An employee comes to you upset, saying their manager talks down to them in meetings. What do you do in that first conversation?

What the interviewer is looking for

• This question tests empathy & communication. Listens fully, stays neutral and calm, explains next steps clearly and adapts tone for employees and leaders.
• What to bring out: Listens without judgement, asks for specific examples, explains confidentiality limits and options, takes notes and agrees next steps.
• Expect a follow-up like: What would you avoid saying in that conversation?

Another way it may be asked: Someone sits down in your office close to tears about how their boss treats them. How do you handle that conversation?

A structure to follow: STAR, with the weight on Action and Result

1. Step 1

   Situation

   One or two sentences: where, when and what was at stake. Pick a real example you were close to.

2. Step 2

   Task

   What you personally were responsible for. Say "I", not only "we", so the empathy & communication you showed is visible.

3. Step 3

   Action

   The two or three things you did and why you chose them over the alternatives. This should be about half your answer.

4. Step 4

   Result

   What changed, in your own measure of it, and what you would do differently. Only use numbers you can stand behind.

This is guidance on shape, not a script. Use your own real experience and facts; never invent details to fill a gap. See the STAR guide and answer frameworks.

Common slips

• Describing what the team did without saying what you did.
• Choosing an example with no clear outcome, or one you cannot answer detailed questions about.
• Ending on the action and skipping the result and what you learned.

How to practise it

Write two bullet points for each STAR letter, then say the answer aloud in about two minutes.

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