Tell us about a time when you had to deal with a difficult employee or manager.

Sample answer to the question

One time, I had a difficult employee who was consistently late to work and had a negative attitude towards their colleagues. I scheduled a meeting with the employee to discuss their behavior and the impact it was having on the team. During the meeting, I listened to their concerns and provided constructive feedback on their behavior. We established clear expectations and set up a performance improvement plan. I followed up with the employee regularly to track their progress and provided additional support and resources as needed. Eventually, the employee's behavior improved, and they became a valuable member of the team.

A more solid answer

In my previous role, I had a challenging situation with a manager who was consistently overstepping their boundaries and micromanaging their team. This caused a lot of frustration and decreased morale among the employees. To address this issue, I first gathered evidence and feedback from the affected employees. I then scheduled a meeting with the manager to discuss the concerns raised. During the meeting, I actively listened to their perspective and provided specific examples of the impact their behavior was having on the team. I also explained the importance of empowerment and trust in building a positive work environment. Together, we developed a plan for the manager to delegate more effectively and provide autonomy to their team members. I followed up regularly to ensure the implementation of the plan and provided additional coaching and support. Over time, the manager's behavior improved, and the team became more engaged and productive.

Why this is a more solid answer:

The solid answer provides a more comprehensive response by including specific details of HR administration, such as gathering evidence and feedback, and conflict management skills, such as active listening and providing specific examples. The answer also demonstrates problem-solving skills by developing a plan to address the issue. However, it can still be improved by including more examples of the candidate's experience in HR administration and people management.

An exceptional answer

In my previous role as an HR Coordinator, I encountered a difficult employee who was consistently underperforming and causing conflicts within the team. To address this issue, I took a proactive approach by conducting a thorough performance evaluation to identify the root causes of the employee's behavior. I discovered that the employee was facing personal challenges outside of work, which were affecting their performance. With this insight, I developed a personalized development plan for the employee, including additional training and mentorship opportunities. I also collaborated with the employee's manager to ensure ongoing support and monitoring of their progress. Additionally, I organized team-building activities to improve overall team dynamics and promote a positive work environment. Through consistent communication, support, and guidance, the employee's performance gradually improved, and they were able to overcome their personal challenges. This experience taught me the importance of empathy, proactive problem-solving, and fostering a supportive work culture.

Why this is an exceptional answer:

The exceptional answer goes above and beyond by demonstrating the candidate's ability to handle complex HR situations. It includes specific examples of HR administration, such as conducting performance evaluations and developing personalized development plans. The answer also showcases strong problem-solving skills and people management by addressing the underlying personal challenges and promoting team dynamics. This level of detail and reflection sets the candidate apart and shows their potential to excel in the role of an HR Coordinator.

How to prepare for this question

Reflect on past experiences dealing with difficult employees or managers and identify key lessons learned.
Familiarize yourself with HR policies and procedures, as well as relevant employment/labor laws.
Develop your conflict management and communication skills through training or workshops.
Stay updated on current HR software and tools used in the industry.
Practice answering behavioral questions related to dealing with difficult employees or managers.

What interviewers are evaluating

Problem-solving skills
HR administration
Conflict management skills