If you’ve dealt with this before, feel free to share your experience with the recruiter. This question is a test of how you react and handle difficult situations. It is definitely a plus if you’ve experienced something like this in your previous job. If not, here are some ways to ace the question without overdoing it:
Since the employer wants to know if you have communication skills that can correct undesirable behavior, you must have proof that you can run a smooth ship without hurting one of your workers.
When delivering negative feedback, it is important to consider how other people may interpret it. Make sure you won’t be misunderstood; evaluate how it will affect them.
Keep in mind that giving negative feedback is not just about giving criticism. It’s about how you deliver the information to help people understand what needs to be done. Will the negative feedback have a long-term effect?
Emphasize that you want to communicate effectively when giving out negative feedback. This requires sensitivity, following up, and remaining open to lessons from the experience.
Don’t forget to show the recruiter how you approach these situations. It is important to have forethought, sensitivity and good communication skills, no matter what the feedback.
It is important to prove to your recruiter that you are not afraid of giving negative feedback to those under your command. Since you’ll be managing a certain department, it is appropriate to reprimand someone who’s not being productive at work. However, it all comes down to how you approach that person and make a positive impact, even if the feedback is somewhat negative. That is a talent and a skill every manager should have.
Understand that giving negative feedback is necessary, even though no one looks forward to those moments. Keep in mind that it’s important to adjust and communicate with your colleagues on a professional level to avoid hurting them emotionally.