Strengths & Weaknesses · UK 2026
How to answer "What would your previous manager say about you?"
Interviewers also phrase it as:
- "How would your last boss describe you?"
- "What would your former manager say if I called them?"
- "What feedback have you had from previous managers?"
Why interviewers ask
Variant of 'how would your colleagues describe you' — same intent, different lens. Tests whether you've engaged in real performance conversations and can characterise feedback honestly. Strong answers describe a balanced view — what your manager praised AND what they pushed back on. Weak answers default to flattery or generic positives.
Model answer
My last manager would say two things. The strength most managers I've had identify is [specific behaviour — drawn from real feedback]. They'd probably also mention that I [specific behavioural detail — substantive, not generic]. The honest limitation they'd add is [specific developmental feedback I've received]. They've said it would be [specific framing of the limitation]. Both feel accurate to me; the strength I work with deliberately and the limitation I'm working on.
What to avoid (common bad answer)
My manager would say I'm a hard worker, reliable, and always go the extra mile. (Three generic claims, no balance.) Or: My manager loved working with me. (Empty self-praise.)
Structure of a good answer
- 1 Strength + limitation framing (signals balance)
- 2 Each grounded in specific feedback you have actually received
- 3 Manager's actual phrasing if you have it
- 4 Acknowledgement that both characterisations are accurate
- 5 Brief mention of working on the limitation
Common mistakes
- ✗ Pure flattery — managers describe people in mixed terms
- ✗ Limitations that are humblebrags ('they'd say I work too hard')
- ✗ Generic descriptors without specific feedback evidence
- ✗ Strength without limitation — flags poor self-awareness
- ✗ Limitation that contradicts the role's core requirements
Recruiter pro tip
The strongest answers I've heard quote a former manager directly. 'My last manager said in my final review that I was one of the most reliable operators on the team but that I needed to push back more on unrealistic timelines'. Direct quotes signal genuine feedback engagement. Most candidates can't quote a manager because they haven't had real feedback conversations.
FAQ
Should I mention managers I didn't get on with? ▼
Tactical disclosure if relevant. 'I had one manager I didn't see eye-to-eye with; their feedback was X, which I think was partly my responsibility because Y.' Self-aware framing handles difficult relationships well.
What if I haven't had a recent performance review? ▼
Use 1:1 feedback or peer feedback. If you have neither, that's a signal — start asking for it. Interviewers can tell when candidates haven't engaged in real feedback conversations.
Should the limitation be the same as the 'biggest weakness' answer? ▼
Different angle is better. The weakness question is about your honest self-assessment; this is about how others see you. Often related but framed differently.