Do you have an upcoming managerial job interview and don’t know how to prepare? You’ve come to the right place!

The easiest way to prepare for the interview is by going through as many interview questions for managers as possible.

Fortunately for you, this article provides 41 interview questions for managers and answers that you can use to ace your interview, no matter if you are a seasoned manager or new to the scene.

So, let’s get started!

Key Takeaways

  • The STAR method is the most effective approach when answering interview questions for managers.
  • “How would you describe your management style?” and “Give me an example of a time when you had to provide negative feedback?” are only two of the 41 interview questions for managers included in this article.
  • Researching the company, practicing your answers in advance, using narrative tactics, and highlighting key abilities in your responses are all important things to do if you want to succeed in the interview.

How to Prepare & Answer Interview Questions for Managers

Companies use interview questions for managers to pick applicants with the correct mix of experience and expertise for the job. Responses to interview questions for managers can provide insight into a candidate’s leadership, organization, communication, and other transferable qualities.

If you wish to respond to the interview questions for managers effectively, the STAR approach is recommended. Here’s what this method requires you to do:

  • Situation. Think of a challenging situation you faced at work, such as juggling many responsibilities.
  • Task. Talk about what happened and how you contributed to the solution.
  • Action. Consider your ability to overcome that obstacle. Highlight your qualifications and experience.
  • Result. To ensure a concrete response, use numerical outcomes and place an emphasis on the data.


By using the STAR framework to address the issues you’ve encountered, you’ll see how you can adapt your answers to the interview questions for managers to fit a wide range of contexts.

15 Interview Questions for Managers & Sample Answers

People waiting for their turn for interview

Now that you know how to approach the questions at a managerial interview, let’s go over 15 interview questions for managers in healthcare, education, and various other fields.

#1. How would you describe your management style?

This is a question asked during an interview for a senior manager, as it indicates that the position requires the candidate to have prior expertise in management. By asking this question, employers are able to determine whether the candidate’s approach is suitable for managing people and projects.

Sample Answer: I would describe my managerial style as extremely flexible. In order for a team to realize their full potential and produce outstanding outcomes, they each require a particular kind of leadership approach, which is why I feel it is essential to have a flexible and open attitude.

#2. Give me an example of a time when you had to provide negative feedback.

This question applies to general managers because one of their responsibilities includes providing constructive feedback on how things might be enhanced.

Showing empathy and understanding, relaying feedback effectively, and suggesting solutions show a problem-solving mindset in your response.

Sample Answer: One of my team members was struggling to meet expectations when I was the leader of the marketing department. So, I made sure to document all the ways in which their work could be enhanced, along with specific suggestions for doing so.

I got the team members in for a private meeting and filled them in on everything that could be improved in their performance. I tried to be cordial and constructive in my criticism. The employee absorbed the comments thoughtfully, and their performance quickly elevated as a result.

#3. How do you handle conflict between team members?

It is appropriate to pose this question to both seasoned and first-time managers. The question is used to determine whether an applicant possesses the necessary conflict management abilities that a managerial role requires.

So, think strategically about your response. Discuss the most efficient means of locating a problem and fixing it.

Sample Answer: As soon as I am aware of a dispute, the first thing I do is try to objectively evaluate the issue to figure out what my next move should be.

I make sure to assign duties to team members who are at odds with one another in order to meet urgent job deadlines. After the work deadline is met, we will have a meeting to resolve the conflict and figure out how to prevent a recurrence.

#4. How do you delegate responsibilities?

This is an interview question that helps employers identify the candidate’s capacity to distribute the work in a way that will enhance the productivity and performance of the team.

Sample Answer: I like to delegate tasks to the members of the team based on their level of knowledge and their experience completing a task that is comparable to the one I am assigning. By doing things in this way, I am able to ensure that everything is running efficiently and that the team is producing excellent outcomes.

However, I also find it important to see what the members of the team are keen to perform and whether or not they are interested in gaining expertise in a task that is unfamiliar to them. In situations like this one, I make it a point to provide direction and assist throughout.

#5. How would you handle building a positive team culture?

Employers ask this question to determine the value you place on the culture of the team. They want to know whether you have specific suggestions regarding what can be done to ensure a positive working environment.

Sample Answer: In my opinion, a positive culture for a team may be developed through effective communication, openness, and the demonstration of both understanding and compassion toward one another.

It is essential that we show that we are all members of the same team, that we are rooting for each other’s success, and that we are eager to offer assistance to one another. Frequent gatherings outside of working hours, like going to the movies, having lunch together, and similar activities, are some things that can help the team members bond with one another.

#6. How do you build trust within your team?

The reason why employers ask this question is because they believe for a team to be successful, trust is absolutely necessary. This is exactly what you should be emphasizing in your response, along with several other ways that trust can be built up inside a team.

Sample Answer: Building trust within a team requires communicating in an open and forthright manner with all of the significant information that pertains to the team’s work as well as the firm as a whole.

Once I started being completely honest with my team about expectations and reality in a variety of situations, I discovered that they started to trust me more and were more inclined to exhibit empathy and help improve the circumstances.

#7. Describe a time when you dealt with a struggling team member.

This question is asked to evaluate your sense of obligation when it comes to checking in with your employees. Members of any company may occasionally lack enthusiasm for their work or have difficulty completing certain tasks.That’s when managers have to step up and make sure everyone is healthy and happy at work.

Sample Answer: When I was in charge of the marketing team before, I saw that one of my employees had trouble keeping to his deadlines. To get to the bottom of things, I decided to schedule a private meeting with him. He was able to open up and be himself because of my empathy and readiness to assist him during our meeting.

His health problems were making it difficult for him to work. Because of his workload and health concerns, I decided to redistribute some of his duties to other team members. This way, he was able to devote time to recovery, and the performance of the department did not suffer either.

#8. Could you give an example of a time when you had to fire an employee?

Employers ask this question to see whether you have what it takes to deliver disappointing news to employees. It’s never easy to fire someone, but showing empathy and being clear in your communication can help the process go more smoothly.

Sample Answer: When I was the head of the marketing division, I had to let one of my employees go. This individual was a new hire at the business. Things were going swimmingly at first, but I started seeing a decline in their performance soon after.

I had a few meetings with them to learn the cause and offer my assistance so that the department’s output would not suffer. The individual heard my criticisms and promised to change, but their behavior never altered, and I eventually had to let them go.

#9. When was the last time that you really had the backs of your teammates?

Recruiters ask this question to determine if you are the type of manager who will stand by their team no matter what.

Sample Answer: Meetings with the project’s stakeholders were a regular occurrence while my team and I worked on crucial company projects. One of the stakeholders started raising questions about project policies during one such meeting, disrupting the presenters.

When I sensed that my team was getting nervous, I stepped in to explain the policies. As a result, the meeting was successful, and my coworkers appreciated my help.

#10. Tell me about a time when a colleague’s advice helped you refine your own thinking.

Employers ask this question because they believe that good leaders should know the value of their team members’ input and do what they can to keep it. Make that point clear in your reply.

Sample Answer: While working on a project, I find it helpful to meet with the department every week to assess progress and identify any areas that may require further focus.

One of my coworkers brought up the notion of purchasing software to help the graphic designers in our department generate higher-quality work during one of these meetings. That sounded like a fantastic plan to me, and it turned out to be essential to bringing in new clients.

#11. What are your criteria for success?

As part of any managerial responsibilities, recruiters want to know if you have what it takes to establish and achieve objectives. The answer to this question should emphasize the accomplishments of the group over those of any one individual.

Sample Answer: To gauge my team’s progress, I look at the progress made toward smaller goals and hold mini-celebrations when those goals are met. I make sure everyone on the team does their part, and then I run quality checks to see if there are any places where we can do better.

#12. How do you inspire your team members?

This question is asked to identify whether you believe that a team’s output and quality of results are both improved by a high level of motivation among its members. You should demonstrate in your response that you place a premium on motivation and that you have ideas for how to increase it within the team.

Sample Answer: When I notice that my team members are losing motivation, I employ the strategies they have indicated would be most helpful to them. If a member of my team, for instance, responds better to positive reinforcement, I will employ that technique rather than one that I personally would find more effective.

#13. How do you prioritize your time and the time of those you supervise?

The reason why this question is asked is to see whether you understand your own and your team’s priorities in critical situations.

In your response, think about what factors might influence your decision-making. This is also a great way to showcase your leadership abilities.

Sample Answer: I use the deadline and the significance of the task or project at hand as my two primary criteria for prioritization. If it’s critical and needs to be done quickly, I make sure that the project gets prioritized. So, I would give the project the bulk of my attention and enlist the help of the team members best suited to completing the duties I set for them.

#14. How do you intend to further the professional lives of your team members?

Recruiters ask this question to see if you are the type of manager who is concerned about the long-term professional development of the people on their team. Therefore, make sure that you give some thought to what you may do to assist the development of your team’s professional life.

Sample Answer: To begin, I have to work closely with a group for a minimum of a couple of months in order to gain an understanding of the kind of professional advancements that would be suitable for them. Once I have an idea, I will look for specific training, conferences, and other educational events that will help refine specific abilities they may require or could benefit from.

#15. How can you, as a leader, ensure that your team members feel respected and included?

The reason this question is asked is that recruiters are interested in learning how you will put your beliefs about equality, diversity, and inclusion into practice on the job. Your response should reflect your concern about how your personal prejudices can influence your managerial decisions.

Sample Answer: Team members will be more productive if they are able to set aside their disagreements and appreciate each other’s individual experiences. I frequently arrange casual meetings with team members to guarantee that our personal prejudices do not hinder our partnerships. This allows us to get to know one another better and learn more about a wide range of issues.

26 More Interview Questions for Managers

interview questions for managers

You can prepare for your upcoming interview by going through more of these interview questions for managers:

  • When it comes to staff, how much leeway do you allow them, and how do you do so while still retaining authority?
  • How do you get people to take responsibility for their actions?
  • How often do you like to have meetings with workers to discuss their progress?
  • How critical is it to train new employees thoroughly within their first few weeks on the job?
  • Do you know how to make a pitch to upper management?
  • How have you worked to develop your abilities as a general manager?
  • Do you hold any credentials in management?
  • How do you stay informed about the events taking place at the company?
  • How do you typically communicate developments to other department heads?
  • Give an example of how you’ve built respect and allegiance among your teammates.
  • Please describe a time when you had to resolve a disagreement with a coworker.
  • Tell me about your strengths and weaknesses.
  • Please explain why you are qualified for this job.
  • What makes you want to leave your current position?
  • Can you tell us how other people at work would describe you?
  • Describe yourself as your supervisor would.
  • What do you find most fulfilling about a management role?

Internal Interview Questions for Managers

  • Tell me about a major success you had while working for us.
  • Tell me about some of the best parts of your present position.
  • Tell me about the things you dislike about your present position.
  • Explain how your prior experience at our organization helped prepare you for this role.
  • If you were offered the job, what steps would you take next?
  • If you were promoted, what might you do differently?
  • What are your manager’s thoughts on you leaving your current team?
  • Why should we hire you over the other applicants?
  • For what reasons should we prefer an internal candidate?

4 Tips on How to Prepare For a Manager Interview

interview questions for managers

In order to succeed in a management interview, consider these suggestions:

  • Research the company. Before going into the interview, it is really necessary for you to have a complete understanding of everything there is to know about the company. During the interview, you should prepare yourself to answer questions that are specific to the organization.
  • Practice in advance. It is important to practice using a variety of interview questions, including those that are common, unique, situational, and managerial in nature. You will have an advantage over other candidates if you are familiar with the types of questions that are typically asked during interviews and if you are prepared with thoughtful responses to those questions.
  • Utilize storytelling techniques. You can differentiate yourself from the other candidates if you provide a compelling story about the reasons why you are the best person for the job. If you use narrative tactics, you will be able to communicate all of the important information in the most convincing way possible.
  • Highlight the right skills. Lastly, ensure that you have a solid understanding of the obligations associated with the position. Find out what skills and experiences are most valued by employers, and make sure to highlight those aspects of your application when you’re being interviewed.

Final Thoughts

And that’s a wrap on 41 interview questions for managers and their respective answers!

It doesn’t matter if you have previous management experience or not; going through the interview process for a managerial role can be very stressful. That’s why it is important for you to get ready in advance.

We sincerely hope that you have found in this article not only the tips that you were looking for but also the questions and answers that will assist you in doing well in the next interview. Good luck!