The key to this question is how quick and confident you can answer the
question. Even though you have a good answer but if you react slowly and
indecisively to this question, the interviewers would be doubtful about your
practical experience in managing people.
Taking care of the people and to make sure they perform is surely what
your boss mostly concern about your leadership. All you have is a good
communication to your subordinates that reinforce your requirement and the
constant checking of their performance against your benchmark.
So a 4-step process should take place
Good goal setting with your sub-ordinates under formal and informal
meeting. Appraisal is surely the most formal way to mutually agree the
expectations from you as well as his/her agreement to the expectation. To make
sure your staff performs as you expect requires your sub-ordinate understand
what he/she has to achieve at the first place.
The second step is to create a set of measurement or performance indicators
to track the performance of your staff.
Regular review of those indicators and discuss and
investigate if any one is out of control or not meeting the expectations. This
serves as the feedback mechanism. Hence you and your staff would be involved in
the course of the performance checking
Award and Penalty system is put in place for the
staff who makes up their effort to achieve what ought to achieve. And for those
who could not, it is the time to evaluate if the objective is realistic for
him/her and your role should be judging if an extended period should be granted
for the performance tracking or other measures should be taken place like
transferring to other job assignment if you find your staff have done their best
or the worst case leaving the present job position.