How do you handle conflict in the workplace?
Conflicts between co-workers can happen when you spend so many waking hours in the workplace. How you handle conflicts within the workplace is what the interviewer would like to know more about. By asking this question, your interviewer wants to see that you will take accountability for conflict, whether the occurrence is considered your fault or not. Handling workplace conflict tactfully and with grace should be the only option. Give a clear example of a time when you professionally handled workplace conflict. Remember that this is not an opportunity to vent about the current workplace culture you are in.
"My style of conflict management can best be described as assertive. In my five years at my current facility, I have only encountered one true instance of conflict between myself and a colleague. One of my nurses did not show up for their shift, so I was forced to cover their shift and work a double. Because of this, I missed my daughter's dance recital. I was upset about it, but I wanted to do my part as a lead nurse. The next day, the delinquent employee came in and didn't say a word. He didn't apologize to me or thank me for my time. I approached him and told him how his actions impacted my day. He did not respond how I wanted; however, I let it go after I said my part. You cannot change the actions of others, but you have to take responsibility for how you handle your side."
"Conflict is often a symptom of poor communication, so when conflict arises in the workplace, I address the situation by using open lines of direct communication with an individual or individuals. During my time as a Registered Nurse in a busy dermatology clinic, a scheduler became very rude to the entire patient care staff, which continued for a few weeks. I had heard wind of the rudeness of the individual, but it wasn't until I faced it myself that I said something. Calmly and tactfully, I told the scheduler that I didn't appreciate being talked to rudely and then asked why she was taking that approach with me. Being the first person to ask her this question, she was very open and honest about how her role felt disrespected around our clinic. I encouraged her to speak with the unit administrator to help her try and find the best result for the situation. From that day forward, her attitude towards all staff improved greatly."
"I start by identifying the possible reasons for the conflict, whether that be poor communication, absence of required materials, or a staff shortage. From there, I talk directly with conflicting parties to find solutions and get everyone back on track."
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
It is important to identify the persons involved and the root cause of the conflict and address it directly with the involved party and discuss the problem as professionally as possible. Any conflict in a workplace can impact the work and delivery of patient care. So it is important to identify it as early as possible, and both parties should create a solution.
Rachelle's Feedback
Great response! You show compassion for your patients and the involved party while also ensuring that the situation is nipped in the bud.
