What would your most struggling employee say about you? It provides insight into their mentoring and coaching skills, as well as empathy. Why They Work: In both the above instances, there is fertile opportunity to unearth how in touch the manager is with their employees' development, successes, opportunities to improve, etc. What would your highest performing employee say about you? This is helpful in assessing whether the candidate will sustain satisfaction in the particular environment for which you are assessing them. Why It Works: The answer to this question will help determine what motivates this management candidate in their career, what it is that gives them a sense of growth and satisfaction. What was one of the most difficult-to-achieve, but gratifying milestones in your career? However, if they are quick to reveal, with enthusiasm, that the individuals on their team would espouse a positive, empowerment culture where they are safe to express opinions and take calculated risks, for example, then you probably are interviewing a manager who gets the importance of shaping a meaningful and employee-centered culture. Why It Works: Similarly, if the manager is stumped or slow to respond, it might be they haven't given this topic much thought. How would your employees describe the culture in your department/division/business unit? Why? Why It Works: The manager's reflectiveness (or lack thereof) in responding to this question will indicate whether they are indeed in touch with the idea of building a great culture or have been so busy in the weeds of the day to day that culture hasn't been a priority.ΔΆ. How would you describe the culture in your department/division/business unit? Why? The following 15 questions can help identify characteristics, traits, information, knowledge and behavior patterns that will help you learn if the next management candidate is a fit for your company's goals. Moreover, bottom line accountability often rolls up to them.
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They also have a finger on the pulse of culture, if they're doing their job well, and a vision towards the future.
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The manager will be supervising, mentoring, guiding, shaping and evaluating their employee at various times in the relationship. Interviewing a potential manager is different from questioning a front-line office worker.