Conflict in the workplace is not uncommon. People don’t always see eye to eye and often need to compromise when pursuing a common goal. This is one of the most important conflict management interview questions because it reveals how the candidate would negotiate with their coworkers to find a solution that each person could live with. What to look for in an answer:

• Ability to negotiate and resolve conflict

• Examples of communication skills

• Ability to keep a calm head

Everyone experiences anger at some point, but some people handle being angry better than others. The ideal candidate is able to stay levelheaded and lacks a fiery temper. The perfect candidate is someone who can put anger to the side or find a way to confront it peacefully. What to look for in an answer:

• Honesty and accountability

• Conflict resolution skills

• Positive attitude

It's important for employees to exhibit effective communication with their supervisors. Many people remain silent if they experience a conflict with management out of fear of reprisal for communicating a conflicting opinion. The ideal candidate knows how to communicate their needs while still following instructions. What to look for in an answer:

• Ability to give and receive criticism

• Courage to bring concerns to management

• How likely the candidate is to clash with authority

People need to toe the line between reporting problems in the workplace and being a nuisance to supervisors with trivial complaints. If someone breaks company policy or does something illegal, it’s time to take action. How a candidate would handle the situation reveals their ethics and character. What to look for in an answer:

• Morals and ethical behavior

• Ability to manage conflict

• Adherence to company policy

This is one of the conflict management interview questions that assess accountability and the candidate’s ability to communicate under pressure. Instead of pointing the finger at others, the ideal candidate might admit some level of fault while defending themselves. They’re not required to simply take a false accusation laying down, but they shouldn’t escalate the matter by flinging blame of their own. What to look for in an answer:

• How the candidate responds under pressure

• Ability to accept responsibility for failure

• Communication skills

Some people have difficulty accepting any form of criticism, but it’s especially difficult when they don’t agree with the negative feedback. The ideal candidate can use any form of criticism as an opportunity to grow and become more effective at what they do, even when they don’t agree with the feedback they receive. What to look for in an answer:

• Desire for self-improvement

• Ability to accept criticism

• How the candidate communicates when they disagree

When relying on others to contribute to a team project, there’s going to be an occasion where one team member holds the rest of the team back. It’s important to be able to help the person improve their performance without discouraging them from participating. This question examines how the candidate mediates disputes that have an impact on the entire team. What to look for in an answer:

• Mediation skills

• Ability to lead and motivate others

• Leadership skills

When someone lacks clarity on a project, it often results in the delivery of work that doesn’t meet expectations. Addressing the errors takes time that could be invested in the next project. This is one of the conflict management questions that reveals how effective a candidate is when it comes to communication and understanding directions. What to look for in an answer:

• Ability to communicate with management

• Lack of hesitation to ask for clarity

• Conflict management skills

Disagreements between coworkers are inevitable, and sometimes, hurt feelings may result. Regardless of how people feel toward each other, they need to maintain respect, and they can't allow disputes to impact work culture. This question assesses the candidate’s ability to mediate and resolve issues on their own without assistance. What to look for in an answer:

• Negotiation skills

• Humility

• Accountability

You should always include this in your list of conflict management interview questions because how a person responds to criticism is a reflection of many character traits. It can reveal humility, the desire for personal improvement and how the candidate resolves disputes. What to look for in an answer:

• Ability to learn from feedback

• Whether the candidate takes criticism personally

• Resilience and drive