6 Real-Life Examples "How do you like to be managed?" in an Interview

Interviewing for a job is important. You want to give the best impression possible.

But how do you like to be managed? Well, if you've never met a potential manager before, it's hard to gauge how they will manage you.

  • Use your research into the company to show how you’d thrive in its management culture.
  • Pick some of the strengths that you’d demonstrate if you got the job, and suggest ways that their managers could support you to do that.
  • Steer clear of discussing any detailed requirements. Instead, focus on the higher-level approaches that would allow you to shine – such as being given new responsibilities, or having a line manager who can both support and challenge you.
  • And, since people management is a two-way street, mention some of the ways in which you’ve helped it to work successfully in the past.

Here we have 5 real-life examples of these questions and how it was answered by those who were being interviewed.

Working with managers who are flexible, supportive, and transparent

I love working with managers who are flexible, supportive, and transparent. I feel like I perform best when given the freedom to make decisions and take ownership of my work. I also appreciate being provided with clear expectations and a clear understanding of what's expected of me, so that I know if/when I've fallen short.

I have experience working with managers who have given me new responsibilities and challenges, which has been really rewarding for me. I'd love for my manager to continue to challenge me in new ways as we grow together in this company.

I also think it's important for managers to be accessible and approachable. It's important for them to be able to talk through issues when they arise so that we can work together toward a solution instead of just letting problems fester.

Clear goals and the freedom to achieve them

When I'm working with a manager, I like to be given clear goals and the freedom to achieve them in my own way. I think it's important that managers give clear direction—and then trust their employees to do the work they were hired for.

I've been lucky enough to have worked with some great managers who have helped me reach my potential at every job. In particular, my last manager gave me a lot of responsibility, but also made sure that I knew what he expected from me so that I could deliver on it. He was always there if I needed advice or support, but he didn't micromanage me and let me get on with doing what I do best.

I think this approach is key because it allows you to feel supported, but also challenged: you know what's expected of you and why it matters, but you can still use your own initiative to get results.

Hardworking managers and to be guided by them

I like to be managed by someone who is very hands-on and can guide me in my work. I am a very hard worker and love working with people. I also find it helpful when my manager has a lot of experience in their field and can offer me good advice.

I would thrive in your management culture because I want to be surrounded by people who are as driven as I am. It's important that we all work together to get the job done.

I'd demonstrate some of my strengths if I got the job by doing things like working hard, staying late when necessary, and making sure everything is done correctly.

Your managers could support me by giving me more responsibility so that I can do more on my own without needing direction from them all the time. They could also give me feedback after each project so that I know what areas need improvement or where changes should be made in future projects.

My past experience has shown that I am good at communicating with others and listening carefully to their needs so that communication between us remains open throughout our working relationship

Allowing one to learn and grow at own pace

I like to be managed in a way that allows me to learn and grow at my own pace. I like to be given the chance to make mistakes, and then have my manager help me work through them. I think this kind of feedback can really help people who are new to the team, or new to their role, feel more confident in their abilities.

I also think that managers who are willing to give feedback on a regular basis will find that their employees feel more motivated and engaged with their work because they know that they’re being supported, rather than just criticized.

I’m very good at multitasking and adapting quickly when unexpected things happen. In fact, I enjoy it! This means that I’m able to take on additional responsibilities without needing much hand-holding from my manager – if any at all – which means that they don’t have time for lots of other projects that might need their attention instead.

Management style based on trust

I’d like to be managed in a way that allows me to thrive, and I know that there are many different ways of doing it.

I’ve worked in teams where we all had certain responsibilities, and we were all managed in different ways. Sometimes my manager would give me more responsibility, and sometimes they would take some away. Sometimes they were very hands-off and let me figure things out on my own; other times they were very involved and gave me lots of feedback.

In general, I think the best management style is one that is based on trust: trust that you will do your job well, but also trust that you will take initiative when necessary. It helps if your manager understands what motivates you, so they can provide encouragement when you need it and challenge when that’s required too.

In terms of giving feedback, I think it’s important for managers to be clear about what their expectations are for their employees – so that employees know what is expected of them and can work towards those goals together with their manager.

Having an open dialogue

I’m a very collaborative person. I love to get involved in the work of the team and make sure that everyone is on board with what we’re doing.

I think it’s important for managers and employees to have an open dialogue about what we’re trying to achieve and how best to go about it. That way, we can build a strong working relationship based on mutual trust, respect, and understanding.