Tell us about a time when you had to work with a difficult team member. How did you handle the situation?

Once, I had to work with a team member who was constantly missing deadlines and not taking ownership of their tasks. It was frustrating because it slowed down our progress and affected the quality of our work. To handle the situation, I first approached the team member privately to understand their challenges and offer support. I also communicated the impact of their behavior on the team and the project. We then created a plan together, setting clear expectations and deadlines. I provided regular check-ins to ensure they stayed on track and offered guidance when needed. By taking a proactive and supportive approach, we were able to improve collaboration and achieve our goals.

In one project, I had a difficult team member who often dismissed feedback and resisted collaboration. This created tension within the team and hindered progress. To address the situation, I first tried to understand the underlying reasons behind their behavior. I scheduled a one-on-one meeting to discuss their concerns and actively listened to their perspective. Through this conversation, I discovered that the team member felt undervalued and overlooked. To address this, I acknowledged their contributions and advocated for their ideas in team discussions. I also encouraged the team to provide constructive feedback in a respectful manner. Gradually, the team member became more open to collaboration and started actively participating in discussions. By addressing their concerns and fostering a supportive environment, we were able to strengthen our teamwork and improve our overall performance.

In my previous role, I encountered a challenging team member who consistently resisted feedback and pushed their own agenda. This created a toxic work environment and hindered our ability to deliver high-quality results. To address the situation, I took a proactive approach and scheduled a meeting with the team member to have an open and honest conversation. I expressed my concerns about their behavior and its impact on the team. I also asked for their perspective and actively listened to their thoughts and feelings. Through this dialogue, we were able to uncover the root causes of their resistance. It turned out that they were feeling unrecognized and undervalued within the team. To address this, I collaborated with the team member to establish clear goals and expectations, providing regular opportunities for recognition and feedback. I also encouraged them to take ownership of their work and provided guidance to improve their performance. Over time, their attitude shifted, and they became more receptive to feedback and collaboration. As a result, our team dynamics improved significantly, leading to enhanced productivity and higher quality deliverables.