The Top 10 Questions I Receive about Trading and My Personal Answers to Them

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10 Questions to Ask at Your Performance Review

It’s that time of year again, a time when we all revert to being rebellious teenagers, rolling our eyes about having to go through our annual performance review.

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“It does trigger that whole parent-child dynamic. That somebody has power over you,” said Marie McIntyre, a career coach and author of “Secrets to Winning at Office Politics.”

The rest of the year, you get to be independent, maybe go to your boss for direction or collaboration. But for that 15 minutes, you are acutely aware of who’s in charge and he’s about to tell you if you’ve been naughty or nice.

Well, just like you’d tell a pouting teen to knock it off, get over it and grow up, it’s time for all of us to get over it and grow up — and realize the opportunity that a performance review presents.

“I think the biggest mistake people make with performance reviews is going into it as a passive participant,” McIntyre said. “With a performance review, your boss is running the show but that doesn’t mean that you have to sit there and listen to whatever your boss may have to say and then go ‘OK, whatever,’” she said.

“That’s the one time that’s structured for you to sit down with your manager and talk about your job — You want to take advantage of that,” McIntyre said.

Some bosses are good at performance reviews but more often than not, they hate them as much as you do and you won’t get as much out of it as you should. McIntyre breaks these “problem bosses” into three main categories: There are the cowards, who hate reviews and just want to shuffle you out of there with a “Good job, here’s your 3-percent raise.” Then there are the critics, who only focus on the negative, and the peacekeepers, who are so worried about everyone being happy that even when they’re offering a criticism, it sounds like a positive.

So your job is to do your homework — go in there with your own assessment of how the year went, what your goals are for the coming year and any questions you have for the boss. If you’re prepared, you won’t have to dread your annual performance review – you’ll welcome the opportunity!

No matter what type of boss you have — a coward, critic, peacekeeper or one who gets it — here are 10 questions you should ask at your performance review.

1. What do you think went well this year?
A good boss will not only offer criticism of areas she thinks you could improve in but also praise for the things you’ve done right. If that doesn’t happen, Don’t sit there like a moody teenager with your arms crossed and lips pursed and then run to your co-workers to complain afterward. Instead, try this simple tip — Just ask her what she thought went well last year.

Rob McGovern, founder of JobFox.com and CareerBuilder.com, cautions not to spend too much time focusing on the praise — focus on what you’re going to do next. “Too many people go into those meetings trying to hear the good stuff,” he said. “I would say only spend about 10 minutes on that and then move on. Unless you’re dumb, you already know what you’re good at,” he said. “Look at performance reviews as action plans — find out what you can do better.”

2. What do you think I should do differently next year?
“It’s important that you think of it this way — what should I do differently next year — instead of asking what did I screw up last year?” McIntyre says. “Even though the review is about your past performance, you want to focus on the future … that’s much more constructive than what went wrong last year.”

3. What can I do to improve my rating in this area next year?
If you work for a company that uses a ratings system, it’s easy to get hung up on the number or grade you received. In reality, McIntyre explains, there are a lot of factors that go into those ratings. Maybe they’re on a quota system and they only give out a certain number of the top ratings. Maybe they have a system for how they give out the top ratings — maybe to people who’ve been there the longest, etc. And arguing that you deserve a better rating is pretty much futile. It just makes you look juvenile and often results in passive-aggressive behavior like calling in sick when you’re not. When a boss gives you a criticism, McIntyre says, one of the most important things is to let your boss know that you’ve gotten the message and that you’re working on whatever it is they said you need to improve. A good way to get your game plan going is to ask simply, “What can I do to improve my rating in this area next year?”

4. What can I do to be more helpful to people on the team?
There are very, very few jobs where you’re completely independent, and team dynamics are often dynamic — and not in a good way! Your boss gets it all dumped on him. Sally doesn’t listen to me when I ask her to do something! Seriously, how clueless is Joe? Instead of being part of this charming complaint chorus, take the opportunity to ask your boss if he has any suggestions for how you can be a better team player. Maybe there’s something people are saying about you that you’re unaware of or maybe there’s just something he’d like someone to do to help the team — and by asking, you’ve now just stepped up to the plate.

5. What are your most important goals for next year?
You may be patting yourself on the back for simply setting goals for the coming year, but if you’re really taking this seriously, you’ll go one better and ask your boss what her goals are for next year. McIntyre said in all the employee surveys she’s done, people tend to score high on understanding their own goals, and even the goals of the organization but many score low in understanding the boss’s goals. “Talk to your boss. If you know what your boss’s priorities are, you may be able to think of ways your boss hasn’t thought of to make things better. Or, you may come across information that you can pass on to your boss,” McIntyre said.

Matthew Rothenberg, the editor-in-chief at TheLadders.com and co-author of “You’re Better Than Your Job Search,”adds that you should also ask about what your boss wants the team to do to achieve those goals.

Ask, “What are the two most important factors that you want to improve in our organization over the next six to ten months?” and “What are the most important things we need to do to improve those two factors?”

6. How can I make your job easier?
Go one better and ask your boss, “How can I make your job easier?” Most of us have no idea how many things, both big or small, that our bosses have to manage, from why we lost that multi-million-dollar account to why the order for paper clips never got filled. And bosses often have thoughts about things their employees do that are irritating or inefficient but for one reason or another, they don’t share those thoughts. Stop being part of the problem — and start being part of the solution. A question like this can go a long way. “Your boss might say, ‘If you could get those expense reports in a few days earlier that would help me,’ or ‘If you used the same format Fred uses for your monthly report, that would really help,’” McIntyre explained. “The question will really impress your boss because people don’t think of that,” she said. “No one ever asks that question!”

7. How do you think our business is going to change in the future? What challenges is our company facing?
This type of question has two main benefits: It will help you understand why your boss and other executives make some of the decisions that they do plus, it sends a message to your boss that you are not only thinking of your job — but also the big picture. And, if you understand the big picture, that can help you make some smart choices for the team and even recommendations to the boss.

8. What knowledge or skills do you think I may need to develop to meet my goals in this job?
This type of question is crucial to your advancement in the company. You can’t just wait until a promotion is announced, fume over why you didn’t get it and then go to the boss arguing “What does he have that I don’t?” If you’d stopped rolling your eyes in your review long enough to ask what skills your boss thought you needed to advance in your job, you would now be heading out to celebratory drinks over your new promotion — and not choking on your own rage.

9. What career opportunities do you think there are here for a person with my background?
This type of question sends a great message to your boss that you are committed to this company and building your career here. In some cases you know what you want to do, but you may not know what all the paths are for someone with your skills or what changes might be afoot that could offer you opportunities for advancement. By asking this question in your review, you’ve tossed your hat in the ring and put yourself on the boss’s radar, before the first email even went out about changes or promotions!

10. What do you find to be the most difficult thing about doing performance reviews?!
OK, only ask this one if you have a good relationship with your boss and she has a sense of humor. You may only have to do one of these exhausting reviews but remember, your boss has to go through this for every employee! She hears all the bragging, all the complaints, all the questions. So, once you’ve finished with all the you-you-you, just take a quick minute to ask her something about how she feels — what she’s frustrated about. It’s a little burst of relief amid all the intensity of reviews — and almost a guaranteed that your review will end on a smile!

Remember: This performance review isn’t your boss’s way of torturing you. It’s a way for your boss to go over your accomplishments and set goals for next year.

Don’t just think of yourself, think of the company. Remember, a lot of companies are struggling financially right now, so go in there prepared to list examples of why you’re worth your salary.

“You want to reaffirm your commitment to adding value to the company by generating more money or creating greater efficiencies,” Rothenberg said. “And specifically, you want to demonstrate an interest in what it will take to make the person reviewing you (your boss) more valuable to the company.”

If you generate revenue for the company, be prepared to list specific gains to which you’ve contributed, he said. And, if you aren’t part of the revenue-generating part of the business, be prepared to at least list a few ways that you’ve saved the company money — and how you plan to save more next year.

Common Manager Interview Questions With Best Answers

How to Answer Management Interview Questions

Image by Emilie Dunphy © The Balance

If you’re preparing for an interview for a manager position, you have obviously interviewed successfully in the past. However, even with your experience, it can be helpful to review interview questions and answers for manager candidates.

Beyond that, you might want to go over interview success techniques to improve your chances of landing the job. The more prepared you are for your interview, the more polished you’ll appear, and the more likely you’ll be to move forward in the hiring process.

Types of Management Interview Questions

An interview for a manager position will consist of questions about your experience, management style, what you’ve accomplished in the past, and what your expectations are for the future.

The hiring manager will ask questions to determine how well you will fit into the organization, and how effective you’ll be in the position.

To craft your answers, it will help if you share anecdotes and specific examples from your previous work experiences. This will show the interviewer how you capably handled situations and worked with a team. Tailor specific responses, so your job qualifications will come through loud and clear.

If you’re interviewing for a management trainee position, where you’re not expected to have a lot of related work experience, you will most likely be asked about your ability to lead groups, delegate tasks, and perform related duties. It’s fine to share examples from academic and extracurricular activities to show the interviewer how you’re qualified.

How to Answer 4 Common Manager Interview Questions

12 Common Manager Interview Questions and Best Answers

When interviewing managers, most interviewers will focus on two distinct aspects of the managerial experience—whether you get results and how well you deal with people. Both are equally important.

If you can’t deal with managing different personalities in team environments and under stress, nothing else you do will matter. On the other hand, if you get too involved in dealing with people’s personal problems, you’re unlikely to be able to help the organization achieve its goals.

As a manager, you’ll set the tone for your team. If you don’t share the organization’s values, goals, and culture, you won’t be able to lead effectively. Prepare for your upcoming interview with these concepts in mind. It may help to review these common manager interview questions.

Interview Questions About Management

Most of the questions you will be asked during your interview will be focused upon your actual management experience and your knowledge of effective management strategies and styles.

1. What do you expect from a manager?

What They Want to Know: As part of your discussion about the forces that led you to enter a management career track, you may be asked your opinion about what you as an employee expect from a supervisor. Keep your answer positive as you describe what you have found to be good management qualities.

The managers I’ve had in the past who I now emulate had open-door policies with their teams – one always felt comfortable going to them to discuss tricky workplace issues. They respected our opinions, collaborated with us to arrive at positive solutions, and maintained our confidentiality.

2. What was it like working for your manager?

What They Want to Know: This question isn’t a query for information so much as it is a test of how you will respond when talking about working with difficult managers. Avoid criticism of former managers at all costs – the employer is trying to ascertain if you will be a congenial team leader, so keep your answer upbeat.

I’ve never had a difficult manager – only difficult project challenges that we always worked together to resolve. I’ve been lucky that the managers I’ve worked for maintained open lines of communication so that we could nip any rising issues in the bud.

3. Share some examples of the ways in which you’ve impacted worker safety.

What They Want to Know: Occupational health and safety is a major concern of employers, especially in high-hazard workplaces like factories, chemical labs, and construction sites. Describing how you’ve positively impacted worker safety is a good way to add value to the impression you’re providing of your management skillset.

As a call center manager, I noticed that several of our staff were reporting cases of carpal tunnel syndrome and back pain. Through some clever manipulation of our operating budget, I was able to purchase more ergonomic workstations that resulted in far fewer complaints.

Interview Questions About Employees

Employers have to decide whether, as a manager, you have what it takes to successfully coordinate and manage personnel with various backgrounds and skill levels while at the same time taking direction from your own superiors.

4. Describe how you managed a problem employee.

What They Want to Know: The hallmark of a great supervisor is that they know how to bring out the best in their workforce. This sometimes involves working with a challenging employee to resolve performance issues. Use the STAR interview response technique to structure your answer in advance.

Last year, I had an employee assigned to my department who was a brilliant (but very young) financial analyst, onboarded straight out of college. His people skills left something to be desired – soon his team members were complaining that he was dismissive of their ideas and belittled their contributions. So, I called him into my office, and we had a conversation about our company culture and how collaborative teamwork is crucial to our operations. I also alerted him that he was on notice to drop his ego at the door and improve his manners – which he did.

5. If you knew a manager were 100% wrong about something, how would you handle it?

What They Want to Know: Even if you are a manager yourself, you will probably be a direct report to a more senior supervisor. Your interviewer wants to know not only how you lead others, but how you yourself, as an employee, respond to direction and communicate with your own boss (especially when he or she is wrong).

No one is right all of the time – everyone has a bad day occasionally when they just aren’t focused and make mistakes. Yet in business it’s critical to correct errors a.s.a.p. On those very few occasions where I felt like my manager made the wrong call, I’ve never hesitated to speak with them privately about the situation, laying out my rationale in a nonjudgmental fashion. In every single case, they admitted that there had been an oversight, and they thanked me sincerely for my “good catch.”

6. What strategies would you use to motivate your team?

What They Want to Know: Employers are interested in your creativity and dedication to making the personnel you manage as productive as they can be. Use this opportunity to discuss your leadership style.

I take one of my team members out for a twenty-minute coffee break each day, on a rotating basis. These “dates” are scheduled ahead of time, so each person knows when their turn will be. Our one-on-one time allows them to raise any concerns or worries they might have, and lets me build rapport and privately provide constructive feedback, if warranted.

Interview Questions About Your Qualifications and Skills

These nuts-and-bolts questions will help the employer to decide whether you have the professional hard skills and interpersonal soft skills they are seeking.

7. Why should we hire you?

What They Want to Know: Hiring managers who ask this question want to know why you would be the best person for the job – so you’ll need to give them a persuasive sales pitch. Try to describe at least five qualifications that you would bring to the position, quantifying them with percentages if you can.

I have 8 years’ experience as the Human Resources Manager for a manufacturing firm with a workforce about the size of your own – around 1200 employees. During my tenure, I’ve lowered our turnover rate by 60%, sourced more cost-effective workers’ benefits package that have rescued over $8K for our bottom line, and have introduced internal training programs so that we can promote from within rather than recruit from outside.

8. What applicable attributes and experience do you have?

What They Want to Know: This is your opportunity to elaborate upon the applicable skills and experience you presented in your resume – successfully so, since you landed an interview!

I have 10 years’ experience in the management of four-star restaurants, and have successfully directed front- and back-of-house operations for teams of up to 50 personnel. I can offer you proven competencies in budgeting, cost control, inventory tracking, and marketing strategy development, and I’m used to working 50 to 60 hours a week to ensure our uncompromised provision of world-class dining experiences.

9. What can you contribute to this company?

What They Want to Know: This question gauges both your self-awareness and your knowledge of the employer’s operations, company culture, and mission statement. Be sure to learn as much as you can about these so that you can provide a convincing answer.

Sample Answer: I can add value to your company not only because of my eight years of comptroller experience – which I’m sure many of your other candidates have – but also because of my energy, flexibility, and commitment to being a great team cheerleader. Many accounting managers are introverts who prefer to work alone, but I thrive on human contact and collaboration. So, not only do I do my management tasks accurately, but I also try to ensure that my office is a congenial place to work. I’m impressed by your frequent “Best Place to Work” awards, and know that I could help ensure you continue to receive this recognition.

Interview Questions About You

“Tell me about yourself.” This is perhaps the most frequently-asked question at the beginning of job interviews. Employers want to get a sense not only of your career skills, but also of who you are as a person. Use the past, present, future technique to structure a winning response.

10. What are you looking for in your next job? What is important to you?

What They Want to Know: When answering this question, keep in mind that it isn’t just about what you yourself want in a job. Rather, it’s meant to determine if your personal goals align with the employer’s needs and requirements.

I’m most interested in finding a job that allows me to give back to our community. I became a social worker because, as a foster child myself, I witnessed both the flaws in the system and the wonders that can be achieved by a few dedicated advocates. If I can do my part to improve the welfare of our local families as your next program manager, I’ll consider myself to have succeeded in my chosen profession.

11. What do you find are the most difficult decisions to make?

What They Want to Know: This is a behavioral interview question designed to see how you have managed challenging situations. Common difficult decisions for managers include hiring and firing decisions, budget cuts, and promotion decisions.

I always find it challenging to decide who to promote, probably because I personally train my employees and always have a few candidates in line for the next available advancement. I find that the best way to justify my final decision is to honesty explain my rationale to the candidate who has been passed up, praising their skills while also defining the areas they should improve upon in order to have a shot at the next promotion.

12. What was most and least rewarding about your last position?

What They Want to Know: This is another situation where it’s how you answer that is most important. Align your answers to what you know the employer is seeking in their next manager – your “most rewarding” scenario should reflect a quality they want, and your “least rewarding” example should describe a skill or situation that isn’t relevant to your ability to succeed in your new management role.

I found that the most rewarding part of my last job was the opportunity I was given to train new departmental hires. They were always eager to succeed, and it was great to contribute to their progress. The least rewarding part, quite frankly, was the sixty-minute commute to work each way, which could be exhausting in Atlanta’s gridlock traffic. That’s one reason why I’m excited at the possibility of working for you – I only live twenty minutes away.

Tips to Answer Manager Interview Questions

Here are additional tips to help you prepare for your management interview.

Don’t forget to prepare answers to standard interview questions. Hiring managers still want to know how you’ve conquered challenges in the past, what your long-term plans are for your career, and whether you’ll fit into the corporate culture.

Get ready for a few curveball questions. Many interviewers like to ask difficult questions of all their prospective hires. They may especially expect management candidates to think quickly on their feet and stay cool even when the conversation veers in an unexpected direction.

Demonstrate that you’re management material during the interview. Seek input or clarification as needed, remain positive and focused on the problem (or interview question), and look for opportunities to tell stories that demonstrate your successes.

Dress for success. At many companies, managers are expected to look as well as act the part. Make your that your interview attire is impeccable and professional.

How to Make the Best Impression

The best way to make a great impression in a management interview is to demonstrate your confidence and competency in leading others, while at the same time expressing your enthusiasm for the company you are applying to.

When you’ve done your research of the employer and have honed your “sales pitch” (“These are the reasons why you should hire me as your next manager …”), you’ll be ready to prove to your interviewers that you’re the perfect candidate for the job.

10 questions every investor should ask.

Challenge yourself and your broker to determine if you’re on the right path. And with the right person.

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Click here 9. Do I get the level of attention I want from my broker?

Do you feel like you’re getting the attention you require or just what your broker has allotted to you? When going over your portfolio with your broker, do you feel like you’re having a meaningful discussion about your portfolio or do you feel like just another appointment on the calendar?

  • You should feel comfortable discussing with your investment professional your needs and preferences so that you can help shape the relationship that is right for you.
  • At Schwab, the philosophy that we live by every day is “through clients’ eyes,” which means that we strive to treat you the way we want to be treated, and we want every client to feel valued.
  • We also offer many options for those who prefer not to work with an investment professional, such as the resources and tools available on Schwab.com.

Click here 10. Does my broker discuss the risks in my investment portfolio?

All investors need to understand the various risks in their investment portfolio and their tolerance level for those risks. How much, and how often, do you discuss these risks with your broker? Is your broker proactive about communicating possible risks as things change in the markets, in the economy, or in your personal situation?

  • It is important to discuss the risks in your investment portfolio with your investment professional to ensure you understand them and that they are appropriate for your financial goals.
  • It is also important to have an up-to-date plan in place that takes into account things such as changes in your personal situation, changes in your goals or risk tolerance, etc.
  • Ask your Financial Consultant about developing a plan if you don’t already have one and discuss your communication preferences with him or her.
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