Roleplay Scenario
Scenario Overview
You've been doing well and feel ready for a promotion, but you're not quite sure what you need to do to get there. It's time to have a straightforward chat with your manager to get some clarity and make sure you're on the right path.
Roles & Setup
Role A – Employee (You)
You're keen to understand what's needed to move up in your career.
Your goal: Get clear criteria and actionable feedback for getting promoted.
Role B – Manager
You oversee team development and are open to discussing career paths. You might have insights or examples to share but haven't communicated promotion criteria in detail.
Your goal: Provide guidance and align employee growth with team needs.
Suggested Openers
Employee:
- “Hey, can we chat about what it takes to get promoted around here? I want to make sure I’m focusing on the right things.”
- “I’ve been thinking about my career path and would love to get your thoughts on what I need to do to reach the next level.”
Manager:
- “Of course, glad you brought this up. Let’s talk about the skills and contributions we look for in promotions.”
- “Sure thing. Happy to discuss the criteria and how we can align your goals with our team’s objectives.”
Sample Roleplay in Action
Employee:
“Hey, I’ve been thinking about my next steps here and wanted to understand what I should focus on to move up. Any insights?”
Manager:
“Absolutely, it’s great you’re thinking about this. Let’s go over what we usually look for in promotions and how it ties into what you’re working on.”
Employee:
“Thanks! I’d love to know if there are specific skills or achievements you’re looking for. Maybe you could share some examples from the team?”
Manager:
“For your role, we typically look at leadership in projects, cross-team collaboration, and measurable impact. Like when [Colleague] led the [project]—that made a big difference.”
Employee:
“Got it. I’d appreciate any feedback on areas I can improve or projects I could lead to gain more experience.”
Manager:
“Let’s plan for you to take on more responsibility in the next project. I’ll also connect you with a mentor from another team to help with cross-functional skills.”
Employee:
“That sounds great. I’ll track my progress and check in with you regularly. Thanks for your support!”
Manager:
“Perfect. Let’s catch up in a few weeks to see how things are going. I’m here to help you stay on track.”
Post-Scenario Tools
Curveball Mode (Optional)
Throw in one of these mid-roleplay to make it more challenging:
- Manager doesn’t have specific criteria and suggests a follow-up.
- Employee feels unprepared and struggles to articulate their goals.
- A new team priority shifts focus away from the employee’s current projects.
Reflection Checklist
As the Employee:
- Did you ask clear, actionable questions?
- Did you express your goals and willingness to grow?
- Did you invite feedback and suggestions constructively?
As the Manager:
- Did you provide clear criteria and expectations?
- Did you align the employee’s goals with team objectives?
- Did you offer actionable steps and support for development?
Common Mistakes to Avoid
- Being vague about your career goals.
- Overpromising or setting unrealistic expectations.
- Focusing solely on personal gain without considering team impact.
Pro Tip
Think of these discussions as a partnership with your manager. Framing your career growth in terms of team and company success shows your commitment to mutual goals.