Roleplay Scenario
Scenario Overview
You’ve just found out you didn’t get the promotion you were hoping for, even though you’ve been putting in a lot of effort. It’s natural to feel disappointed, but this is also a chance to understand why and figure out how to improve for next time.
Roles & Setup
Role A – Employee (You)
You’re understandably disappointed and want to know what you can do better.
Your goal: Find out what you can work on and how to grow.
Role B – Manager
You had to make a tough call about the promotion.
Your goal: Give honest feedback and help map out a growth path.
Suggested Openers
Employee:
- “Thanks for meeting with me. I was really hoping for the promotion, and I’d love to know how I can improve for next time.”
- “Can we talk about the promotion decision? I’m keen to understand how I can better prepare for future opportunities.”
Manager:
- “Absolutely, I’m glad you asked. Let’s chat about what went into the decision and how we can focus on your growth.”
- “Sure thing. Let’s look at the skills you can build on to be ready for the next opportunity.”
Sample Roleplay in Action
Employee:
“I appreciate you taking the time. I was really hoping to get the promotion, and I’d like to understand what areas I should focus on to improve for future opportunities.”
Manager:
“I know this can be tough to hear, and I want you to know your work is valued. The decision was based on needing more experience in leading cross-functional projects, which is something we can definitely work on.”
Employee:
“Thanks for being upfront. What specific areas should I focus on to build that experience?”
Manager:
“One key area is managing larger projects and improving cross-team communication. I think getting involved in upcoming projects that require these skills could really help you grow.”
Employee:
“That makes sense. Are there any specific projects coming up where I could take on more responsibilities?”
Manager:
“Yes, there’s a project starting soon that involves several departments. I’d like to get you involved in the early stages. Also, we could set up some mentoring with folks who have strong skills in these areas.”
Employee:
“Great, I’m really keen to get started on this. Thanks for supporting my development.”
Manager:
“You bet. Let’s keep in touch regularly to see how things are going and adjust as needed. I’m here to help you succeed.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce one of these scenarios during the roleplay:
- The manager shares feedback that’s unexpected or surprising.
- The employee becomes a bit emotional or defensive.
- A new opportunity is mentioned that wasn’t expected.
Reflection Checklist
As the Employee:
- Did you express your disappointment in a constructive way?
- Did you ask for specific feedback to work on?
- Did you show enthusiasm for your future development?
As the Manager:
- Did you provide clear and honest feedback?
- Did you offer a tangible path for development?
- Did you reassure the employee about their contributions and potential?
Common Mistakes to Avoid
- Taking the feedback personally instead of viewing it as an opportunity.
- Focusing only on the disappointment and not on future actions.
- Managers giving vague feedback without clear examples.
Pro Tip
Approach the conversation with curiosity and a desire to learn. This shows your commitment to growth and helps you gain valuable insights for your career path.