Question: Describe the methods you have used to evaluate your subordinate’s or direct report’s work performance.
Alternative Question Phrasing:
- What procedures do you use to evaluate your subordinates’ performances?
- What do you do to keep track of your subordinates’ progress on delegated assignments?
Follow-up questions:
- How important is it to evaluate your team’s performance?
- What would you do with the do with the information?
- What tools would you use to evaluate performance?
- Would you compare subordinates?
- How would you structure the Key Performance Indicators?
Question Details:
Question Type:
Knowledge:
Skills:
Abilities:
Other Factors:
Work Activity (Task):
Information Input – Monitor Processes, Materials, or Surroundings,Interacting with Others – Assigning Tasks to Others (Delegation and Direction),Interacting with Others – Coordinating the Work and Activities of Others,Interacting with Others – Performance Management (Guiding, Directing, and Motivating Subordinates),Mental Processes – Judging the Value of Things, Services, or People
Work Context (Person-Job/Team/Org Fit):
Work Style (Person-Job Fit):
What to look for in an answer:
The candidate’s skills in performance management.
Red Flags to Watch For:
If the candidate does not use a good performance management model or KPI structure, that is a red flag. If the candidate seems like they will bias their subordinate’s performance ratings, that is a red flag.
Sample Answer:
I take advantage of technology when tracking deliverables and in giving feedback to my direct reports. We use Asana. That way, they have access to my immediate feedback, giving them ample time to make adjustments before deadlines.
Question Source:
Unknown