Interview Questions: Managing Performance
Definition: Manages the performance of subordinates. Plans and sets goals and performance expectations for work outcomes; determines measures of performance and communicates those expectations to the employee. Measures and monitors performance and conducts regular performance reviews using standardized performance measures. Recognizes and rewards performance that exceeds expectations and implements remedial actions if necessary.
The statements below may be used in your job interview as measures of your "Performance Management" skills. There are steps you can take to measure or improve managing performance.
Goals and Objectives
- In your previous position, did you measure performance of goals and objectives?
- Do you set clear and ambitious goals to be met?
- Describe how you would set specific and measurable goals for others.
- How would you provide employees with necessary resources to accomplish their goals?
- How would you set long and short term goals?
- Have you ensured team members understood the department goals?
- How would you align individual and team goals with the organization's goals and objectives?
- In your previous position, did you ensure that team goals are met 85 percent of the time?
- Did you measure job performance of subordinates against defined goals and objectives?
- How do you make sure the team's goals are met?
- Are you able to set challenging goals and objectives?
- How do you adjust performance goals as needed to meet the demands of the department/organization?
Performance Expectations
- Give an example of how you have planned and set work expectations.
- As a new manager, how would you obtain commitment from employees regarding completion of tasks?
- Describe how you would revise the OKRs required for the position on a quarterly basis.
- Did you establish standards for expected performance?
- Explain how you would ensure employees understand how work is to be completed.
- Do you set the Objectives and Key Results (OKRs) required for the position?
- Explain how you would ensure employees understand their performance expectations.
- In your previous position, did you set performance expectations that were clear, specific and concise?
- Have you aligned individual and team performance expectations with the organization's expectations?
- Have you created clear standards that were understandable and fair?
- Give an example of how you would ensure employees understand performance standards/requirements.
- Have you set and maintained high standards for yourself and others?
Determines Measures
- How can you establish measures of performance?
- Explain how you would determine the Objectives and Key Results (OKRs) needed for the position.
- Share an example from your previous position, in which you used established criteria for measuring job performance.
- Did you use existing performance frameworks to define measures of performance?
- Give an example of how you monitored performance on a regular basis.
- Can you ensure that OKRs are aligned with company objectives?
- Can you determine the operational standards needed for performance of the job?
- As a new manager, how would you identify the Key Performance Indicators (KPIs) for the position?
- If needed, can you establish indicators to measure levels of performance?
- Can you create several measures of success for each goal?
- In your previous position, when did you link qualitative objectives to quantitative key results?
- How would you establish standards for expected performance?
Communicating Expectations
- Would you communicate OKRs to employees regularly during monthly meetings?
- In your previous position, were you consistent in clearly communicating job requirements?
- Are you able to ensure employees understand their performance expectations?
- Did you convey expectations for meeting performance metrics?
- Explain how you would ensure job descriptions are up to date and accurate.
- If hired, how would you make sure commitments are understood and met?
- Give an example of how you communicated roles and responsibilities to employees.
- As a new manager, how would you inform the employee of the required sales/production targets?
- As a new manager, how would you clearly articulate the performance requirements for the position?
- Give an example of how you would ensure the employee understands the key tasks, goals and kpis required for the position.
- Did you make sure employees understood what was expected of them?
Accountability
- Do you assign tasks and responsibilities and hold employees accountable for actions?
- Share an example from your previous position, in which you ensured employees were accountable for meeting OKRs.
- Explain how you would hold the team leader accountable for the team meeting key performance responsibilities.
- How would you assign responsibility for meeting specific objectives?
- As a new manager, how would you stress the importance of meeting production quotas?
- Have you held the team accountable for meeting objectives?
- Explain how you would hold employees accountable for meeting performance expectations.
Measures Performance
- In your previous position, did you record production quotas on a daily basis?
- How do you measure the job performance of subordinates?
- Give an example of how you reviewed monthly or weekly reports of quantitative metrics (sales/production) to measure team performance level.
- Give an example of how you assessed employee performance against defined standards.
- Do you use pre-established key benchmarks to measure performance?
- Do you measure performance using standard production quotas?
- Do you review job performance shortly after completion of tasks?
Monitoring
- As a new manager, how would you use weekly staff meetings to assess performance of key responsibilities?
- Give an example of how you would routinely hold audits of performance on a weekly or monthly basis.
- How can you monitor progress to ensure performance goals are being met?
- In your previous position, did you continuously measure performance and provide feedback to employees regularly?
- Give an example of how you established indicators to measure levels of performance.
- How would you establish measures of performance?
- Share an example from your previous position, in which you monitored performance on a regular basis.
Performance Reviews
- Explain how you would conduct Objectives and Key Results (OKR) assessments.
- Have you informed team members how their performance compared to stated goals?
- If hired, how would you perform thorough and timely employee performance reviews?
- Explain how you would regularly conduct performance reviews of all employees.
- In your previous position, did you effectively use the current performance review process?
- Describe how you would use the established performance review forms to maintain consistency in reviews.
- In your previous position, how did you perform thorough and timely employee performance appraisals?
Training and Development
- Are you able to provide the support and resources employees need to do their best to accomplish goals?
- Describe how you would encourage employees to participate in training as needed to improve job performance.
- Did you require employees to participate in additional job training as part of a remediation program?
- Do you provide employees with training as needed to increase their performance?
- Can you ensure employees are trained in areas where performance may be lacking?
- Are you able to encourage employees to take additional training in areas where they had low performance scores?
- As a new manager, how would you train and develop employees to realize their maximum potential?
Increasing Responsibilities
- Have you rewarded exceptional individuals with additional responsibilities?
- Do you give additional responsibilities to individuals who exceed standards?
- In your previous position, did you award new assignments to those who were most capable?
- Would you provide additional responsibilities for employees that exceed performance standards?
- Do you increase responsibilities for high performing individuals?
- In your previous position, how did you assign additional responsibilities to facilitate internal employee promotions?
Poor Performance
- In your previous position, have you presented performance feedback in a clear and concise manner to address performance issues?
- As a new manager, how would you be consistent in corrective actions?
- Are you consistent in disciplinary/corrective actions? Explain how.
- Do you place employees on probation if they fail to meet minimum performance standards?
- In your previous position, did you address performance issues as soon as possible?
- Share an example from your previous position, in which you used timely and appropriate corrective/disciplinary actions.
- Share an example from your previous position, in which you addressed poor performance sooner rather than later.
Remediation Plans
- In your previous position, how did you implement remediation plans with follow up?
- How do you initiate probationary actions for employees with sub-par performance?
- Could you implement remediation plans that include specific performance goals in areas most in need of improvement?
- Did you implement remediation plans as needed?
- Share an example from your previous position, in which you identified specific actions to be addressed through a performance remediation plan.
- How would you initiate a performance improvement plan for underperforming subordinates?
Rewards and Recognition
- Can you recognize team members when they contribute significantly to the team?
- Did you acknowledge employee contributions that supported the bottom line?
- In your previous position, did you acknowledge employee contributions that supported the bottom line?
- Give an example of how you would recognize and value good performance.
- Do you recommend employees for distinguished service awards if warranted?
- Did you reward employees for exceeding goals?
- Describe how you would ensure team members receive rewards for positive performance accomplishments.
Rewards Good Performance
- How would you recognize employees with a long and distinguished career of service?
- Explain how you would reward employees for exceeding goals.
- How would you reward individuals who show imagination in developing creative solutions to problems?
- Are you able to ensure team members receive rewards for positive performance accomplishments?
- Give an example of how you would recognize people who provide outstanding leadership in planning, organizing.
- In your previous position, when did you recognize employees who had courage in persevering against great odds and difficulties?
Administers Rewards Program
- Give an example of how you were proactive in administering the rewards program.
- Did you administer the performance rewards program in a fair and equitable manner?
- Describe how you would ensure the eligibility of the proposed award recipient.