You've done the hard part—sourcing candidates with the right technical skills. Now comes a challenge that's equally crucial: assessing their people management skills. Getting this right can make the difference between cultivating a high-performance team and dealing with constant churn. To help your interview process, we've compiled the top interview questions to assess people management. This will ensure you find someone who can lead, motivate, and develop a team effectively.

Let's dive into understanding the importance of people management skills and the specific questions you should ask during interviews to identify these competencies. This will not only streamline your hiring process but also set your team up for long-term success.

1. Understanding People Management Skills

1.1 What is People Management?

People management involves overseeing and guiding employees to achieve the objectives of the organisation. Unlike project management, which focuses on tasks, people management focuses on individuals and teams. It entails resolving interpersonal conflicts, providing feedback, and creating an environment where employees can thrive. In managing people, a manager must align their team's goals with the company's mission and values.

Key activities in people management include:

• Hiring and Onboarding: Bringing in the right talent and ensuring they integrate well into the company.

• Performance Management: Regularly reviewing performance and providing constructive feedback.

• Motivating and Supporting Teams: Creating strategies to keep the morale high and support continuous development.

Pro-tip: Instead of focusing solely on job roles, assess candidates for people management skills by looking at their ability to inspire, develop, and reward their teams.

1.2 Why is it Important in the Workplace?

Effective people management is vital because it directly influences employee satisfaction and productivity. Poor management can lead to high turnover, dissatisfaction, and reduced morale. In contrast, good managers can unlock their team’s potential, leading to high performance and job satisfaction. This is crucial in a competitive business environment where retaining top talent can be challenging.

Consider the following benefits:

• Enhanced Productivity: Teams that are well-managed are more likely to meet or exceed their goals.

• Employee Retention: Good people managers foster a positive work environment, reducing turnover rates.

• Conflict Resolution: Effective managers can identify and resolve conflicts before they escalate, maintaining a harmonious workplace.

Pro-tip: When interviewing, ask candidates how they have dealt with employee dissatisfaction in the past to gauge their effectiveness in people management.

1.3 Key Skills of Effective People Managers

Effective people management requires a distinct set of skills. Key among them is emotional intelligence, which includes the ability to understand and manage one's emotions and those of others. This skill is essential for building strong relationships and fostering a collaborative work environment. Another crucial skill is communication, as it ensures clear expectations and feedback are shared.

Other important skills include:

• Conflict Resolution: The ability to mediate disputes and arrive at amicable solutions.

• Delegation: Knowing how and when to delegate tasks to empower team members.

• Performance Monitoring: Continuous assessment of employee performance and providing actionable feedback.

Pro-tip: During interviews, delve into these skills by asking situational questions that require candidates to demonstrate these competencies through past experiences.

2. Top Interview Questions to Assess People Management

2.1 How Do You Motivate a Team?

Motivating a team is crucial for maintaining high productivity and morale. When you ask a candidate how they motivate their team, look for specific strategies and techniques they use. Key points to note include personalisation of incentives, clear communication, and setting achievable goals. The ideal answer will detail how the candidate recognises individual team member strengths and integrates these into the team's overall dynamic.

Look for answers involving:

• Personalised rewards: Tailoring recognition to individual preferences.

• Regular feedback: Constructive and timely.

• Team-building activities: Enhancing cohesion and trust.

• Goal setting: Clear, achievable objectives.

Pro-tip: Effective leaders often motivate by example, embodying the work ethic and values they expect from their team.

2.2 Describe a Time You Resolved a Conflict

Conflict resolution is another vital skill for people managers. This question helps gauge a candidate's ability to mediate and find amicable solutions under pressure. Strong responses will include specific examples, mentioning the nature of the conflict, the steps taken to resolve it, and the final outcome. Particularly valuable are scenarios where the resolution led to improved team dynamics and performance.

Key elements of a strong answer:

• Clear identification of the issue.

• Step-by-step approach to resolution.

• Effective communication with all parties involved.

• Positive outcomes and lessons learned.

Pro-tip: Look for candidates who focus on communication and collaboration, rather than punitive measures.

2.3 How Do You Handle Underperforming Employees?

Addressing underperformance is a delicate task that requires a balance of empathy and firmness. When asking about handling underperforming employees, the best answers will detail structured approaches such as setting performance improvement plans, offering additional training, and providing continuous feedback. The goal is to determine if the candidate is proactive and supportive while maintaining organisational standards.

Ideal response should include:

• Performance improvement plans: Specific, measurable objectives.

• Support mechanisms: Training, mentoring.

• Regular check-ins: Monitoring progress and providing feedback.

• Root cause analysis: Understanding underlying issues.

Pro-tip: A manager who uses a growth mindset will often help underperformers become valuable team members again.

2.4 Can You Give an Example of How You Delegated a Recent Project?

Effective delegation is a hallmark of good people management. This question assesses a candidate's ability to trust their team and assign tasks appropriately. Strong candidates will provide an example where they delegated based on skills and workload, clearly communicated expectations, and monitored progress without micromanaging. They should also mention any follow-up actions taken to ensure the project's success.

Strong delegation elements:

• Task matching: Aligning assignments with team member strengths.

• Clear instructions: Defining objectives and expectations.

• Autonomy: Allowing employees the freedom to approach tasks their way.

• Follow-up: Regular updates and support.

Pro-tip: Effective delegation not only frees up a manager’s time but also empowers team members and builds their confidence.

2.5 What Strategies Do You Use for Team Building?

Team building is critical for creating a cohesive and collaborative environment. When exploring a candidate's strategies, seek those who use a mix of formal and informal methods to build rapport and trust among team members. Effective answers should showcase activities that enhance team bonding and communication, such as team outings, workshops, or regular brainstorming sessions.

Effective team-building strategies:

• Interactive activities: Team outings, retreats.

• Skill-building workshops: Enhancing both technical and soft skills.

• Regular team meetings: Open forums for communication.

• Celebrating achievements: Acknowledging individual and team successes.

Pro-tip: Candidates should mention how they tailor these activities to meet the unique needs of their team, ensuring relevance and effectiveness.

2.6 How Do You Support Team Development?

Supporting team development involves continuous learning and growth opportunities for team members. The best responses detail a candidate's approach to identifying development needs and providing relevant training and career advancement opportunities. Look for answers that also mention mentoring, coaching, and supporting team members in setting and achieving their career goals.

Supporting development involves:

• Training programmes: Both in-house and external.

• Career pathways: Clear plans for progression.

• Mentoring and coaching: Regular one-on-one support.

• Feedback cycles: Constructive and regular.

Pro-tip: A good sign is when a candidate discusses fostering a learning culture within the team, where continuous improvement is encouraged.

2.7 How Do You Manage Remote or Hybrid Teams?

Managing remote or hybrid teams comes with unique challenges. Candidates should demonstrate their ability to maintain productivity and team morale across different work environments. Effective answers will highlight the use of technology for communication and collaboration, methods to ensure accountability, and strategies to keep remote workers engaged.

Managing remote teams includes:

• Utilising tech tools: Platforms like Slack, Zoom for communication.

• Clear communication channels: Regular updates and meetings.

• Performance tracking: Tools like Trello, Asana for task management.

• Engagement strategies: Virtual team-building activities.

Pro-tip: Look for candidates who stress the importance of clear expectations and robust support systems to bridge the gap between remote and office-based team members.

3. Evaluating Responses for Effective People Management

3.1 What to Look for in Answers

When evaluating responses to people management questions, look for specific examples that demonstrate the candidate’s ability to handle real-world scenarios. Answers should detail actions taken, challenges faced, and outcomes achieved. Instead of vague generalities, the candidate should clearly outline their process and strategies used.

For example, if asked about motivating a team, an ideal response might include discussing setting clear goals, providing regular feedback, and using recognition or incentives. Clear, structured answers often indicate a candidate’s thorough understanding and hands-on experience in managing people effectively.

Pro-tip: Look for the STAR (Situation, Task, Action, and Result) method in responses as it helps in structuring comprehensive answers.

3.2 Red Flags to Avoid

When reviewing answers, be mindful of red flags that may indicate poor people management skills. These include answers that blame others or lack specifics. If a candidate avoids discussing past failures or lacks self-awareness, this might signal an unwillingness to reflect and improve.

Additionally, generic phrases such as “I always motivate my team” without concrete examples should be viewed with caution. This indicates a superficial understanding of the complexities of people management. Avoid candidates who don't reflect learning from past experiences or fail to mention team collaboration.

Pro-tip: Watch out for authoritarian language or a lack of empathy, as this can indicate a dictatorial management style.

3.3 How to Assess Leadership Qualities

Assessing leadership qualities involves looking beyond what the candidate says to how they say it. Confidence, self-awareness, and the ability to communicate a clear vision are critical markers of effective leaders. Answers should demonstrate strategic thinking and the ability to influence and inspire others.

During the interview, observe if the candidate involves inclusive language like “we” more frequently than “I,” as this often signals a collaborative leadership approach. Listening skills are also crucial. Candidates who acknowledge different viewpoints and explain how they support diverse team needs tend to manage people effectively.

Pro-tip: Include follow-up questions to gauge how well they adapt to feedback or change, reflecting their flexibility and growth mindset.

In conclusion, assessing people management skills during an interview is critical for identifying capable leaders. Pay attention to specific, structured answers, look out for red flags, and evaluate leadership qualities with keen observation. Following these guidelines will help you gauge a candidate’s true capability to manage people effectively.