A colleague on your team is consistently late and not contributing their fair share to a project, causing frustration among other team members. How would you approach this conflict?

Where answers to this question lose points

Our scorer marks every answer on three parts. For each of the 86 applicants who finished this question on Confetto, we took their first scored answer and counted the part that scored lowest.

• Structure: a clear order and a clear point34 of 86

Confetto data as of November 8, 2026. A part is shown only when 20 or more applicants share it. Answers where two parts tied are not counted toward either. We never show anyone's answers or details.

What this question tests

• Communication
• Teamwork
• Conflict resolution

How to structure your answer

1. Ask questions (25 seconds). The answer opens by wanting to understand what is causing the colleague's lateness and limited contribution, rather than reaching a verdict. It seeks that information directly from the colleague in private, recognizing that personal or health difficulties may explain the behavior.
2. Who is affected (20 seconds). No patient is directly involved in this project scenario, so the answer focuses on the colleague who may need support. It also recognizes the other team members carrying extra work and the consequences for the team's shared goals and working relationships.
3. The conflict (20 seconds). The conflict is between showing compassion for a colleague's possible difficulties and holding them accountable for their contribution. The answer explains that supporting one person must be balanced against fairness to teammates and the need to complete the project successfully.
4. Options (40 seconds). The answer considers adjusting deadlines or temporarily redistributing tasks if personal challenges emerge, which supports the colleague but may burden teammates. It also considers a more direct conversation about team impact or involving the supervisor if improvement does not follow, while recognizing the risk of premature escalation.
5. Choose (30 seconds). The answer chooses a private, nonaccusatory conversation first because it allows the colleague to explain while making clear that the pattern has been noticed. Its undergraduate group-project experience supports addressing problems early, before they escalate and damage team dynamics.
6. What next (20 seconds). After the conversation, the answer looks for improvement and considers involving the supervisor or team leader if the problem continues. It presents escalation as a way to protect the project's success and support teammates, rather than punish the colleague.

Example answer from Confetto

Example answer from Confetto. Not a real applicant's answer.

My immediate thought is that I need to understand what's causing my colleague's behavior before jumping to conclusions. There could be legitimate personal or health issues I'm unaware of, and as a future physician, I believe approaching situations with empathy first is crucial.

I would start by having a private, one-on-one conversation with my colleague. I'd choose a neutral setting and frame it as concern rather than accusation. I might say something like, "I've noticed you've been having trouble making our meetings lately, and I wanted to check if you're doing okay or if there's anything affecting your ability to participate fully." This approach gives them space to share if they're struggling with something while also making it clear that the pattern has been noticed.

If they reveal personal challenges, I'd offer support and work with them to find solutions - perhaps adjusting deadlines or redistributing tasks temporarily. However, if they seem dismissive or don't acknowledge the issue, I'd be more direct about how their absence affects the team's ability to succeed and meet our shared goals.

What matters most to me is maintaining both accountability and compassion. I've learned from group projects in undergrad that unaddressed issues tend to escalate and damage team dynamics. At the same time, I recognize that everyone faces difficulties, and sometimes people need support rather than confrontation.

If the private conversation doesn't lead to improvement, I'd consider involving our supervisor or team leader. I wouldn't want to go over someone's head prematurely, but I also have a responsibility to the other team members who are fulfilling their commitments. The goal isn't punishment - it's ensuring our project succeeds while preserving working relationships.

Use it for its structure. Interviewers can tell a memorized script, so tell your own story.

Keep going

• Tell me about a time you handled conflict or worked through difficulty on a team.
• You are a shift supervisor at a fast food restaurant. The owner has called you over, upset: there have been 3 complaints in the last 30 minutes about undercooked hamburger meat. Two 15-year-old employees have been cooking the meat for the past two hours, and one of them is the owner's daughter. How would you handle the situation?
• How would your teammates describe you? How would your professors describe you?
• Medical school interview questions by type
• The full interview question bank