Q: How would you handle a difficult employee, or how would you handle an employee who is struggling?
I believe it's crucial to differentiate between an employee who simply doesn't have the drive to succeed at the corporate versus an employee who is simply browsing a rough patch and wishes motivation. In either scenario, I might talk with the worker first to ascertain what's happening and see if an answer is often reached without resorting to disciplinary actions. as an example, at my last job, there was an employee who wasn't greeting customers and asking if they needed assistance while within the store. I spoke with him about what was happening, and he informed me that his mother was very ill, so his head just wasn't within the game. We were ready to compute a system where he got the day off, and when he returned he was an exemplary employee.
Q: What's your knowledge of our store's products?
I have worked at a bookstore in the past, and that I make it to some extent to become conversant in the foremost popular authors and genres. this enables me to form recommendations for customers. for instance, if someone were to return in eager to buy the Harry Potter series, then I might recommend similar books for young adults. I even have found this approach is especially successful with customers who frequent the shop because they're the foremost hospitable hearing suggestions and trying new books.
Q: What personality traits does one believe a mercantile establishment manager must possess to be effective in their job?
The interviewer will ask this sort of question to check your ability to assess yourself and be introspective. They also want to work out if your views on this issue align with theirs. the simplest thanks to answering this question is to reference the talents listed within the job posting with a stress on the key skills you possess.
Q: The sales team did not reach their monthly sales target. How would you give this feedback to your team?
Demonstrates the candidate’s communication and interpersonal skills
Q: Which strategies does one use to motivate your employees and why?
Tests the candidate’s leadership abilities.
Q: What methods does one use to coach new store employees?
This is often your first operational question. Operational questions are meant to work out the processes you employ to perform your job. These questions are perfectly answered by giving a step-by-step description of how you accomplish the task about which the interviewer is asking you.
Q: Why does one want to figure as a manager in our store?
Try to praise them for something. Perhaps their pricing policy, or the way during which they treat customers (speaking from first-hand experience), the merchandise selection, the philosophy they follow within the store, and so on.
Q: One among the workers doesn't respect your authority. What would you do?
This is a difficult situation and therefore the right answer depends on the economic climate, and therefore the situation within the given store. If it's easy to exchange the worker (popular chain, many job applications), you'll say that you simply would fire them. in fact after one friendly warning, and another warning–not so friendly though. If they still don't listen, they need to go.
Q: But what to try to do if you can't afford to terminate someone’s contract, because it might be super hard to seek out a replacement?
In such a case you ought to believe in your communication skills. Say that you simply would have a one-on-one meeting with the worker, and clearly attempt to understand what’s wrong. It can have something to try to do with you, but they'll also face a drag in their private life or have another reason to act as they are doing. you'd attempt to communicate it with them and find how out. Relocation or change of shift is additionally an option.
However, if they eventually don’t respect you, and fail to require care of their duties, they're going to need to go. You can’t afford such an employee in your team, since they will easily spoil the morale within the team, or induce disobedience in a number of their colleagues.
Q: Do you shop at Brands
It’s hard to sell a product that you simply don’t use. Genuine enthusiasm shines through to consumers and hiring managers. But so does fake hype. you would like to make certain to answer this question honestly and diplomatically.
How you can answer
If you’re already a customer, be prepared to supply a detail or two about your favorite products. Try something like:
“I do! I’m hooked on your eucalyptus mint bathroom cleaning spray. I really like the way my bathroom smells after I clean it, and it makes me feel great to understand I’m employing a product that’s nontoxic and good for the environment.”
If you’re not already a customer, say “not the maximum amount as I might wish to,” then attempt to tie your reason why back to one among those five key attributes I discussed earlier. for instance, if you're one parent on a budget you'll say:
“Honestly, as a mother of three boys, most of my money goes to food! But I prefer that your cleaning products are literally good for the environment and safe to use in my toddler’s room, so I anticipate trying it out soon!”
Q: How does one motivate your team of sales associates?
What you would like to hear: a robust leader will recognize that motivating a team requires quite one technique. an honest candidate will explain how they work to know each individual team member and therefore the team as an entire. Listen for the range of techniques the candidate appears to possess a command of, like open communication, clear and attainable goal setting, performance reviews, financial rewards, recognition awards, suggestion boxes, and venues for conflict resolution.
Read Also: UPSC Interview Questions And Answers
