Tell me about a time when you tried to encourage a fellow team member. Was the encouragement well received?
"(Situation) In my current role, we hired a retail sales member who wasn't reaching his targets at first. (Task) I am a strong sales associate, so I felt a desire to take him under my wing. (Action) I encouraged his efforts, gave him some sales closing tips, and provided guidance to get the ball rolling. (Result) After three months, this associate was surpassing his sales targets. He was thankful for my help, and my manager was pleased to see me go the extra mile as well."
"(Situation) At Company ABC, I noticed a team member struggling with some computer-based tasks. She struggled with answering emails, understanding meeting requests, and monitoring her calendar. (Task) As the head Administrator, I knew that I was the best person to help her. (Action) After seeing that she was getting frustrated quickly, I verbally encouraged her to stick with it. I also offered her some step-by-step instructions on how to make the tasks easier to perform. (Result) She appreciated the encouragement, and her productivity and understanding improved substantially."
"(Situation) Recently, one of my teammates was going to quit due to frustrations associated with missing sales targets. (Task) I am one of the longer-standing Sales Associates with the company, so I felt that my input would be helpful. (Action) I helped him to put SMART goals into place, a goal-setting framework that I had recently learned. (Result) This method allowed him to understand how to hit his targets, and he has excelled ever since. It is great to see him turn around so well."
"(Situation) At Company ABC, we added a junior marketer on the team who was a bit of an introvert. This marketer had great ideas but was tentative about bringing them up in meetings. (Task) This junior marketer was working on a project that I was heading up, so I saw it as an opportunity to be a mentor. (Action) We spent some time together, running over her ideas and building up her confidence when it came to speaking up. (Result) I believe she learned an important career lesson on self-advocacy."
"(Situation) When I first joined my current company, the employees had minimal direction. (Task) As the newly appointed Manager, I saw an opportunity to implement regular performance meetings and regular reviews. (Action) I quickly implemented monthly one-on-one meetings with each team member. These meetings are to discuss what the team is doing right and how they feel about their growth and performance. (Result) Morale has increased significantly as the team members feel encouraged. Everyone is more reliable, productivity is up by 45%, and retention has improved significantly."
"(Situation) I often support fellow teachers who feel discouraged when a student isn't performing. (Task) As one of the Learning Leaders, this encouragement is one of my favorite aspects of work. (Action) Just yesterday, I had a meeting with two teachers who were struggling with a challenging student. I actively listened and then offered a couple of behavioral-management suggestions they could easily implement in their classroom. (Result) The meeting was well-received, and each of the teachers sent me a thank-you email right away."
The interviewer would like to know that you can successfully motivate others without it coming across as condescending. For this question, use a scenario when your encouragement was well received and resulted in a positive change or outcome.
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.
"(Situation) Our business development lead was stressing out last month because she was only 88% to quota with just three days left in the month. (Task) As the BD Manager, I knew that I had some knowledge that I could pass along to her. (Action) I sat with her for a few hours, and we brainstormed some lucrative ideas to implement for quick results. (Result) She ended up closing the month at 104% and had an amazing ramp up to the next month. I believe that encouragement can come in many forms. In this instance, she just needed some fresh ideas."
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
I strongly believe in encouraging team members with positive words and affirmations. Stepping into a new role, for example, can be challenging for anyone. So when training a new team member, it is important to build confidence in their new skills.
Rachelle's Feedback
Try answering this with a specific example. The interviewer's follow up question is very direct so your response should match.
"I recently trained a new team member who wasn't very confident but was a quick learner. I understand that stepping into a new role is challenging for anyone, so I helped that person build their confidence by praising their work and checking in often. This trainee later thanked me for the encouragement, positive works, and affirmation."
Anonymous Answer
I tried to encourage the Health and Safety Manager to implement new safety procedures which were not popular but were necessary. The encouragement went well because the new methods were implemented successfully.
Kevin's Feedback
Good example. I assisted with spelling, wording, and sentence structure. Be sure you are ready to provide the exact safety procedures in case you are asked in an interview.
I once encouraged a Health and Safety Manager to implement new safety procedures. The new procedures were not popular, but necessary however. I provide context as to why the new procedures would be beneficial, and the changes were made successfully due to the discussion.
Anonymous Answer
I am always encouraging my team members. Most recently, a team member quit rather abruptly. Our work situation had been stressful since day one, but she credits my encouragement for the fact that she stayed as long as she did. Several months back, I had a situation at work where a team member and I made some adjustments to the curriculum. The owner of the school was not happy with the changes made and sent a very derogatory email. My co-worker got very angry, and she literally began to pack up and leave after reading the email. I calmed her down and encouraged her to stay. I reminded her how much the students were learning and how much they benefitted from her instruction. She stayed on until recently, and she credits me with being the reason she stayed as long as she did. She says that I was the one bright spot in her experience.
Rachelle's Feedback
It seems you are the anchor for a lot of others in the workplace! This example is a great start :) Since the question is a 'Tell me about a time' query, I recommend using the STAR framework to craft a specific story example around your interactions with this particular person.
Anonymous Answer
I mentor a newer employee within our division. She is discouraged because she is doing the work of a TM but is rarely recognized for her efforts. I suggested she start providing the TM's a weekly report and copying her manager. She is now being recognized for her efforts and is excited again to support her colleagues and customers.
Rachelle's Feedback
It sounds like this was a helpful suggestion on your part. Your answers show that you are a problem-solver who finds solutions when those around you are complaining or feeling discouraged. As a quick side note, if your interviewer understands the term 'TM,' it's fine to use an abbreviation. Otherwise, avoid using internal jargon from your current company if that is the case.
Anonymous Answer
In my past position, I have had to communicate and ask a lot of internal co-workers for help in retrieving information that was needed for a presentation. Constantly asking for information when they were busy with their own departments can be difficult especially when the information is needed immediately. After retrieving the information I would tell them Thank you, send a Kudo's to them, or an email with a grateful thank you.
Stephanie's Feedback
Since this question begins with the phrase "tell me about a time," I would suggest that you be more specific in your response. Is there a specific instance when you encouraged a team member? How did they receive your words of encouragement?
Anonymous Answer
Currently we have no chance to go to the office. For the newcomers, it's challenging. One of our newcomers were struggling with adaptation. I scheduled a 1-1 and listened to his concerns. We took an action to speed up the learning curve and started to give daily tasks. Now, he is happy and more engaged with his daily tasks, as well as with the team members.
Cindy's Feedback
Good start. This question lends itself to a STAR answer (Situation, Task, Action, Result). Following this format can add needed detail and showcase your contributions. You can find out more here: https://www.mockquestions.com/articles/Master Behavioral-Based Interviews Using The Star Method/
Anonymous Answer
Yes, when one of my co-workers did not feel confident in the work they are doing. I encouraged her to ask me any questions when she had them. I told her to not feel that she is imposing on me. I also told her to not be so hard on herself, she is still climbing up the learning curb.
Marcie's Feedback
It sounds like you were very helpful and encouraging to a team member, which is great. An interviewer will be happy to hear that you make yourself available to others if they have questions and that you provide encouraging advice. Excellent answer! Don't forget to include a sentence or two about how your colleague received your guidance since the question specifically asks for this.
Anonymous Answer
"S: In my final year, I Co-led weekly mentoring sessions to fifteen first-year economic students were aimed at easing them into the various aspects of university life. Some students were more confident and louder than others in group discussions.
"T: We needed to find a method that allowed everybody an equal voice.
"A: We used a method called the paper snowball. This is when you write your answer down, scrunch up your paper, make eye contact with someone, throw the paper at them. Everyone read what was written on the paper they received.
"R: This allowed some students to remain involved and build their confidence to speak, as through these exercises we sent a message that everyone's voice is important here. As they became more confident, they started talking, and it just showed me how important it is to make everyone on a team to feel a part of the process.
Cindy's Feedback
Great approach to answering the question. You implemented a system to help many people (not just one), which shows leadership and big-picture thinking.
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