Manager Procurement Interview Preparation Guide
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Manager Procurement Frequently Asked Questions in various Manager Procurement job Interviews by interviewer. The set of questions here ensures that you offer a perfect answer posed to you. So get preparation for your new job hunting

35 Manager Procurement Questions and Answers:

1 :: How to be a Good Manager?

There's a hierarchy of management in every large organization that keeps the whole operation running smoothly. A good manager is able to blend into the background, changing small things here and there to great effect. Being a good manager is about leading by example. It's one of the toughest jobs out there in part because you have to manage other people's expectations and also one of the least acknowledged. Despite this, there are several tricks of the trade that will help you successfully manage all your responsibility, in style and with verve.

2 :: How to motivate employees?

Ask the employees how they're liking their job on a regular basis. Encourage them to be honest with you. Then take action based upon what they tell you.
Offer perks that your employees will value. If health is important to them, give them time to go to the gym and work out. If their family is important, respect the time they may need to send their kids off to school in the morning or pick them up in the afternoon.

3 :: How to make emplyees or seniors feel good?

1) In a meeting with your boss, for example, mention something one of your workers did well. If your boss happens to mention to that worker that you said something good about them, they're likely to feel that you appreciate them and made the effort to put in a good word. That sort of compliment doesn't go unnoticed.
2) Privately laud what your employees do well. Tell them when you have a moment. Go into detail. A private chat, however short, can have a positive impact on morale, resulting in more self-motivation.

4 :: How you can tell employees that how much you appreciate them from time to time?

Just go out and say it. Ask them out for a cup of coffee and tell them what you appreciate about them.
✫ They're a hard worker
✫ They effectively motivate other people
✫ They're easy to coach
✫ They're disciplined or go the extra mile
✫ They always cheer you up, etc.
Don't mince words just tell them straight out. An employee who knows just how much they are appreciated will work harder, enjoy what they do more, and pass that psychic happiness along to other employees.

5 :: How to setting goals?

Don't be the kind of person who never shoots for the moon. Staying measured in your goals doesn't mean that you should always play it conservative, never setting high goals. A manager who never punches above her weight can come across as lacking ambition. Even the conservative poker player knows they need to go 'all-in' from time to time.

6 :: What you think about the idea of "Under-promise, over-deliver"?

This idea can apply to several different areas of life, but it's a great managerial mantra. Do you want to be the kind of person who has wildly optimistic goals that they never meet, or do you want to be the kind of person who sets measured goals and ends up exceeding them by leaps and bounds? Although this is about image, image is extremely important.

7 :: How to make sure each employee knows what's expected?

Having concrete goals empowers your employees and keeps them focused on work. Explicitly outline what you expect, when the deadline is, and what you'll do with the results.

8 :: How to hold yourself as manager to the highest standards?

We all know the kind of manager who constantly shouts or bitterly complains when mistakes are made but gives himself a 'pass' when he fails. Don't be this kind of manager. Ideally, be harder to on yourself than you are on your employees. This can have a trickle-down effect: Employees see the types of goals and standards you set for yourself and want to emulate you because they look up to you.

9 :: How to delegate responsibilities?

1) Always try to Start small. Give people tasks that, if performed incorrectly, can be fixed. Take the opportunity to teach and empower your employees. Then gradually give them tasks with greater responsibility as you come to understand their strengths and weaknesses.
2) Learn how to anticipate any problems they might have so you can coach them properly before they begin.

10 :: How to offer goal-oriented feedbacks?

Meet in small teams or one-on-one, and go over your comments in detail.
Set up a schedule for feedback. Offer it regularly so that your employees know when to expect it and can make space for it in their workflows.

11 :: What to do when employee make mistakes?

Suppose when one of your underlings employee makes a mistake, don't lord it over them, assume the mistake as your own, even if it isn't technically yours. What you're doing is creating a culture where your employees feel comfortable making mistakes. This is a very important concept:
Doing this allows your employees to innovate and, ultimately, to learn or grow. Workers who learn from their mistakes will grow to become better workers; those who fail to make mistakes in the first place usually play it too safe, never venturing out into deep water.

12 :: Why manager should assign tasks that will stretch employees?

As your workers begin to take on more responsibility and demonstrate that they're capable, give them tasks that will expand their skills and help them take more ownership of their work. Not only are you finding out how much your employees can handle, you're making them more valuable to the company.

13 :: Why manager shouldn't take credit for employees' achievements?

Let them take credit for their own achievements. This motivates them to continue to chase after success. The successful manager is like a conductor. He orchestrates the music so that each element sounds as good as possible and resonates with the group as a whole. A great conductor will lead by example, blending into the background.

14 :: How to communicate effectively?

1) Don't be one of those managers who inadvertently makes an employee feel like they're bothering you when they bring up a question or concern. Instead of seeing it as another crisis to manage, look at it as an opportunity to show your employee how much you want this organization to be a fulfilling place to work.
2) Never minimize or dismiss the concerns of your employees, and always make sure that you've answered their questions completely.

15 :: Can manager take interest in his employee?

Don't make every interaction with your workers strictly business. Ask after their well-being, chat with them about yourself, and establish a personal connection.

16 :: Why manager should keep door open?

Always remind people that if they have any questions or concerns, you're ready and willing to listen. Maintaining an open channel of communication will make you aware of problems quickly, so that you can fix them as soon as possible.

17 :: Can manager take interest in his employee personal matters?

Know your boundaries. Don't overstep and ask your employees about anything too personal, such as religion, politics, or personal relationships. You can keep up a friendly rapport without being invasive.

18 :: What are effects of positive and negative feedbacks?

When you mix positive and negative feedback, both areas suffer. The positive becomes overshadowed by the negative, and the negative doesn't carry the full force of its potential impact. Of course, there may be situations where you'd want to communicate this, but on the whole it makes communication less effective.

19 :: Should manager listen his employee or not?

Listen to what your employees and coworkers have to say. You don't always need to be the driver of meetings, keeping others out by dominating the podium. Always make a sincere effort to listen.

20 :: How to put the idea-sharing into a stranglehold?

When employees are actively sharing ideas. Don't butt in and talk just to make sure your voice is part of the mix. This can put the idea-sharing into a stranglehold.