Problem-solving and dispute resolution are fundamental skills to possess. Display to the interviewer that you are capable of problem-solving within the workplace. Show that you can be a team player, even in the face of conflict.
"In my most recent position we had a consistent problem with employees showing up late for their shifts or calling in sick at the very last moment. Rather than the typical documenting and reprimanding style that management usually takes, I decided to track the results of an accountability reward system. For 180 days, my employees received a reward for coming to work 10 minutes early. Also, for every month with zero sick days, a bonus was added. In the end, we awarded those with perfect attendance a $600 bonus. The bonuses cost us less money, in the end than the cost of lowered productivity due to absent employees. The program was a success, and upper management chose to keep it implemented for another six months. We will reassess in December, but it seems to be working very well."
"I problem solve quite often at work, primarily with customer resolution. Just yesterday I worked with a customer who was unhappy. Through patient communication, I was able to resolve the complaint and create another returning customer."
"I am a frequent problem solver. Last week, I was eating lunch in the break room when I noticed a bottleneck of people from the assembly line all trying to get to the microwave and vending machines. It was a jumbled mess of people, and they only have 30 minutes. I developed a plan to rearrange the break room for better flow, and now the lunchtime process runs smoother for the staff. This small change alone made a huge difference in the morale of my staff."
"I have been able to resolve many issues over my marketing career, primarily surrounding miscommunications with clients. These resolution skills are one reason why, when landing a Director of Marketing role, I implemented an in-depth client intake questionnaire. With this questionnaire, our new clients, and our projects leads have a solid form to refer to after their initial intake. This method has improved communication significantly."
"We recently had a concern surrounding employee theft. As the retail store manager, I needed to get to the bottom of the situation before the issue escalated. I called the corporate head office to collaborate on a plan that followed the HR guidelines. I implemented the plan, which included additional security cameras, and we caught the employee on camera shortly after."
"After meeting with the operational support staff, it was clear that they felt as though they were taken for granted and completely disregarded by the sales staff as a whole. Not only did it make them feel devalued and lower their morale, but that in turn lowered their productivity. Rather than just let these feelings fester, I decided to listen to the ops staff and then bridge the gap with the sales team. By sitting down and having a conversation, and laying out a more effective way of delegating work, everyone walked out feeling better about the job, situation, and their coworkers."
"I recently had a student who was very disruptive in class and often accused of bullying. I notified my principal of the situation. She called the parents in for a meeting that she led; however, I was present. We made a behavior action plan for the student with attached consequences should he deviate from the plan. It worked well and nipped the problem in the bud before there was any real emotional damage done to the other students."
"In my most recent position we had a consistent problem with employees showing up late for their shifts or calling in sick at the very last moment. Rather than the typical documenting and reprimanding style that management usually takes, I decided to track the results of an accountability reward system. For 180 days, my employees were rewarded for coming to work 10 minutes early. Also, for every month with zero sick days, a bonus was added. In the end, we awarded those with perfect attendance a $600 bonus. The bonus' cost us less money, in the end, than the cost of lowered productivity due to absent employees. The program was a success and upper management chose to keep it implemented for another 6 months. We will re-assess in December but it seems to be working very well."
"A couple of months ago, I was the only tech working on night shift in our hospital and those shifts solely involve working with hospitalized patients and emergency patients. As I was being called for my first emergency patient for the night, I realized that our CT scanner was showing a technical error and would not start properly. As per protocol, I shut down power to the machine and restarted it, only to find that the error still persisted. Knowing it would be down for a bit, I contacted the emergency physician that ordered the scan to let him know I had to walk through troubleshooting procedures for our CT scanner. Being a night shift, he understood and talked to the patient. Luckily, my quick thinking in contacting the manufacturers technical help line, a technician was able to walk me through the steps to fix the issue in a short amount of time."
"My coworker and I had a misunderstanding about the schedule via text message, and she got frustrated about it. To avoid further conflict, I called her and let her know I was flexible and happy to cover for her. I care about my relationships at work and will do whatever I can to resolve issues as they arise."