Wal-Mart Interview Questions Flashcards
Describe your management style
My management style is collaborative and adaptive. I like to take a hands on approach and I believe in servant leadership.
How do you handle conflict within your team?
I handle it directly. Trying to understand perspectives of each individual. I separate leaders to get a 1 on 1 perspective. I then facilitate a discussion to better understand root cause and work towards a path of resolvement. The goal is to always resolve conflicts constructively so we maintain a productive team environment.
Can you give an example of a successful project you’ve managed?
At Nisolo, I successfully outsourced in house fulfillment to a 3PL which ultimately cut YoY operational expenses by $580k giving the business extended cash runway while also increasing the bottom line. I began measuring the operation by utilizing a VSM process. I worked cross-functionally with key vertical leads in planning, production, marketing, and sales to understand our business needs and where the risk in our supply chain was. This helped me get a better understanding of the type of vendor that would achieve success for us going into and coming out of the RFQ and vetting rounds. We knew we had operational bottlenecks due to a lack of capital investment in our tech stack and operational infrastructure so a pivot to an outsourced vendor was critical for long-term financial success.
How do you priortize tasks and manage your time?
I prioritize tasks based on urgency and importance. I consider the largest operational impact and work my way from that point. I also create daily and weekly schedules on my calendar to allocate time to high priority initiatives. I believe delegation is also key. My goal is to always build great leadership so we are creating and maintaining assets for the business. It allows leadership to delegate tasks so we have the ability to continue to run the business as efficiently as possible, while also providing next in line leadership the ability to manage projects and continue to build leadership strength for the organization
How do you motivate your team?
I set clear and achievable goals. I provide both positive and constructive feedback, while also recognizing their accomplishments. I also strongly believe in assigning projects to leaders to give them room to be successful. I believe it help to create an inclusive environment where every one truly feels a part of the team. I think it not only motivates them to be continuously engaged in the operation, but it also gives them a sense of of pride and accomplishment in their professional careers.
How do you measure success for your team?
I believe in using SMART targets and monitoring KPIs across key operational areas. I believe that measuring these help start productive dialog during weekly 1 on 1 conversations that help drive progress in the operation. I also value feedback from my leadership team and stakeholders to ensure I am getting a holistic measurement of our achievements
Describe a time when you had to implement change
How do you handle underperforming employees?
I generally like to approach underperformance by first understanding the root cause. I will then have 1 on 1 meetings with the employee to discuss their challenges and areas of opportunity and begin creating a performance plan with clear and achievable goals. I think that providing support through regular check ins helps improve morale and ensures they get back on track
What strategies do you use to develop your team members?
I focus on individual strengths and areas of improvement through regular feedback. I think it is very valuable to encourage continuous learning through mentorship and training programs. I am also a big believer in cross-training. I believe it helps expand team members’ operational skill sets and advance their careers. I believe changes also drives an operation so managers and supervisors are not getting lathargic doing the same tasks every day.
How do you ensure effective communication with your team?
I like to promote open an transparent communication by holding regular team meetings and weekly 1 on 1 with individual managers and ensure that each of them are clear on what is being conveyed or asked of them. This helps keep everyone in alignment with business objectives, areas of opportunity, and changing conditions, but also helps each team member feel like they are a part of the team and not isolated. I value 2 way communication as well and want team members to feel comfortable sharing thoughts, ideas, areas of struggle, and operational suggestions as well
Can you describe a time when you had to make a tough decision?
Explain decision to shut down in house fulfillment at Nisolo
How do you build and maintain team morale?
I build morale by recognizing achievements, providing growth and development opportunities, and creating a supportive work environment. Regular team building activities and social events help strengthen relationships. It ties directly into culture which drives value and engagement and helps boost and maintain team morale
How do you approach performance evaluations?
I approach performance evaluations as a collaborative process. I provide routine feedback throughout the year. During employee evaluations, I like to discuss achievements, areas of improvement, and future goals with each team member. This approach helps align individual performance with organizational objectives and helps support professional growth
What is your approach to risk management?
I proactively look at potential risk in the operation and create and implement mitigation plans as a contingency to those risks. I share these strategies with supervisors and managers and then regularly monitor and review those plans as operational changes and process improvements are made. This helps to ensure the operation maintains efficiency and can quickly adapt to any unexpected changes
How do you handle tight deadlines and pressure?
I handle deadlines by prioritizing tasks and staying extremely organized. I focus on clear communication with my team to ensure everyone is aligned with business objectives. I think this is where we lead into building mentoring relationships with team members to help usher their professional development so that we can delegate where we can and focus on higher level initiatives and objectives.
