what kinds of people do you find most difficult to work with?
- Topics
- Management
Direction Interview
25 Questions and Answers by
Rachelle Enns is an interview coach and task search expert. She works with candidates to perform their all-time in employment, medical, and post-secondary access interviews.
Updated on April tenth, 2021. Acquire more than here.
Question 1 of 25
What type of employees practice you find hard to manage?
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How to Answer
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Answer Instance
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Admin Instance
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Manager Example
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Marketing Example
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Retail Example
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Sales Example
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Teacher Case
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Community Answers
Equally a manager, you will be required to lead a great diversity of personality types. The interviewer wants to have confidence that you can lead various individuals, regardless of their personality or a deviation of opinion. Discuss with the interviewer the type of personalities that you find nigh challenging to manage and why. Exist sure to provide the interviewer with your solution to these challenges and show your competence in handling various personalities and piece of work styles.
"I observe it most challenging to lead individuals who are not self-motivated. When a person has low ambition, it takes targeted tactics to build their enthusiasm on the job. Every bit a manager, I can exercise a few things to encourage participation. These actions include getting to know each team member on an private basis. One time I know what motivates them outside of work, I can typically personalize my in-office motivational arroyo. I put in the endeavour to place their needs as individuals and and so speak to those needs to boost their motivation levels. If the employee does not desire to alter, I cannot strength the change. However, I will practice what I can to make sure they feel satisfied on the chore and want to perform for their team and their visitor."
"I have come across administrators who are disinterested with their chore or the company. What I take found most challenging is that they will keep doing the bare minimum at piece of work rather than voice a want for change or additional opportunities. To address situations like this, I do what I can to permit the person choose some of their tasks and projects. I have plant that when I give a person more control over their piece of work, they are more likely to take responsibility and put enthusiasm into their work."
"I find it difficult to manage assembly who are disinterested or resistant to engagement with the team. Every employee brings challenges at times, yet I wait for the strengths they bring to the team and if they are willing to share those strengths with their teammates. Some tasks are low status by nature, and nosotros all have them. Those aren't going to generate motivation. Then, to ensure in that location is residuum, I make sure that every team fellow member has a variety of tasks and responsibilities that speak to their talents and interests."
"While this is atypical in the marketing world, I find uninterested people difficult to manage. It's hard to lead a collaborative, cohesive team if there's a person with no interest in collaboration or teamwork. When this situation happens, I try to go to know the person and empathize what motivates them exterior of work. Once I learn more about their motivating factors, I can comprise that to boost their level of professional person interest."
"My biggest challenge is the employee who has no interest in being a team player. I tin handle nigh any personality or quirk. Still, if a team member is not motivated to aid others or join in for the greater good, this not only bothers me on a professional level but likewise I find information technology quite hard to coach. To deal with this type of employee, I will agree a one-on-i meeting to limited collaboration expectations and innovate a performance plan if needed. Expectations volition be made clear, as will consequences if the behavior is non corrected."
"I feel equally though I can arrange to most employees, just what challenges me most is someone looking to skate by with no existent ambition or effort. I do my best to find ways to motivate whatever and every employee. Fifty-fifty if they are not vying for the adjacent promotion or to be a top salesperson, I feel there is some motivation cistron, whether information technology's a learning opportunity, transferring to a different department, or some course of recognition. Anybody deserves the aforementioned level of respect, so I will work difficult to uncover each squad members' motivating factors before taking corrective measures."
"The students I detect most challenging to lead are the ones who do not believe in themselves. They are oft cynical virtually tasks and their abilities. I volition plant seeds of belief in them, and along the way, they usually come out of the deject and begin to come across how smart they are! That turning point is exciting for me as a instructor, especially as I encounter a positive impact on their grades and their social connections in the classroom."
Bearding Answer
"I notice it hard to manage employees who are not self-motivated or have a lack of interest in their duties. I too struggle with employees who demand to be repeatedly reminded of their duties."
Marcie'south Response
Information technology's challenging to manage people who are disinterested and unmotivated. What do you do to overcome these difficulties? Requite some details about how you manage this type of person. In what ways do you endeavor to motivate them? Show the interviewer that while you notice this kind of person hard to manage, you are even so able to effectively oversee them.
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Anonymous Answer
"not self-motivated"
Marcie's Response
Information technology'southward undoubtedly a claiming to manage unmotivated employees. Peachy answer! But don't forget to talk about what you can do as a manager to motivate this type of employee in order to ameliorate their functioning.
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Cheers, your vote helps united states of america brandish the best answers.
How to Answer: What type of employees do you observe difficult to manage?
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1.
What type of employees practice you observe difficult to manage?
How to Answer
Every bit a director, yous will be required to pb a great variety of personality types. The interviewer wants to have confidence that y'all can atomic number 82 diverse individuals, regardless of their personality or a deviation of stance. Hash out with the interviewer the blazon of personalities that you find virtually challenging to manage and why. Be sure to provide the interviewer with your solution to these challenges and show your competence in handling diverse personalities and work styles.
Rachelle's Answer
"I discover it most challenging to lead individuals who are not self-motivated. When a person has low ambition, it takes targeted tactics to build their enthusiasm on the job. As a managing director, I can do a few things to encourage participation. These actions include getting to know each team member on an private footing. Once I know what motivates them outside of piece of work, I tin can typically personalize my in-office motivational arroyo. I put in the effort to identify their needs as individuals and and then speak to those needs to boost their motivation levels. If the employee does non want to change, I cannot force the change. However, I will practise what I tin can to brand sure they experience satisfied on the job and want to perform for their team and their company."
Rachelle's Answer for an Admin Interview
"I have come across administrators who are disinterested with their job or the company. What I accept found about challenging is that they will proceed doing the bare minimum at work rather than vocalism a desire for change or boosted opportunities. To address situations like this, I do what I can to let the person choose some of their tasks and projects. I have found that when I requite a person more control over their work, they are more likely to accept responsibility and put enthusiasm into their piece of work."
Rachelle's Answer for a Manager Interview
"I find it difficult to manage associates who are disinterested or resistant to engagement with the team. Every employee brings challenges at times, still I look for the strengths they bring to the squad and if they are willing to share those strengths with their teammates. Some tasks are low status past nature, and we all have them. Those aren't going to generate motivation. And then, to ensure there is balance, I make certain that every squad fellow member has a variety of tasks and responsibilities that speak to their talents and interests."
Rachelle's Answer for a Marketing Interview
"While this is atypical in the marketing world, I notice uninterested people difficult to manage. It's difficult to lead a collaborative, cohesive team if there's a person with no interest in collaboration or teamwork. When this situation happens, I try to get to know the person and understand what motivates them outside of work. Once I learn more about their motivating factors, I can contain that to boost their level of professional person interest."
Rachelle's Respond for a Retail Interview
"My biggest challenge is the employee who has no interest in existence a team role player. I can handle almost whatever personality or quirk. Yet, if a squad member is non motivated to help others or join in for the greater good, this non only bothers me on a professional level but also I find it quite difficult to passenger vehicle. To deal with this type of employee, I will hold a one-on-one meeting to express collaboration expectations and introduce a performance plan if needed. Expectations will be made clear, as will consequences if the beliefs is not corrected."
Rachelle's Reply for a Sales Interview
"I feel as though I can adjust to most employees, but what challenges me most is someone looking to skate by with no real ambition or effort. I do my best to find ways to motivate whatever and every employee. Even if they are not vying for the side by side promotion or to be a summit salesperson, I experience in that location is some motivation factor, whether information technology'due south a learning opportunity, transferring to a different department, or some form of recognition. Everyone deserves the same level of respect, and so I will piece of work hard to uncover each team members' motivating factors earlier taking corrective measures."
Rachelle's Answer for a Teacher Interview
"The students I find most challenging to atomic number 82 are the ones who exercise non believe in themselves. They are ofttimes cynical about tasks and their abilities. I will plant seeds of belief in them, and along the way, they usually come out of the cloud and begin to meet how smart they are! That turning betoken is exciting for me as a instructor, especially as I see a positive impact on their grades and their social connections in the classroom."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Respond
"I detect it difficult to manage employees who are not cocky-motivated or take a lack of interest in their duties. I also struggle with employees who need to be repeatedly reminded of their duties."
Marcie's Response
It'due south challenging to manage people who are disinterested and unmotivated. What practise yous do to overcome these difficulties? Give some details about how you manage this type of person. In what ways do you try to motivate them? Testify the interviewer that while you detect this kind of person hard to manage, you are still able to effectively oversee them.
Was this response helpful? or
Thank y'all, your vote helps united states of america display the best answers!
Bearding Answer
"not cocky-motivated"
Marcie's Response
It's undoubtedly a challenge to manage unmotivated employees. Great answer! Simply don't forget to talk about what y'all tin can practise as a manager to motivate this type of employee in order to improve their performance.
Was this response helpful? or
Thank you, your vote helps us display the all-time answers!
Rachelle Enns wrote: "I find it most challenging to atomic number 82 individuals who are non self-motivated. When a person has low ambition, it takes targeted tactics to build their enthusiasm on the job. As a manager, I can exercise a few things to encourage participation. These actions include getting to know each team fellow member on an private basis. Once I know what motivates them outside of work, I can typically personalize my in-office motivational approach. I put in the endeavor to identify their needs every bit individuals and then speak to those needs to boost their motivation levels. If the employee does not want to change, I cannot force the change. However, I volition do what I can to make sure they feel satisfied on the job and want to perform for their team and their company." Rachelle Enns wrote: "I have come across administrators who are disinterested with their task or the company. What I take found most challenging is that they volition go on doing the blank minimum at piece of work rather than vocalism a want for change or additional opportunities. To address situations similar this, I do what I can to let the person choose some of their tasks and projects. I have plant that when I requite a person more control over their work, they are more likely to have responsibility and put enthusiasm into their piece of work." Rachelle Enns wrote: "I find information technology hard to manage associates who are disinterested or resistant to engagement with the team. Every employee brings challenges at times, yet I look for the strengths they bring to the team and if they are willing to share those strengths with their teammates. Some tasks are low condition past nature, and we all accept them. Those aren't going to generate motivation. And so, to ensure there is balance, I make certain that every team member has a variety of tasks and responsibilities that speak to their talents and interests." Rachelle Enns wrote: "While this is singular in the marketing world, I notice uninterested people difficult to manage. It's difficult to pb a collaborative, cohesive team if at that place's a person with no interest in collaboration or teamwork. When this situation happens, I try to get to know the person and understand what motivates them outside of work. Once I learn more about their motivating factors, I tin incorporate that to boost their level of professional interest." Rachelle Enns wrote: "My biggest challenge is the employee who has no interest in beingness a squad player. I tin handle almost any personality or quirk. Nevertheless, if a team fellow member is not motivated to assist others or bring together in for the greater proficient, this not simply bothers me on a professional level but as well I observe information technology quite hard to coach. To deal with this blazon of employee, I will concord a 1-on-ane meeting to limited collaboration expectations and innovate a performance plan if needed. Expectations will be made clear, every bit will consequences if the behavior is non corrected." Rachelle Enns wrote: "I experience as though I tin can adapt to about employees, merely what challenges me most is someone looking to skate past with no real appetite or attempt. I practise my best to detect ways to motivate whatsoever and every employee. Even if they are non vying for the next promotion or to exist a top salesperson, I feel at that place is some motivation cistron, whether it's a learning opportunity, transferring to a dissimilar department, or some grade of recognition. Anybody deserves the same level of respect, so I will work difficult to uncover each team members' motivating factors earlier taking corrective measures." Rachelle Enns wrote: "The students I discover most challenging to atomic number 82 are the ones who do non believe in themselves. They are oft contemptuous virtually tasks and their abilities. I will plant seeds of belief in them, and along the style, they normally come up out of the cloud and brainstorm to see how smart they are! That turning point is heady for me as a instructor, especially as I see a positive touch on on their grades and their social connections in the classroom."
Source: https://www.mockquestions.com/interview/Management/What+type+of+employees+do+you+find+difficult+to+manage%3F.html
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