Tell me about a time when you had to work with someone who was difficult to get along with.
The interviewer wants to know how well you get along with others despite personality or work style differences. Show the interviewer that you can encounter individuals in the workplace who may seem challenging without impacting the quality of your work or your level of professionalism.
"(Situation) Last month, I had to collaborate with another project manager with a different working style. (Task) As an experienced PM who comes from the tech industry, I find timely client follow-up to be mission-critical. This particular PM had a much more relaxed approach. (Action) Before the project launched, I asked to meet one-on-one. We discussed our strengths and created a basic outline of expectations and timelines. (Result) By taking this communicative approach right away, we were able to collaborate quite well and ensured a fantastic project outcome. In the end, I truly enjoyed working alongside this PM."
"(Situation) About one year ago, I had an administrative team member who was constantly late to meetings and missed deadlines. (Task) This person was new to their career, and, as the administrative department lead, it was important to me that they succeeded. (Action) I approached this person privately to understand what was going on and what was preventing them from working well with the team. When they shared their struggles with me, I offered the proper support and resources. (Result) By taking the time to nurture the situation rather than simply terminate the person, I was able to mentor and grow one of the best Administrative Assistants I have ever had."
"(Situation) Years ago, I had a team member who would scoff at other coworkers' ideas in meetings and loudly proclaim that he was the smartest person in our office. (Task) As the Marketing Manager, I knew this behavior would not fly. (Action) I approached him in tandem with our Human Resources Partner to talk about the culture he was cultivating. We wanted to create a resolution with him. (Result) It turned out that he did not want to work in our division, as he felt the projects were too 'junior' for his experience. He ended up requesting and receiving a transfer. By initiating an open conversation with this person, we were able to uncover his need. We also looked after the needs of our team by protecting the workplace culture."
"(Situation) I often have to collaborate with a sales manager who approaches problems, and people, much differently than I do. She is more comfortable taking an indirect, apologetic route, whereas I prefer to tackle things head-on and with enthusiasm. (Task) Our sales were slipping, and it was important for our department that we worked well together. (Action) I suggested a one-on-one meeting where we mapped out our vision for the department in the short and long term. We crafted a plan to leverage each of our strengths and build on the other's ideas. (Result) Not only has our sales department become stronger and more successful, but I have learned some great communication techniques from her."
"(Situation) Recently, our head office launched a sales competition between all store locations. (Task) This sales competition meant working alongside other associates to reach this goal. However, as a highly commissioned retail professional, these associates were typically my competition. (Action) I pushed those competitive thoughts to the side and jumped into action. I called a group meeting to outline goals and targets and to gain total buy-in from all sales associates. I distributed specific goals to each associate as per their hours and previous sales results. (Result) In the end, our store won first place out of fifteen locations. It felt great to win!"
"(Situation) I have conflicting teaching styles from one of the primary substitute teachers on my list. She likes the students to be quiet, and I like my students to be up and moving whenever possible and appropriate. (Task) I know my teaching style drives her nuts, and she's gone so far as to give my students conflicting information. As the full-time teacher, I knew that I needed to nip the situation in the bud. (Action) I was sure to be respectful of her feelings; however, I gently reminded her that I was leading my classroom in a way that my students responded to best. I asked her to honor the classroom culture I have created and gently reminded her that I could source a different substitute teacher. I was firm but respectful, and I stood up for myself. (Result) Months later, we seem to be working more harmoniously together."
"(Situation) Many of my team members can be rough around the edges. I recently had a forklift driver flip me the bird after a daily huddle. (Task) As an experienced Logistics Manager, I have worked with a variety of people who challenge me, and I do not shy away from potential conflict. (Action) I called this person into my office immediately and reminded them of our code of conduct. I wrote them up with a warning, which they needed to sign in acknowledgment. (Result) So far, this driver has behaved appropriately, and I continue to monitor their behavior closely."
Focus on when your work style was different from another person, but perhaps you still had to complete a project together. Discuss, in a positive tone, how you made the situation work. Outline your ability to be a team player and build a connection with others, even if their personality or approach to work is different from yours. At the end of your response, be sure to connect your communication abilities and level of professionalism and how these factors will benefit the hiring company.
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Avoid overdramatizing any event. It's also important to avoid extreme responses that include speaking negatively of others or telling the interviewer that you get along with everyone.
Community answers are written by other candidates practicing this set. Reading how others frame the same question is one of the fastest ways to sharpen your own.
Anonymous Answer
Project Management involves managing different personalities and work styles. I recall one Director who skirted my questions and meetings until I had to say in a one-on-one meeting "Your boss has charged me with XYZ - you can help me or I will be forced to let her know we can't work together. My preference would be to work this out together ourselves, what is your preference?" We were able to come to an agreement on our own and not directly involve her boss
Kevin's Feedback
My suggestion would be to use a more positive, professional tone. If you could show how you tried to collaborate more with the Director, it would show a great team player mentality in a difficult situation.
As a Project Manager, you’ll with various personalities with varying work styles. I once worked with a director who wasn’t considering my meetings as a priority, thus delaying our project. I reached out to them and explained that their manager had directly recommended they contribute to the project. It was clear they weren’t aware of this conversation since they didn’t understand the opportunity presented to them. They recognized it would be more ideal if we had a stronger working relationship. I explained that if we could move forward together, without me involving of her manager, that would be mutually beneficial. We were able to come to an understanding and work effectively from that point forward.
Anonymous Answer
Generally speaking, I can work well with anyone as I consider myself to be warm-hearted, flexible, and open-minded, though I prefer to work in a quiet office environment that I can concentrate on my work. There is a time that I was paired with a new colleague as his backup. I noted that this new colleague has a loud voice and loves chatting. I invited him to have coffee together with casual conversation, I commended his clear voice and his outgoing personality, however, I politely reminded him that we are mindful of others around us as we are working in the shared space.
Rachelle's Feedback
Your response shows a willingness to have tough conversations while remaining kind and cooperative. Good job!
Anonymous Answer
As a floating pharmacist, I have worked with many different types of people. There are some technicians who may avoid some of their tasks since I would just be filling in for the time. I took the time to build relationships by being friendly and helpful to encourage them to complete their tasks on time.
Kevin's Feedback
Mentioning that you are a floating pharmacist points out to the interviewer you can manage change and diversity in the workplace. However, this doesn’t directly correlate to the question asked. The general situation of technicians avoid their tasks exemplifies difficult behavior your coworker(s) might display, yet how it correlates with you filling in time for them is confusing, and not specific in nature. Try to firm up your answer a bit by describing the specific coworkers in question and how you deal with these situations as they occur.
"As a floating pharmacist, I move from pharmacy to pharmacy, providing relief where needed. I work with a variety of people. A couple of technicians who I fill in for consistently put off some of their more tedious tasks for when I cover for them. It’s clear it’s work they just don’t like to do, according to their peers. At first I didn’t mind so much. Work is work, tedious or not, and I can manage repetitive stuff just as well as anything else. But I felt they were taking advantage of the situation, since our paths rarely crossed and they weren’t seeing me as part of the team. So, on my off hours, I visited the locations I’d cover and touched based with everyone there so they’d personalize me as part of the team. Regarding those individuals who kept putting off those tasks, I brought it up to them, and asked if they needed help with tips or tricks or training that might help them complete their tasks on time. They listened to what I offered and humored me. Overnight they started clearing their workload and left nothing out of the ordinary for me to handle other than what unfolded on the days I filled in."
Anonymous Answer
When the other intern started working in the office, she was difficult to work with as she did not communicate with the Director or me well. I realized that not everyone is as outgoing, to begin with, and takes time to warm up to the team. I found time to collaborate with the team member, elaborate on what the business expected of her and let her know that I was always there to help her get started.
Rachelle's Feedback
This example is good, however, I recommend phrasing it differently for better impact.
"We had an intern start in our office who was challenging to work with as they did not communicate well with myself or the Director. Realizing they were new to their career, and perhaps not as confident or outgoing, I took the added time to warm them up and begin a working relationship built on trust. Today, this intern is doing much better and will ask me for help when needed."
Anonymous Answer
Taking the high road and recognizing the other person must have something going on in their personal life allows me to be more patient.
Rachelle's Feedback
In these behavioral and situational style questions, the interviewer will be looking for you to give personalized experiences versus generalized statements or advice. I recommend really looking at how you frame responses, ensuring you connect with the interviewer.
"A couple of months ago we added a member to the team who was highly combative. Their attitude disrupted the flow of our team, but I chose to take the high road, and recognize that this person must have a lot going on in their personal life to make them so difficult at work. I continued to be patient, and the person eventually came around."
Anonymous Answer
At my previous job, the company hired a new guy and sent him with me on an out of town project. While working, I had to tell him to get off his phone a few times.
The third time I told him, he got hostile and said he didn't want to. I walked away and let him cool off. So I was tasked with getting him to work without involving my manager.
My action was talking to him privately about the phone policy. The result was us settling our differences and getting the project done.
Rachelle's Feedback
It sounds like you handled this situation professionally. Your response also displays the care you put into safety on the job. Well done. Just a slight rewording for flow.
"While working as a foreman at CIK Power, the company hired a new person who was sent with me on an out of town project. While working, I had to tell him to get off his phone a few times. By the third time, he became hostile and refused to comply. I walked away and let him cool off. I was tasked with getting him to work without involving my manager so; I talked to him privately about the company safety and phone policies. The result was us settling our differences and getting the project done."
Anonymous Answer
When my co-worker was always disrespectful and loud during our shift, I tried always to think positive. I thought about how it could greatly affect my role and who I was representing, so talking to my senior supervisor helped her to be mindful of others.
Rachelle's Feedback
I have reworded to help with clarity.
"I once had a co-worker who was loud and disrespectful. It greatly affected my productivity, so I spoke with my senior supervisor about the situation. She was more mindful of her attitude afterward."
Anonymous Answer
In the past, when I worked with someone difficult to get along with, I tried to put myself in their shoes to understand their perspective. I understand that every person will have different personalities and working styles. I would attempt to communicate with them about our strengths and weaknesses and brainstorm how we could complete the job.
Rachelle's Feedback
Good! Just a slight rephrasing to make your answer more situational.
"In my previous role, I worked with someone who had a different personality and working style. I put myself in their shoes, tried to understand their perspective, and communicated with them from their level. I understand that everyone has a different personality and working style, so I always attempt to communicate based on personal strengths rather than weaknesses."
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