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Repair Windows errors before they cause bigger problemsFix Now →Fix the driver behind crashes, sound loss and screen glitchesFind Drivers →Clear out junk files and repair common Windows errorsFree Scan →Prepare one truthful example of what you found rewarding and one professionally framed example of what you found less rewarding. For each, explain what mattered to you, then connect that reflection to the work you can contribute or hope to do next—without criticizing former colleagues or claiming a fit that is not real.
What the interviewer wants to learn
This question asks you to reflect on both satisfaction and dissatisfaction in past work. Your answer can show what motivates you, how you describe your contribution, and whether you can discuss a difficult or imperfect aspect of a job professionally. Indeed’s guidance on the related questions “What did you like most about your job?” and “What did you like least about your last job?” recommends making the connection to the prospective role when it is accurate: Indeed: What Did You Like Most About Your Job? and Indeed: What Did You Like Least About Your Job?
Choose an example for the rewarding part
Pick a task, achievement, responsibility, or learning experience that reveals a strength relevant to the role. Be specific about what made it satisfying—such as solving a problem, helping a customer, improving a process, or developing a skill—and state the result or lesson. A generic answer like “I enjoyed the people” gives the interviewer little evidence of what you do well.
Use only details you can support. Include a metric only if you know it is accurate; a clear description of the outcome is better than an invented number.
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Choose a genuine aspect of the job that you can discuss calmly and concretely. Focus on the work or circumstances rather than blaming or insulting a manager, coworker, or employer. Then explain what you learned about the kind of challenge, responsibility, or opportunity you want next.
For example, if repetitive work was less engaging, you could say that you learned you do your best work when you can also solve varied problems, then connect that preference to the advertised role only if the role genuinely includes that work. Avoid presenting a routine responsibility as beneath you or suggesting that every difficulty was someone else’s fault.
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Build each example with STAR
STAR—Situation, Task, Action, Result—can keep a behavioral example easy to follow. Indeed recommends relating examples to the job description and practicing concise responses. See its guidance on the STAR method.
- Situation: Give just enough context for the interviewer to understand the example.
- Task: State what you were responsible for.
- Action: Explain what you did, rather than relying on what “we” did.
- Result: Describe the outcome or what you learned.
For the least rewarding part, STAR may not be necessary if you are describing a general preference rather than a specific event. Keep that answer similarly focused: name the aspect, explain its effect on your work, and say what you are seeking next.
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Keep each example distinct and concise. The rewarding example should show a relevant contribution; the less rewarding example should explain a real preference or challenge without turning into a complaint. If the link to the new role is genuine, make it explicit. Do not force both examples to prove the same point.
One possible outline is: “The most rewarding part was [specific work], because [reason]. I [action], which led to [result or lesson]. The less rewarding part was [specific aspect]. I learned I’m most engaged when [work preference], and I’m interested in this role because [accurate connection to its responsibilities].” Replace the brackets with your own experience; do not use the outline as a script if it does not fit your history.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Practice and check your answer
- Can you give one real example for each half of the question?
- Does the rewarding example show a skill, contribution, or learning experience relevant to the job?
- Is the less rewarding example specific and free of personal attacks?
- Can you substantiate every outcome or number you mention?
- Is your connection to the new role accurate, rather than a guess about what the job offers?
Practice aloud so you can give enough context and a clear outcome without reciting a memorized speech. The guidance above is based on Indeed career-advice articles displayed as updated June 15, June 16, and August 14, 2026. Those articles offer practical answer structure; they do not establish how often interviewers ask this question or predict hiring outcomes.
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