“A wizard is never late, nor is he early. He arrives precisely when he means to.” ~Gandalf.
That’s a nice sentiment, but in today’s workplace some parts of a project arrive right on time while others do not. In fact, it is not that unusual that a team member will be late with their part of a project. This makes things tricky when others are depending on their work to move forward which then makes it very difficult to complete the project on time. Employers want to know that you have some method of making sure people stay relatively on time, preferably something that doesn’t involve yelling at them.
Behavioral Interview Question: How do you ensure that the tasks you have delegated are completed on time and correctly? Give me a specific example to illustrate this.
It should come as little surprise that the key here is to have a specific example that shows you have a basic check system in place. The specific example itself is much less important than the actual check process. The best leaders take the time to make sure that their staff are well regulated, whilst still trusting them to do their job. You’re going to have to think back to something concrete that you did that not only shows you have a plan, but also doesn’t indicate a distrust of the team.
“I want the team to know that I trust them, but I also believe it’s very important to have a way to keep track of what they’re accomplishing. So what I do is I create an online survey that is sent to them automatically at the end of every day. It asks them to rate where they are in the project, list some of the steps they’ve completed, and provide an estimated completion date.
I’ve found this can help be a motivator since they’ll want to make sure that they have something to say. I can also monitor it online, and because it’s sent automatically through a program, the team knows I’m not sending it to be distrusting – rather, it’s simply a part of my process. I have found this method helps projects move along very quickly.”
Whether you have an answer like this, that’s up to you. But even if you’re answer is not quite this in depth, try to think of something you’ve done. If you genuinely have nothing, give an example of what you’d like to try in the future, and give concrete examples that show the employer you have a real plan.