Engineering Manager Interview Flashcards
Engineering Manager Focus Areas
- Team Leadership
- Project Management
- People Development
- Cross-Functional Collaboration
How do they differ from Staff engineers?
- Technical Expertise
- Individual Contribution
- Mentorship and Technical Leadership
How do you help with Project Management?
I specialize in project planning, coordination, and execution that optimize the development process.
How do you do People Development?
I am responsible for people development, i.e. responsible for the professional growth and development of their team members. I conduct performance reviews, setting career goals, and providing opportunities for skill development.
How do you demonstrate Mentorship and Technical Leadership?
With a strong background in software engineering, my role involves fostering a seamless and efficient experience for developers within the organization.
What do you do for Cross-Functional Collaboration?
My responsibilities include collaborating with cross-functional teams for
- product management,
- to align engineering efforts with business goals.
I also interact with stakeholders to
- communicate project progress
- and address concerns.
How do you do Engineering Goal setting for your team?
- Get input for the right places from senior leadership, internal customers, and your team
- Use this input for planning and prioritize
- Classify the work items and which metric they move
For example, adding access control will improve security, and customer a requested feature will increase customer satisfaction and improve usability metric
Addressing the tech dept will improve reliability and manageability metric
How do you build team culture within your team
I build team culture by implementing the following strategies
- Lead by Example
Demonstrate the values and behaviors you want to see in your team.
Model a strong work ethic, professionalism, and a positive attitude. - Communication
Foster open and transparent communication within the team.
Encourage regular team meetings to discuss goals, progress, and challenges. - Recognition and Appreciation:
Acknowledge and appreciate individual and team achievements.
Celebrate milestones, both big and small, to boost morale. - Empowerment and Autonomy:Empower team members by giving them autonomy in decision-making.
Trust your team to take ownership of their work and contribute to the decision-making process. - Inclusivity and Diversity:Foster an inclusive environment that values diversity of thought and backgrounds.
- Feedback and Improvement:Encourage regular feedback, both positive and constructive.
Use feedback as a tool for continuous improvement and individual growth. - Work-Life Balance:Promote a healthy work-life balance to prevent burnout.
Be mindful of team members’ well-being and encourage time off when needed. - Team-Building Activities:Organize team-building activities and events to strengthen relationships.
Virtual or in-person activities can include workshops, retreats, or casual gatherings. - Values and Principles:Clearly define and communicate the team’s values and principles.
Ensure that these values align with the overall company culture.
How do you take care of hiring and firing?
Hiring and firing are critical aspects of an engineering manager’s role, and they require careful consideration and empathy. Here are some strategies for effectively managing the hiring and firing processes:
Hiring
1. Define a clear job description
2. Structured Interview Process
3. Diversity and Inclusion
4. Involvement of the team
5. Onboarding Plan
Firing
- Clear Performance Expectations
- Progressive Discipline:
Implement a progressive discipline approach, offering guidance and support for improvement.
Clearly communicate consequences if performance does not meet expectations. - Provide Constructive Feedback:
Offer specific and constructive feedback during performance reviews.
Discuss areas of improvement and provide resources for growth. - Document Performance Issues
Document instances of performance issues or policy violations.
Maintain a record of discussions, warnings, and improvement plans. - Respect and Dignity:
Conduct terminations with respect and dignity.
Provide resources for employees transitioning out, such as severance packages or job search support. - Legal Compliance:
Ensure all terminations comply with legal and company policies.
Consult with HR and legal departments to minimize legal risks.
How do you build team morale?
- Recognition and Appreciation
- Set Realistic goals
- Celebrate Milestones
- Empowerment of Trust
- Team Building Activities
- Create a Positive Work Environment
- Address Concerns promptly
- Encourage Work-Life Balance
What’s different from building culture?
1. Set Realistic goals
How do you do planning and prioritization of work for your team
Planning and prioritization are critical aspects of an engineering manager’s role to ensure that the team’s efforts align with organizational goals and deliver value. Here’s a guide on how to approach planning and prioritization for your engineering team:
Planning:
- Understand Organizational Goals
- Collaborate with Stakeholders
- Break Down Projects
- Capacity Planning
- Dependencies and Risks
- Create a Roadmap
- Iterative Planning
Prioritization
1. Define Clear Priorities
Clearly define the priorities for the team.
Align priorities with business objectives and customer needs.
- Impact and Value
Prioritize tasks based on their impact and value to the organization.
Focus on high-impact and high-value projects first. - Urgency
Address critical issues and time-sensitive tasks promptly. - Technical Dept
Technical Dept is a silent killer and slows down every initiative. Make sure you address it correctly.
How do you improve the performance of the team?
(7 points)
- Set Clear Goals
- Individual Development Plans
- Performance Metrics
- Recognition and Rewards
- Invest in Tooling and Infrastructure
- Regular Retrospectives
- Address Team Dynamics:
Be aware of team dynamics and address any conflicts promptly.
Promote a positive and respectful team culture.
How do they differ from building team culture and morale?
1. Set Clear Goals
2. Individual Development Plans
3. Performance Metrics
4. Regular Retrospectives
How to define the stretch goal
When you are planning, do estimate the work items on T-shirt sizing like small, medium, large, XL, and some person work days associated with those.
Based on the capacity, you pick the task which you can do. Anything beyond that is a stretch goal.
Stretch goals drive innovations like designing/developing a system to do faster.
What you do when goal aren’t match
My first approach is to anticipate early on when you aren’t meeting the goal and try to make sure to communicate with the stakeholders.
Some projects you didn’t anticipate and you fall short in the end. For those projects, you do
- honest retrospective
Where are we wrong with analysis and estimation? or was something wrong with our execution? We learn from those mistakes, document them, and make sure we don’t repeat them.
What are the steps involved in Assessment?
Assessment 6 points
Understand Project Requirements
Begin by thoroughly understanding the project requirements. Work closely with stakeholders, product managers, and other relevant teams to gain a comprehensive understanding of the goals and expectations.
Evaluate Resources
Assess the skills, strengths, and availability of your team members. Consider their expertise, experience, and any skill gaps that may need to be addressed.
Risk Assessment
Identify potential risks and challenges that may arise during the project. This includes technical challenges, dependencies on other teams, or external factors that could impact the timeline.
Break Down Tasks
Break down the project into smaller, manageable tasks. This allows for a more granular understanding of the work involved and helps in creating a detailed plan.
Prioritize Tasks
Prioritize tasks based on their importance and dependencies. Identify critical path items that could impact the overall timeline if delayed.
Timeline and Milestones
Establish a realistic timeline for the project and define milestones. Consider the scope of work, available resources, and any external dependencies that may impact the schedule.
What are steps involved in Planning
Planning: 8 points
1. Create a Project Plan
Develop a detailed project plan that outlines tasks, dependencies, timelines, and milestones. Use project management tools to visualize and communicate the plan effectively.
2. Allocate Resources
Assign tasks to team members based on their skills and availability. Ensure a balanced workload and consider cross-training team members to address skill gaps.
3. Communication Plan
Define a clear communication plan. Establish regular team meetings, status updates, and a process for reporting any blockers or issues. Foster an open communication culture within the team.
4. Contingency Planning
Anticipate potential challenges and develop contingency plans. This may involve having backup resources, alternative approaches to solving problems, or strategies for addressing unexpected issues.
5. Monitoring and Adjusting
Implement tools and processes for monitoring progress against the plan. Regularly review the project status, identify any deviations from the plan, and make adjustments as needed.
6. Feedback Loop
Create a feedback loop with team members to gather insights on progress, challenges, and potential improvements. This helps in making informed adjustments and improvements throughout the project lifecycle.
7. Celebrate Milestones
Acknowledge and celebrate achievements and milestones. This boosts team morale and motivation, contributing to a positive work environment.
8. Continuous Improvement
After the project is completed, conduct a retrospective to gather insights on what went well and what could be improved. Use this information to enhance future planning processes.
