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Tough Interview Questions

To help you prepare for your next job interview, here are 30 of our hardest interview questions.

Tough was updated by on March 19th, 2024. Learn more here.

Question 15 of 30

Tell me about a time when you had to work with a difficult person. How did you handle it?

From your work history, picture a co-worker who didn't carry their weight or had a difficult personality. Maybe they were unmotivated or preoccupied with their personal life. Think about what bothered you about this person and how you were affected by their behavior. Most importantly, the interviewer wants to know how you let this person's behavior affect you and your work performance.

Avoid taking this as an opportunity to complain about someone; instead, view it as an opportunity to showcase your ability to deal with difficult people while maintaining your productivity.

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How to Answer: Tell me about a time when you had to work with a difficult person. How did you handle it?

  • 15. Tell me about a time when you had to work with a difficult person. How did you handle it?

      What You Need to Know

      From your work history, picture a co-worker who didn't carry their weight or had a difficult personality. Maybe they were unmotivated or preoccupied with their personal life. Think about what bothered you about this person and how you were affected by their behavior. Most importantly, the interviewer wants to know how you let this person's behavior affect you and your work performance.

      Avoid taking this as an opportunity to complain about someone; instead, view it as an opportunity to showcase your ability to deal with difficult people while maintaining your productivity.

      Answer Example

      "In my previous position, I did have a coworker who didn't pull their weight. Our team started to complete most of the tasks when it came to group projects. It didn't take much time before our manager noticed this particular individual was slacking. I feel like, in most instances, the underachievers will weed themselves out over time, and it's rarely worth making a fuss over."

      Manager Example

      "Difficult people make me tick! I enjoy trying to understand where they are coming from and then what techniques I can apply to help them improve their behavior or resolve a situation. Most difficult people want to feel like they have a voice. So, I listen, empathize and reassure them while still maintaining my position as their manager."

      Written by Rachelle Enns on December 5th, 2020

      Sales Example

      "In my first position out of college, I worked with a person who enjoyed gossip in the workplace. I found that I could redirect her to work by giving a quick reply and then asking her a pointed work question, which would get her back on task. There were a few key takeaways from this experience. I learned how to concentrate on chatter or disruption better than before, and I perfected my skills at refocusing someone else to the task at hand."

      Written by Rachelle Enns on December 5th, 2020

      Retail Example

      "In the past, I had a coworker who was very unmotivated. This situation was pretty difficult since I never wanted to let anyone down and would not allow something to remain undone. I was already doing more than my fair share of the work and was in no position of authority to change her attitude. I did pull her aside and let her know how actions impacted me. She picked up the pace for a bit but eventually my manager terminated her. Luckily her replacement was amazing!"

      Written by Rachelle Enns on December 5th, 2020

      Marketing Example

      "One of the graphic designers I currently work with is a moody creative. The success of my position directly depends on his quality and timeliness of work, unfortunately. Because of this, I've learned to tap into how he operates. We use project management software to track where the project is, but I also have bi-weekly check-ins. I know he's better to deal with in the afternoon, and other little quirks about him. It's somewhat humorous at times, and I'm happy to have discovered some workarounds."

      Written by Rachelle Enns on December 5th, 2020

      Admin Example

      "I once supported a very challenging VP as their executive assistant. Reading between the lines was the name of the game. This challenge became easier as time went on, and I got to know the ins and outs of my job better. However, the beginning was incredibly trying. I coped by asking my co-workers for advice or direction, or using my intuition and doing what I thought was best. The position certainly taught me independent thought and troubleshooting!"

      Written by Rachelle Enns on December 5th, 2020

      Teacher Example

      "I work with many challenging students, all of the time. I find that if I am struggling to reach a student that means I need to spend more time with them, rather than shy away as natural human instinct would have it. I will ask them how I can best help them, meet with their parents, and dive deeper into their needs."

      Written by Rachelle Enns on December 5th, 2020

      Anonymous Interview Answers with Professional Feedback

      Anonymous Answer

      "In the past, I had coworkers who were very unmotivated and didn't want to do some tasks.
      I talk with them and let them know what impact it has on business and other employees if they don't want to do the job. After some training with them and show them how to doing, they understand and tried to be more happy and working."

      Kevin's Feedback

      I highlighted your communication and leadership skills in your response. See my edits below.
      "I previously worked with peers who were unmotivated (and seemingly) stuck in a career rut. Since I had great relationships with them, I was able to discuss my observations and gave them recommendations to improve their performance. I discussed how their morale and actions were impacting those around them, and the business implications that resulted from their lowered productivity. Based on the way I talked through their issues, my peers were receptive and open to my words and training. In the end, they were more open to their projects and mindful of their morale. That was just the start, though. They went from underperforming to putting in the bare minimum. But I continued to work with them, getting them more involved in the big-picture and finding innovative ways to motivate them. After a while, they started over-performing with their more favored tasks. At that point I let them take ownership of their own development and focussed the energy I put into mentoring them to other priorities."
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