Roleplay Scenario
Scenario Overview
You've just had your performance review. While it was generally positive, some of the feedback was a bit vague, leaving you unsure about specific areas for improvement. You want to ensure you understand the feedback fully so you can make meaningful improvements. Your goal is to ask for clarity without sounding defensive or dismissive.
Roles & Setup
Role A – Employee (You)
You’ve received vague feedback during a performance review.
Your goal: Get clear, specific examples to turn the feedback into actionable steps.
Role B – Manager
You’ve given feedback but didn’t provide specifics.
Your goal: Help your employee understand the feedback and guide them toward improvement.
Suggested Openers
Employee:
- “Thanks for the feedback in the review. Could we go over a couple of points in more detail? I want to make sure I’m focusing on the right things.”
- “I really appreciate the feedback. Could we discuss some examples to help make it more concrete for me?”
Manager:
- “Sure, let’s chat about it. I can definitely give you more context and examples.”
- “Of course, I’m here to help you get clarity. Let’s go through any points you’d like to discuss.”
Sample Roleplay in Action
Employee:
“Thanks for the feedback during the review. I wanted to ask about the comment on my communication skills—it seemed a bit broad, and I’d like to get a better sense of specific areas I could work on.”
Manager:
“Of course, no problem. I’ve noticed that in team meetings, sometimes your points aren’t as clear as they could be. For example, during last week’s presentation, you had some great data, but the key takeaways were a bit hidden.”
Employee:
“Okay, that’s really helpful. So, maybe I should focus on summarizing the key points more clearly at the beginning and end of my presentations?”
Manager:
“Yes, exactly. And regarding your project update emails, they’re very detailed, which is good, but sometimes the main message gets a bit lost. Maybe using bullet points or highlighting key points could help.”
Employee:
“Great, thanks for pointing that out. I’ll work on being more concise and structuring my points better. Would it be alright to check back with you in a month to see if there’s any noticeable improvement?”
Manager:
“Absolutely. I’m glad you’re taking this proactively. Let’s plan a follow-up in a month to see how things are going. Also, feel free to send me drafts if you’d like some feedback before you send them out.”
Employee:
“Thanks for the guidance. I feel more equipped to tackle these areas now. I’ll start implementing these changes and we’ll see how it goes.”
Post-Scenario Tools
Curveball Mode (Optional)
Throw in one of these during the roleplay to challenge adaptability:
- The manager brings up another piece of vague feedback.
- The employee feels defensive after receiving detailed feedback.
- The manager struggles to provide specific examples and asks the employee for their perspective.
Reflection Checklist
As the Employee:
- Did you ask for specific examples without sounding defensive?
- Did you remain open to feedback throughout the discussion?
- Did you propose a clear plan or timeline to act on the feedback?
As the Manager:
- Did you provide clear, actionable examples?
- Did you encourage an open, two-way conversation?
- Did you offer ongoing support and a follow-up plan?
Common Mistakes to Avoid
- Ignoring vague feedback without seeking clarity
- Reacting defensively or argumentatively
- Focusing solely on criticisms without discussing improvements
Pro Tip
Approaching feedback as a collaborative effort encourages a positive learning atmosphere. Asking for specifics not only aids your growth but also enhances future feedback sessions.