This opinion question checks whether you understand that respect must be earned through humility and consistency, not demanded by title or undermined by fear of older staff. That matters because office managers supervise people who often know the office routines better than they do.
Show you value their experience by asking and listening first, then demonstrate fairness and reliability, and be willing to make clear decisions when needed.
Start by saying plainly that respect is not something you claim on your first day, it is something you build through how you handle the small, daily interactions. Explain that your first move would be to ask for their guidance on how things actually run, not to pretend you already know, because that signals humility and a genuine interest in the team's knowledge. Then, shift to consistency: say that you would follow through on every commitment you make, from returning a message to approving a request, because older staff are watching to see if your word holds weight. Be clear that you are not there to be their friend or to avoid conflict, but to be a fair and reliable coordinator who makes decisions when needed. In the Philippine context, you can mention that you would respect the informal hierarchy and the unspoken rules of the office, like the way tenured staff are consulted on changes, while still being firm about deadlines and processes. Close by saying that your goal is to earn trust through actions, not titles, and that once they see you are dependable and fair, the authority will naturally follow.
Some candidates say 'I will just be friends with them para hindi sila ma-offend' or 'I will avoid giving them instructions because they are older.' That loses authority. Instead, say: 'I would first learn from their experience, then set clear expectations together and follow through consistently.'
Situation
In my student organization, I was elected secretary and had to coordinate a team of members who were two or three years ahead of me in school and had handled the same events before.
Task
I had to get their cooperation for a large career fair without pretending I knew more than they did or simply deferring to them on every decision.
Action
I held one-on-one chats with each senior member before the first meeting. I asked what had worked well in previous years and what they thought needed improvement. I compiled their suggestions into the event plan and openly credited their ideas during the team meeting. When I had to make a final call on a budget item, I explained my reasoning and asked them to flag any risks I might have missed.
Result
The three senior members volunteered to lead the registration and logistics teams, and we finished the event on time with zero major issues. One of them told me afterward that they appreciated being asked first instead of being ordered around.
Ask for input before giving direction, and give credit publicly.
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