what makes a good manager, your own management style, solving conflicts between employees, dealing with poor employee fit/perfassonance, and more. What Makes a Good Supervisor? The interviewer may ask you a question like, What makes a good supervisor or manager? Your answer gives the interviewer a sn eak peek into yourmanagement style. Draw on experiences that demonstrate your leadership skills and use an anecdote to illustrate your response. In my previous role managing retail employees, I determined that if you intentionally show that you respect the staff, they will work harder for you. This instills them with a sense of ownership and a desire to produce excellent results.Ive also found that your team will model the behavior they see in you. So, I learn about my direct reports lives and what their interests are. They, in turn, do the same with their peers, creating a pleasant and productive work environment. While I do draw the line between supervisor and friend, having an open-door policy door clarifies that we are on the same team, trying to achieve the same goal. Solving Conflicts Among Employees Employees from various backgrounds and with different personalities are sure to experience some level of conflict. Your attempts at resolution demonstrate the type of supervi sor you are. Ive certainly encountered people on a team who clash. And because disagreements are inevitable, I will give the sparring employees a chance to resolve them on their own. Giving autonomy allows them to develop their own conflict management skills and grow as a team. However, when the problem starts disrupting their work or other peoples work, I step in. If its due to a miscommunication, I will act as mediator, and we will work through it together in my office.At my last job, two employees were budding heads due to a power struggle. I met with them together and after calmly discussing their qualms, had each of them identify two suggestions to the other party that would resolve the conflict. Within 30 minutes, we sorted everything out, and the two of them walked out on excellent terms. If its a larger drama on a personal level, I tend to approach each person individually and ask that they leave their baggage at home. Dealing With Poor Employee Performance Supervisors need to understand that not every employee is an ideal fit, or perhaps they were initially agood fit, but hasnt evolved with the company and is now flailing. A strong supervisor wont easily give up. She will encourage the employee and offer to mentor. When an employees work is questionable, I assume we saw something in him when we hired them that merely isnt manifesting now. I begin by arranging a meeting with them to ask how work is going and if there are any problems they wish to discuss. Ive always found it more useful to go in with no assumptions and just listen. I then share with them specific areas where they can improve. It helps to present hard date, which could be their sales revenue this month compared to previous months.If its a personal issue, I let them know that I sympathize with them and that Im on their side. Wed then move on to a plan of action that we both agree will help them separate their personal and work life. If the issue is work-related, I ask them what they think is causing the problem and how we can work together to overcome their struggles. Depending on their potential and desire to grow, I may invest in training them or temporarily lighten their workload. In some instances, Ive had to suggest the job is no longer a fit for their skills. Additional Questions About Supervising Employees How long have you worked as a manager?Tell me about your management style. How has it evolved?What makes someone a good manager?What would you say is the single most important quality for an effective supervisor?How do you motivate and encourage your team?How would your former employees describe you as a leader?What are your three core values? How have you integrated them into your leadership style?In what work environment did you achieve the most success?What factors within an organization must exist for you to work most effectively? Have you ever fired someone? Please explain the steps you took to carry out the dismissal.Whats your strategy for welcoming and acclimating new employees?When you begin a new managerial position, describe how you meet and form relationships with your new colleagues, supervisors, and direct reports.How do you measure your success as a manager?How do you delegate work?