Conflict with co-worker

To answer behavioral questions like “Tell me about a time when you had a conflict with a coworker over a work-related issue,” use the STAR method:

S – Situation
T – Task
A – Action
R – Result

• Your goal is to demonstrate maturity, collaboration, and problem-solving, not to “win” the conflict.
• Focus on how you approached the disagreement constructively and what you learned.

✅ Structure:

1. Situation & Task:
Briefly describe the context and what the disagreement was about.

2. Action:
Explain how you approached the conflict — listening, understanding the other person’s view, calmly expressing your perspective, and working toward resolution.

3. Result:
Share the outcome — ideally a positive one. Even if the relationship didn’t become perfect, highlight what you learned or improved.

🧠 Key Tips:

• Keep the tone neutral and professional — don’t speak negatively about the other person.

• Show that you’re open to feedback, and emphasize team goals over ego.

• Mention how the experience helped you grow (e.g., improved communication, empathy, collaboration).

🧾 Example Answer:

S/T: At my previous job, I was working with a frontend engineer on a tight deadline. I noticed that they were implementing a UI component in a way that didn't align with our accessibility standards. I raised the concern, but they felt I was micromanaging and dismissed it as low priority.

A: Instead of pushing back immediately, I asked if we could chat briefly. I acknowledged their time pressure and explained that I respected their skills, but our accessibility checklist was something we’d all committed to as a team standard. I also showed how minor tweaks could fix it without affecting delivery time.

R: The conversation went well. They updated the component, and later even started flagging accessibility issues proactively. It improved our collaboration, and I learned how important it is to frame feedback constructively and supportively.

If you're preparing for Microsoft, they value collaboration, growth mindset, and customer obsession. So frame your answers in ways that show:

• You prioritized team success

• You stayed solution-focused

• You learned and improved from the experience