Top 7 Management Interview Questions With Answer

Getting an interview call is like covering half the job-search journey. You can reach your destination only if you impress the interviewers. It's hardly makes any difference whether you're being interviewed as a fresher or experienced for the management role. What matters is your confidence and ease in handling every single management interview question thrown to you. So no matter whether it's your first, or you've already been interviewed before, it will be helpful to look for management interview questions and be prepared for the answers. This will increase the chance of impressing the interviewers and pocketing the job.

List of Management Interview Questions

A management interview is conducted to assess how you manage a project or daily operations of the assigned department, how experienced you're in solving management issues, what types of achievements you had in the past, how you resolve conflict between team members, and how you handle the workload and pressure. The trick to prepare for the answers is to tell anecdotes woven with your past work experiences. Demonstrate how you handled the management team, delegated tasks, and motivated your team to finish them in a timely manner.

1. What is the thing that you love the most about being a manager?

Being a manager is challenging, and I love doing something that is difficult to deal with and achieve. Moreover, as a manager, I am not only responsible for my own work, but the entire team as well. You don't just have to improve and measure your own performance, but the team's as well. Setting goals, expectations, motivating, and supporting the team to accomplish common goals is a great feeling.

2. How you handle the workload and pressure?

I don't consider work as a pressure. In fact, when there is no or less work, I feel like missing something. And when the workload is more, it's gives me more energy and motivation to do the needful. To ensure that the work I have been assigned with gets finished in a specified time, I prioritize my tasks in order of their importance and urgency. I then estimate the time I will require to finish them and get to work immediately. In case, my plate is more full than what I can indulge in, I try to delegate work to others.

As far as pressure is concerned, I accept it as the part of the job and prepare myself mentally the moment I leave my house for the office. I stay calm, and divert all my attention and energy towards work. I focus on the job and when it's done as per the management's expectations, I feel relieved.

3. How you motivate yourself and your team?

I consider every single day as a challenge and expect to face new challenges. For me no day is the same. The moment I enter the office, I tell myself that there are bound to be some issues that I have to solve them today itself. So that, tommorrow will be a new day for me and I can channel my energy and mind towards bringing up new ideas that can benefit my company.

To motivate my team, I make a point to spend some time with them during tea and lunch breaks. I instill confidence in them by chatting with them in a casual manner during the breaks, and encourage them to open up about anything that's troubling them at the job. By asking them about the well-being for their family, vacations, movies, recent news, etc., I try to get personal with them. This makes them feel like someone is there who care for them and their family and that's what works as a motivation for them.

4. What's your management style?

As a manager, I feel everyone in the team should be given enough space to work as per their comfort. When working on a task, I lay complete trust on my team. Before working, I brief my team about the task, make them clear what is expected, and provide them directions to accomplish the tasks.

I also ask them if there is anything they want to add. Once I am sure that the team is clear about the overall goals, I leave them on their own, and don't try to intervene or participate in their work. But in case, they need any help or support, I always provide them. In between, I also check with them where they have reached in completing the tasks. At the same time, I also ensure that I am not bothering them, nor trying to stand on their heads. Let me give an example.

In my previous job as a Manager with ABC Corporation, I was assigned a project the client wanted it in less time than it actually requires. I tried to explain the client why extra time is needed for the project, but gave up to their persistence since business was important for the company.

I hold a team meeting and briefed every member on what is expected from him or her. I also convinced them that they may have to work even after the office hours for a few days in order to deliver the project. To ensure that I don't waste any more time in team meetings, I prepared a central communication board and asked the team to post their queries and difficulties, if any.

I even delegate one person to update me about the progress of the project. As I was constantly monitoring the team's communication, it helped in solving their queries and problems quickly. This helped in finishing the project in time and deliver to the client. The client was happy and the management gave me and my team a special treat for the job done.

5. What is your definition of success?

I consider success at the professional front as important as oxygen for breathing. For me achieving it in every single project, no matter how miniscule or large it is, is a matter of pride. When my clients, my team, and the management are happy about the job done, I feel as if I have achieved success. I also make sure that I am not the only one to enjoy the fruit of the success, but my team as well. And to make them happy, I reward them with incentives, and gifts.

6. How do resolve misunderstanding or conflict between team members?

I am a firm believer of the proverb that says, "Too many hands spoil the dish." That's why I try to remain neutral and bring all members to the forefront so that no one feels like being neglected. Giving equal opportunity to prove their talent helps me in building understanding between my team members and leave no room for conflicts. Even if someone indulge in, I pacify the matter in an amicable manner and ensure that the team members are not taming any ill-feelings against each other any more.

A few years ago, there was a huge misunderstanding between two of my team members that was related to answereability. Each one thought that it was the duty of another to update the client about where the project has approached. As a result, the client couldn't get what he needed. Eventually, a time came when the client finally ranged up and gave me his peace of mind.

Somehow, I pacified the client, and called both the employees. Very calmly, I explained them that we are not just a team, but family members. So when one gets into a problem, it's the duty of another to solve it.

Negligence on part of any one will put the entire time in an awkward situation. I also made them understand that how important clients are for our business, and without them, it's impossible for us to survive you. Finally, both apologized and were back to the business as usual.

7. Have you let any employee go despite not wanting?

I hate firing people, but some situations leave no option other than doing what one doesn't like. I understand that when somebody is fired, I became a subject of hate for him or her for the rest of the life. And no matter how compassionately I try to make them reckon with the decision of firing, I cannot win the respect and trust of that person again.

I experienced this type of hard feeling a few year ago when working with the "XYZ Company." One of my team members was never punctual at the job. Every day, he used to come late and provide some excuses for the same, which was unacceptable and unprofessional. Initially, I asked him in a friendly manner not to be late to the office and thought that he would not repeat it.

But his late coming didn't receed. In fact, it increased. Then I spoke to him individually and requested him to get rid of his habit of late coming. I even gave him a verbal warning. But there wasn't any difference in his behavior. Then, I had to give him a written warning, which he didn't give any heed to. Finally, after speaking with the HR team, I have to take a harsh decision and fire him. Though I don't wanted to lose him, but he left me with no option.

By learning how to answer these seven management interview questions, you can become confident of answering any types of questions. Remember, by providing you with these interview questions and answers, we are just trying to help in your preparation for the manager's interview. Whether you have to answer these same questions or not is doubtful. But when asked, you can at least answer them like a professional manager.

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