Roleplay Scenario
Scenario Overview
You’re approaching your performance review, a key moment to reflect on your achievements and set goals for the future. It’s important to strike the right balance between self-promotion and receiving constructive feedback. Your goal: enter the review ready to discuss your accomplishments, areas for growth, and future aspirations.
Roles & Setup
Role A – Employee (You)
You’re getting ready for your performance review.
Your goal: Highlight your achievements, discuss areas for improvement, and outline future goals with specific examples.
Role B – Manager
You’re conducting the performance review and want to provide balanced feedback.
Your goal: Encourage honest dialogue and support the employee's professional growth.
Suggested Openers
Employee:
- “I’ve been thinking about my work this past year and put together some points on what I’ve accomplished and where I think I can improve.”
- “I’m looking forward to our chat. I’ve got some thoughts on my progress and goals for the future.”
Manager:
- “Great, let’s jump in. I’d love to hear your take on the past year and where you want to go next.”
- “I appreciate you coming prepared. Let’s start with your highlights, and then we can discuss where you can grow.”
Sample Roleplay in Action
Employee:
“I’ve been reflecting on this year, and I’m proud of the improvements we made in [Project X], which boosted our efficiency by 20%. However, I think I need to work on my project management skills, especially in estimating timelines.”
Manager:
“Your work on [Project X] definitely stood out, and the efficiency gain was impressive. It’s great that you’re looking to improve your project management skills. How do you plan to tackle that?”
Employee:
“I’m considering some workshops and would like to shadow a senior project manager to learn more. I’m also interested in exploring leadership roles within our team.”
Manager:
“That sounds like a solid plan. We can look into workshops, and I can arrange for you to work with a senior project manager. Regarding leadership roles, I think you’d be a great fit given your dedication and initiative.”
Employee:
“Thanks, that’s encouraging to hear. I’m eager to take on more responsibilities and contribute more to the team.”
Manager:
“Let’s keep this momentum going. I’ll help you set specific goals for the next quarter to track your progress. Overall, you’re doing a fantastic job.”
Employee:
“Thanks, I’m excited to grow and make a bigger impact. I appreciate your support and feedback.”
Post-Scenario Tools
Curveball Mode (Optional)
Throw in one of these mid-roleplay to test adaptability:
- Manager brings up unexpected feedback you didn’t anticipate
- Employee realizes they forgot to mention a significant achievement
- Discussion shifts to a new opportunity that wasn’t previously considered
Reflection Checklist
As the Employee:
- Did you communicate your achievements clearly with specific examples?
- Did you acknowledge areas for improvement without defensiveness?
- Did you outline clear, realistic goals for the future?
As the Manager:
- Did you provide balanced feedback?
- Did you encourage the employee to take ownership of their growth?
- Did you offer guidance on achieving their goals?
Common Mistakes to Avoid
- Focusing solely on achievements without acknowledging growth areas
- Being defensive about feedback
- Setting vague or unrealistic goals for the future
Pro Tip
Approaching your performance review with a mindset of growth and openness can transform it from a routine evaluation into an opportunity for meaningful career advancement.