What Are the Questions Asked in Managerial Round


What Are the Questions Asked in Managerial Round?

When it comes to landing a managerial position, the interview process can be quite rigorous. One of the most crucial stages is the managerial round, where candidates are evaluated based on their leadership skills, problem-solving abilities, and overall fit for the role. To help you prepare for this important step, we have compiled a list of common questions asked in a managerial round, along with insights and tips to help you ace your interview.

1. Tell us about your management style.

This question aims to assess your approach to managing a team and your ability to adapt your style to different situations. It is essential to provide a well-rounded answer that showcases your leadership skills. You can start by describing your overall management philosophy and then provide specific examples of how you have applied it in previous roles. For instance:

  • I believe in a collaborative management style where I empower my team members to take ownership of their work. In my previous role as a project manager, I encouraged open communication and regularly held team meetings to gather input and address any challenges.
  • I also understand the importance of adapting my management style to different individuals. For example, some team members may thrive with more autonomy, while others may require more guidance and support.

2. How do you handle conflicts within a team?

Conflict resolution is a critical skill for any manager. This question aims to assess your ability to navigate difficult situations and maintain a harmonious work environment. When answering this question, it is important to emphasize your ability to listen, mediate, and find mutually beneficial solutions. Here’s an example response:

  • When conflicts arise within a team, I believe in addressing them promptly and directly. I encourage open communication and actively listen to all parties involved to understand their perspectives.
  • I then work towards finding a resolution that satisfies everyone’s needs. In one instance, I had two team members who had conflicting ideas on how to approach a project. I facilitated a meeting where both individuals could express their concerns and ideas. Through active listening and mediation, we were able to find a compromise that incorporated the best aspects of both approaches.

3. How do you motivate your team?

As a manager, motivating your team is crucial for achieving success. This question aims to assess your ability to inspire and engage your team members. When answering this question, it is important to highlight your understanding of individual motivations and your ability to create a positive work environment. Here’s an example response:

  • I believe in recognizing and celebrating the achievements of my team members. By acknowledging their hard work and contributions, I create a positive and motivating work environment.
  • I also understand that different individuals are motivated by different factors. Some may be driven by personal growth and development, while others may be motivated by financial incentives. I make an effort to understand each team member’s unique motivations and tailor my approach accordingly.

4. How do you handle underperforming team members?

Dealing with underperforming team members is a challenge that managers often face. This question aims to assess your ability to address performance issues effectively and support your team members in reaching their full potential. When answering this question, it is important to showcase your ability to provide constructive feedback and implement strategies for improvement. Here’s an example response:

  • When I encounter an underperforming team member, I first try to understand the root cause of the issue. I schedule a one-on-one meeting to discuss their performance and any challenges they may be facing.
  • During this meeting, I provide specific examples of areas where improvement is needed and offer guidance on how to address these issues. I also work with the individual to create a performance improvement plan that outlines clear goals and expectations.
  • Throughout the process, I provide ongoing feedback and support to help the team member succeed. In one instance, I had a team member who was struggling to meet deadlines. Through regular check-ins and additional training, we were able to improve their performance and meet project milestones.

5. How do you prioritize tasks and manage your time?

Effective time management is crucial for managers who often juggle multiple responsibilities. This question aims to assess your ability to prioritize tasks, delegate when necessary, and manage your time efficiently. When answering this question, it is important to showcase your organizational skills and ability to handle competing priorities. Here’s an example response:

  • I believe in setting clear goals and priorities to ensure that important tasks are completed on time. I start by assessing the urgency and impact of each task and then create a detailed plan to manage my time effectively.
  • If I have a particularly heavy workload, I delegate tasks to team members who have the necessary skills and capacity. Delegation not only helps me manage my time better but also provides growth opportunities for my team members.
  • Additionally, I regularly review and adjust my priorities as needed to adapt to changing circumstances. This flexibility allows me to stay focused on the most critical tasks and meet deadlines.


1. How do you handle a team member who constantly challenges your authority?

When faced with a team member who challenges your authority, it is important to address the issue promptly and assertively. Here’s an example response:

  • I believe in open and honest communication, so I would schedule a private meeting with the team member to discuss their behavior and concerns.
  • During the meeting, I would actively listen to their perspective and try to understand the underlying reasons for their behavior.
  • I would then provide clear expectations regarding their conduct and the impact it has on the team. If necessary, I would involve HR or higher management to ensure a fair resolution.

2. How do you handle a project that is falling behind schedule?

When a project is falling behind schedule, it is crucial to take immediate action to get it back on track. Here’s an example response:

  • I would first assess the reasons for the delay by reviewing the project plan, identifying bottlenecks, and consulting with the team members involved.
  • Based on this assessment, I would develop a revised plan that includes realistic deadlines and additional resources if necessary.
  • I would communicate the revised plan to the team, ensuring that everyone understands their roles and responsibilities.
  • Throughout the process, I would closely monitor progress, provide support where needed, and make adjustments as required to ensure timely completion.

3. How do you handle a team member who is resistant to change?

When dealing with a team member who is resistant to change, it is important to approach the situation


Please enter your comment!
Please enter your name here