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

Sample answer to the question

One time, I had to work with a difficult team member on a catering event. They had a habit of being uncooperative and constantly criticizing other team members. To handle the situation, I first tried to understand the root of their behavior by having a one-on-one conversation. I learned that they were feeling overwhelmed with their workload. I offered to help them by taking on some of their tasks and providing guidance. Additionally, I made sure to give them positive feedback and recognition when they contributed positively to the team. This helped improve their attitude and they became more cooperative throughout the event.

A more solid answer

In one instance, I had to work with a difficult team member who consistently disagreed with the rest of the kitchen staff and created a hostile atmosphere. To handle the situation, I organized a team meeting to address the issue openly. During the meeting, I encouraged everyone to share their opinions and concerns. This gave the difficult team member an opportunity to express themselves and feel heard. We discussed the impact of their behavior on the team and how it was affecting our ability to work efficiently. After the meeting, I scheduled regular one-on-one check-ins with the team member to provide guidance and address any issues that arose. Over time, their attitude improved, and they began to collaborate more effectively with the rest of the team.

Why this is a more solid answer:

The solid answer provides more specific details about how the candidate handled the difficult team member, including organizing a team meeting and scheduling regular check-ins. It also mentions the improvement in the team member's attitude over time. However, it could still benefit from more examples and concrete actions taken.

An exceptional answer

I recall a challenging situation where I had to work with a team member who had a negative attitude and was resistant to feedback. To address this, I took a proactive approach by inviting them to lunch outside of work to build a rapport and understand their perspective. During our conversation, I discovered that they were feeling undervalued and unacknowledged for their contributions. I assured them that their work was important and recognized their strengths. I also suggested implementing a feedback system where team members could provide anonymous feedback, creating a safe space for constructive criticism. This allowed the difficult team member to receive feedback without feeling personally attacked. As a result, they became more open to feedback and their attitude improved significantly, leading to better teamwork and an overall positive work environment.

Why this is an exceptional answer:

The exceptional answer goes above and beyond by demonstrating a proactive approach to resolving the issue and providing specific examples of actions taken, such as inviting the team member to lunch and implementing a feedback system. It also highlights the positive outcomes of the candidate's actions. However, it could still benefit from mentioning any additional steps taken to address the team member's concerns.

How to prepare for this question

Reflect on past experiences working with difficult team members and think about how you successfully resolved those situations.
Consider any leadership or communication techniques you have used in the past to improve teamwork and address conflicts.
Prepare examples of specific actions you took to handle difficult team members, such as organizing team meetings or providing guidance.
Think about how you can demonstrate empathy and understanding towards the difficult team member's perspective.
Consider any strategies or systems you have implemented in the past to create a positive work environment and foster open communication.

What interviewers are evaluating

Leadership
Communication
Problem Solving