Tell me about a time when you had a conflict with a co-worker. How did you deal with it?

Why the Interviewer Asks This Question
How to Answer
What NOT to Say
1st Answer Example
2nd Answer Example

This behavioral question will offer a meaningful glimpse into your personality. Its aim is to reveal how well you deal with those in a position of authority, and how well you play with the rest of the team. The interviewer needs to know if you respond defensively to situational conflict, or approach such instances diplomatically, working swiftly towards a communal end goal. Are you part of the problem or part of the solution, is what they are after.

When an interviewer asks you how you deal with conflict, focus your example on the solution rather than the problem. Always focus your example on the situation and never focus on any one person as the source of the conflict. Let's say you were working on a group project and you had a disagreement with someone on your team. Explain the steps you took to work through it. Taking a thoughtful approach by listening to the opinions of others first is always a good place to start! Show that you took the initiative and stayed calm to resolve the situation!

"There was this one jerk whose cubicle was right next to mine. They kept playing their music. I kept asking them to turn it down. This went on for weeks, and we fought about it. Finally, my supervisor moved them to another cubicle. But I think they were out to get me because the person who ended up next to me kept smacking their lips and clearing their throat. So annoying! Finally, I got my own desk away from everyone else. But after a while, that stank too. It was out in the warehouse and the roof kept leaking on my desk chair, and on me when I was sitting in it! Clearly, they don't appreciate what I have to offer, so here I am."

"After much discussion with the group over a controversial topic, I suggested we come to a compromise. I wrote down on a whiteboard the pros and cons of some of our ideas to help us see what our options were to solve the problem."

"A recent policy change went into effect. The person who shared my cubicle was grousing about it, casting shade on the policy. I didn't agree with their perspective and didn't feel their negative outlook was doing them any good. Instead of bringing it up to my coworker, I stopped my supervisor the next time they happened by. Without naming any names, I told them the policy wasn't being perceived well by some. I asked several questions as to why they implemented the policy change. This allowed our supervisor to correct the misconception, framing it in the positive light it deserved. Change can be hard, but not all change is bad. After the supervisor finished and left, my coworker thanked me for clearing it up."