Roleplay Scenario
Scenario Overview
You’re preparing for your first one-on-one meeting with a new direct report. The goal is to build trust, understand their career aspirations, and discuss any challenges they might be facing. This conversation is key to setting the tone for your working relationship.
Roles & Setup
Role A – Manager (You)
You’re meeting your new direct report for the first time in a one-on-one setting.
Your goal: Build rapport, understand their motivations, discuss any initial challenges, and establish a framework for future communication.
Role B – New Direct Report
You’re new to the team and eager to make a good impression.
Your goal: Share your career goals, express any initial concerns, understand what’s expected of you in this role, and provide feedback on the onboarding process.
Suggested Openers
Manager:
- “I'm excited to have this chat and learn more about you. How's everything going so far?”
- “I’d love to hear what you’re looking forward to in this new role and any questions you might have.”
New Direct Report:
- “I’m really happy to be here! I’ve been eager to get involved with the team’s projects.”
- “I’d like to talk about my career goals and see how they align with what we’re doing.”
Sample Roleplay in Action
Manager:
“Hi, thanks for sitting down with me. I’d love to know how your first week has been. Any surprises or challenges?”
New Direct Report:
“It’s been great, thanks! Everyone’s been really welcoming. I'm excited to get started on the projects. The only tricky part has been learning all the new tools.”
Manager:
“That’s good to hear. Those tools can be a bit of a puzzle at first. We can definitely set up some sessions to get you up to speed. What are your career goals, and how do you see yourself growing here?”
New Direct Report:
“I’m keen to learn more about cloud technologies and eventually lead a project. Do you think there are chances for that here?”
Manager:
“Definitely. We’re focusing on cloud projects this year, and I’ll be on the lookout for leadership opportunities for you. How can I support you in these goals?”
New Direct Report:
“I’d appreciate any recommendations for resources, and feedback as I get started would be great too.”
Manager:
“Sounds like a plan. I’ll share some resources and let’s make feedback a regular part of our one-on-ones. How about the onboarding process—any thoughts or suggestions?”
New Direct Report:
“Overall, it’s been smooth. Maybe a more detailed guide on the tools could help others get started faster.”
Manager:
“That’s good to know. I’ll work on that. Anything else you’d like to bring up today?”
New Direct Report:
“Not right now, but I’ll definitely reach out if anything comes up. Thanks for taking the time to chat!”
Manager:
“Of course. I’m looking forward to your contributions. Let’s plan to catch up again next week.”
Post-Scenario Tools
Curveball Mode (Optional)
Throw in one of these mid-roleplay to test adaptability:
- The new direct report expresses uncertainty about their role.
- The new direct report mentions previous negative experiences with managers.
- A sudden scheduling conflict arises, limiting the time available for the meeting.
Reflection Checklist
As the Manager:
- Did you create an open and welcoming environment?
- Did you actively listen and ask thoughtful questions?
- Did you address potential challenges and offer actionable support or resources?
As the New Direct Report:
- Did you clearly communicate your career goals?
- Did you express any concerns or ask questions?
- Did you engage openly in the conversation and provide feedback on the onboarding process?
Common Mistakes to Avoid
- Dominating the conversation instead of listening
- Avoiding difficult topics or concerns
- Failing to set clear expectations and follow-up actions
Pro Tip
First one-on-ones are crucial for building trust and setting a positive tone. Approach them with curiosity and a genuine desire to support your team member’s growth.