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How to Choose Your Future Boss

Posted by Belinda Skinner

over 4 years ago

According to a 2015 Gallup survey in the US, 51% of managers leave their jobs “to get away from their boss”. Based on the comments we hear each day from candidates visiting en world Thailand offices, this figure seems to fit Thailand too!

Given the fact that so many people leave the company because they are unhappy with their current manager; wouldn’t it be great if you felt like you were able to take an active role in choosing your future boss?

Well, if you are an active job seeker, you can! The interview with the line manager will always give you an opportunity to ask questions.

“As a job seeker it is easy to feel that the interview process is all about your skills and experiences being held under the spot light, keep in mind that it is a selection interview for both of you ” said Nuttacha Gattegrut, Manager IT Team, en world Thailand. “The interview is really about both sides screening each other. You should be prepared to take a proactive approach and reduce the chances of a bad boss “following” you to your next job. Use the interview checklist below to think about how your ideal candidate for the job of “My Boss” would answer.”

Here is a checklist of questions that you can use to interview your future manager. Be sure to take good notes and review the answers as part of your interview debrief. Try to find out about their management style with a variety of questions including management style, team structure and how they manage performance in their team.

Understand their personal management style

  • What is your leadership style and philosophy?

  • What do you think your staff thinks are your strengths?

  • What do you think your staff thinks are your weaknesses?

Understand their expectation about staff

  • What kind of the staff do you want to have in your team?

  • What type of people do well on your team?

Understand their approach to development

Who is your most valuable player and why?

  • What are their strengths and weaknesses?

  • What are you doing to develop them?

Who is underperforming and why?

  • What are their strengths and weaknesses?

  • What are you doing to improve their performance?

Understand their approach to performance

  • What have been the changes in the team in the last 12 months? Turnover, promotions etc?

  • For those who did not work out well, what happened to them? (Transferred, fired, tolerated, resigned etc.)

  • For your star players, what happened to them? (Promoted, transferred)

Understand direction and future plans for the team

  • What is planned for the team in the next 12 months?

  • What is your vision for your team in 3 years from now?

Belinda Skinner – Country Manager – en world Thailand