I left my last management position due to different opinions with my manager towards management style as well as the company's philosophy towards employees and benefits.

What is the best way to answer questions:

1) why I left, and

2) How would your former manager describe you?

Reply by Peter Fisher

Thank you for asking this question. Differences in management style account for so many problems in the workplace and ultimately reinforce my statement about compatibility being the most important issue.

When an organization interviews someone they are not only looking for someone who can do the job, they are also looking for someone who will fit in. Just as importantly, when you are being interviewed, you not only want to secure a suitable job, but you should be looking for an organization that holds the same values as you do.


For some people too much management is the issue and for others too little is a problem. Lets say your style is to get on with your job, use your initiative and skill, and prefer your manager to leave you to get on with it but be available should you need help.

In cases like that your preference would be for a hands-off manager who you could rely on to provide input when needed, but if your manager was hands-on and wanted to micro-manage everything then you have a recipe for disaster.

Equally if you are new to some of the processes and need regular guidance but your manager was never there, that would lead to indecision, stress and poor outputs.

As to the reasons you should give for leaving a job because of differences in management style you will want to answer in a way that

• Helps you to look good
  
  
• Satisfies the interviewer

The only way you can do both of those things satisfactorily is to have a good understanding of the management style and philosophy of the new company which is interviewing you.

When you have that understanding - and the best way to find out is to ask them, or people you know, who know the business, then you can formulate your answer the most appropriate way.

If, for instance you feel that your previous company was mistreating their employees and taking advantage by underpaying them, but you know the new business has an excellent reputation as an employer, then you can say that you felt that so many good people were being held back by the company's attitude and this made you uncomfortable as a manager having to apply their principles.

As for how your former manager would describe you, you can say that you are sure he would describe you as competent, productive, a good manager and someone who is ambitious to advance your career. He would also describe you as being caring and supportive of your team.

The point here is that you are NOT going to say he would describe you in negative terms unless you have been sacked for gross misconduct, otherwise there is the issue of damaging your prospects with a bad reference, which most companies being aware of the consequences of litigation, will not be prepared to do.

I hope this has given you some ideas of how to handle this situation relating to differences in management style, and for more information relating to people and management issues please read the People Management section of the website.