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6 Common Distributor Operations Manager Interview Questions & Answers

It takes more than a well-written resume to get the job of your dreams, and the vast majority of jobseekers know this. After receiving the call you've been waiting for, you will need to ace the actual interview part of the job search. This can be a frightening prospect, but if you know how to properly respond to interview questions that are frequently asked for this type of position, your chances of getting hired will increase dramatically. No one wants to be blindsided during a job interview, and the interviewer will be impressed when you confidently answer all of his or her questions with ease. If you want to get that job a distributor operations manager, read the responses to the list of commonly-asked distributor operations manager interview questions below first and prepare yourself with the answers that make you look and sound like you are the perfect candidate for the job.

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6 Distributor Operations Manager Interview Questions & Answers

How much autonomy do you typically give your employees?

I believe that a certain degree of employee autonomy is beneficial. Employees should be able to make basic decisions in regards to their actions and responsibilities, especially with a history of good performance. If an employee does not seem to make wise decisions, he or she should be closely monitored or disciplined in some way. If employees feel that they are not trusted by management, they will not feel comfortable or happy during the workday.

How do you handle a dissatisfied or angry customer or client?

Handling an angry customer is always difficult, but I do my best to remain calm and rational. I speak in a professional tone, and I try to address all of the customer's concerns. I offer practical ways to resolve the situation without having to refund the customer's money or diminish faith in the company, but there are times when a customer simply can't be satisfied. In these situations, the most you can do is take note of concerns and either refund money or perform the service again. Sometimes, it is acceptable to offer complimentary services in order to restore the customer's loyalty.

Have you ever made a recommendation to higher-level supervisors? Was it implemented or taken seriously?

Yes, I have made recommendations at my previous place of employment. For a few weeks, I truly felt that my workers were being asked to do too much work in a short period of time. It was simply not possible to meet the standards of the company without sacrificing the quality of service. I addressed this concern with an official from headquarters, and they examined productivity records and noted that my concerns were extremely valid. The following week, they reduced the amount of work by a considerable percentage.

Do you have previous management experience in a professional environment, or will this be your first time in a supervisory position?

This will not be my first time in a supervisory role. I was the shift supervisor at another prominent distribution company, and I was responsible for managing a large team of workers and packaging employees. I was also required to perform employee evaluations and keep track of everything that was entering and leaving the warehouse. I also have a bachelor's degree in business administration.

Describe a situation where you made a mistake? How was it addressed, and what was the end result?

At my previous job, I accidentally made a record-keeping mistake in terms of incoming packages. Instead of writing the current number of packages in on the sheet, I entered the number of packages from the week before. This caused minor confusion throughout the upper levels of management, but I caught the mistake before anything serious happened. My supervisor simply asked me to correct the records, which I did the next day. Even if the mistake hadn't been caught, I intended to inform my superiors in order to avoid further complications.

How do you handle disputes or issues between employees? Have you ever had to do this before?

Yes, I have had to resolve issues between employees before. I remained objective and allowed both individuals to voice their concerns in a private environment. I took careful notes each time and spoke with other employees about the situation. After compiling notes, I assembled both of the individuals in a meeting, and we reached a mutual agreement. I agreed to schedule the two workers for different shifts in order to reduce the chance of conflict. This was highly effective, and no further issues occurred.

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