How to Answer Conflict Interview Questions: Examples & Samples

An interview for a new role allows you to display your experience, aptitudes, and capabilities. Interview questions can be cumbersome, especially conflict questions. With the proper training, you’ll understand how to answer these questions effectively and prevent conflict in the workplace down the road.  

When interviewing for your new role, a hiring manager may ask you questions about your conflict resolution skills in the workplace. According to research by the Society for Human Resource Management (SHRM), 76% of organizations use behavioral interviews as a part of their hiring process. The following examples can help you answer conflict interview questions successfully. 

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Conflict Interview Questions

Conflict interview questions evaluate how you react to and settle altercations at work. Employers want to know how you handle tension and your capacity to respectfully resolve confrontations with others.

How you respond to questions about conflict could make or break your interview. It’s important to communicate your abilities and show that you’re prepared. Here are some common questions that interviewers ask and how you can respond assertively:

How Do You Handle Conflict?

A report by CPP Global found that 85% of employees deal with conflict at work, which costs around $359 billion annually due to lost productivity. Everyone has different personalities and ideas, and those differences can sometimes lead to conflict.

Responding successfully can show employers that you can effectively handle these situations. It’s always important to be honest while also displaying your strengths. 

Sample Response to “How Do You Handle Conflict?”

“When I have to resolve a conflict, I remember that different people have different opinions. I can handle conflict well because I collaborate with others to resolve the matter, trying to ensure everybody wins. Sometimes, I can become more reserved when I feel I’m not being heard. However, I am managing this by creating a space for everyone to openly communicate their suggestions and carefully consider my words so that I can convey my ideas. ”

The STAR Method

The STAR method helps you structure your answer to behavioral questions with real-life examples. These examples should demonstrate how you handle complex altercations and find positive outcomes.

STAR is an acronym for:

• Situation
• Task
• Action
• Result

Resolving Conflicts With Coworkers

A STAR method response to a question regarding conflict with coworkers may sound like this:

• Situation: In my last role as a customer service rep, a team member and I disagreed about how to address a tricky case. The customer received a damaged product and was understandably frustrated.
• Task: Although my colleague considered strictly following the company’s return policy, I suggested that we honor that customer’s loyalty by making an exception. We both agreed that our main goal was to resolve the issues so that the customer left with a positive experience. 
• Action: Since we agreed, I suggested that we each lay out our perspectives clearly and calmly, so we fully understood each other’s points. Once we discussed both approaches, we collaborated on a new solution. We offered the customer a replacement immediately and provided a small gift card as a thank-you for their loyalty.
• Result: The customer noted that they were pleased with the outcome and left a positive review about how our customer service went the extra mile for her. This showed how I could work with others to create quick and positive solutions while strengthening my relationship with my colleagues. Everyone learned how to approach this conflict better in the future.

Demonstrating teamwork, problem-solving, remaining calm, and communication skills can help you succeed in your interview using the star method. 

Handling Conflicts With Superiors

When asked to describe a situation where you disagreed with someone and how you handled it, here’s an example of an answer:

• Situation: In my last role as a marketing coordinator, my supervisor introduced a new brand awareness campaign. I had concerns about the plan’s execution because he wasn’t going to be involved in the day-to-day. My concern was the plan would divide our customer engagement efforts and waste valuable resources.
• Task: I needed to address my concerns while honoring the vision of my superiors. My goal was to find a solution with my boss that was in the best interest of the company’s objectives and balanced his strategic vision with the practical aspects of our day-to-day operations.
• Action: I scheduled a one-on-one meeting with my supervisor, where I first acknowledged the benefits of his proposed strategy, and we discussed his clear vision for the brand. Then, I voiced my apprehensions about how certain elements of the plan might overwhelm the team’s capacity and current projects. I provided specific examples to illustrate challenges and suggested other strategies to achieve our goals while leveraging our team’s resources. We had an open, productive conversation, shared our opinions, and discussed the negatives and advantages.
• Result: After our discussion, my manager modified the plan and incorporated some of my suggestions. We implemented a revised strategy that aligned with the team’s workflow, saved us time, and reduced mistakes. The experience strengthened our working relationship and led to better outcomes. My manager thanked me for my initiative, and we surpassed our performance marks.

Showing the ability to thoughtfully address concerns with a superior, finding a way to prioritize the company’s goals, and contributing a practical perspective that improves results can help you succeed in your interview using the STAR Method.

Handling Conflicts On Teams

If a hiring manager asks you to give an example of a time you faced a conflict while working on a team, you could respond using the STAR method: 

• Situation: In my previous role on a product development team, I worked on a main project with a closing deadline. One of my teammates missed key milestones, which caused the rest of us to work more. This imbalance caused delays and put the project’s success at risk.
• Task: Morale began to drop as we struggled to meet deadlines, so we knew we had to resolve the conflict, address the problem, and improve team dynamics. 
• Action: I spoke with my struggling teammate privately to explain the impact of his absence. He shared that he had too much on his plate and felt overwhelmed. After hearing this, I suggested we work together and he agreed. We reorganized the team’s workload, distributed tasks on an availability basis, and adjusted our schedule to help our teammates. 
• Result: With these changes, we empowered our teammates to contribute more, team dynamics improved, and we streamlined our workflow. We met our project deadlines and started exceeding performance expectations. 

Clear communication that finds solutions and considers the challenges each party faces strengthens teamwork and efficiency. Handling conflicts with empathy and creative problem-solving skills can enhance any team’s success. 

Managing Conflicts You’ve Faced At Work

Facing challenges can help employees thrive in the workplace. This is especially true when they collaborate, share ideas, and solve problems. Here’s how you could answer questions about how you handle conflicts in the workplace:

• Situation: In another role, I noticed a coworker bypassed authorizations for shipping goods to clients.  I knew these authorizations helped us keep records. They also ensured compliance with the company, which could mean trouble in an audit.  
• Task: Since this process could lead to legal ramifications, I knew I had to handle the concern. My goal was to make sure my coworker understood the importance of adhering to the protocols to prevent future risks.
• Action: I approached my coworker directly and calmly asked if they were aware of the policy. My coworker was dismissive and emphasized that their ways saved time. I explained the coming consequences for the company and stressed the importance of compliance. Realizing the seriousness of the situation, I spoke with my manager, explained what occurred, and emphasized how I attempted to address it. 
• Result: My manager referred it to HR and my coworker began following the correct protocols. The company implemented a better tracking system so all packages were authorized, and my coworker kept her job. 

Attempting to address the situation reinforced the importance of compliance. Escalating important issues when necessary protects the company and improves protocols. Using the STAR method requires integrity and demonstrating all the many ways you can resolve conflicts. 

Demonstrating How To Reclaim Workplace Harmony

Conflicts in the workplace may lead to unresolved tensions. These tensions often drag down teams, waste leadership potential, and harm the company. It doesn’t have to be this way. Training for managers and supervisors can help you resolve conflict.

Imagine a workplace where conflicts become opportunities to constructively collaborate and thrive—a place where each team member feels heard and respected and comes to work energized to achieve extraordinary results. 

A personalized consultation can help you design effective conflict management strategies for any workplace challenge. By being prepared with conflict resolution training sessions, you can equip yourself with the knowledge and skills to manage any conflicts on your new team. The right approach can unlock the door to your new job by showing how you can create a more harmonious and productive work environment.