Roleplay Scenario
Scenario Overview
You’re having a one-on-one meeting with a team member who seems to be experiencing burnout. They’ve been working long hours and seem disengaged. Your goal is to provide support, listen actively, and work together to find ways to reduce their stress and workload.
Roles & Setup
Role A – Manager (You)
You’ve noticed signs of burnout in your team member.
Your goal: Create a safe space for open dialogue and work together to find supportive solutions.
Role B – Team Member
You’re feeling overwhelmed by your workload and are starting to burn out.
Your goal: Express your feelings honestly and explore ways to feel more balanced and supported.
Suggested Openers
Manager:
- “I’ve noticed you’ve been putting in a lot of hours lately, and I wanted to check in. How are you holding up with everything?”
- “Let’s chat about how things have been going lately. Is there anything I can do to help lighten the load?”
Team Member:
- “Honestly, I’ve been feeling pretty overwhelmed. It seems like there’s always more to do than I can handle.”
- “Thanks for asking. I’ve been struggling to keep up, and it’s starting to wear me down.”
Sample Roleplay in Action
Manager:
“Hey, thanks for meeting with me. It seems like things have been really hectic for you lately. Can you tell me what’s been the toughest to manage?”
Team Member:
“Yeah, it’s been a lot. Every time I finish something, more tasks just keep coming in. It’s tough to keep up, and I feel like I’m always behind.”
Manager:
“Thanks for sharing that. It’s understandable to feel that way with so many things on your plate. Let’s talk about what we can adjust to make things a bit easier. Are there specific tasks or projects that are piling up?”
Team Member:
“The project with the tight deadline is really demanding, and I’m also juggling a lot of smaller tasks that add up. It’s hard to know what to tackle first.”
Manager:
“Let’s tackle this together. How about we focus on the deadline project and see if we can redistribute some smaller tasks to others on the team? We can also look at adjusting timelines if needed.”
Team Member:
“That would definitely help. I think if I could concentrate more on the bigger project, it would relieve some of the stress.”
Manager:
“Great. I’ll work on reallocating those smaller tasks. Let’s also set up regular check-ins to see how things are going and adjust if needed. Remember, taking breaks and disconnecting after hours is important too.”
Team Member:
“Thanks, I really appreciate your support. Having a clearer path forward already makes me feel a bit better.”
Manager:
“Of course, we’re in this together. Reach out anytime you need to talk or need more support.”
Post-Scenario Tools
Curveball Mode (Optional)
Throw in one of these during the roleplay to add complexity:
- The team member is hesitant to admit they’re struggling.
- The manager suggests a solution that doesn’t resonate with the team member.
- A new urgent task is assigned during the conversation.
Reflection Checklist
As the Manager:
- Did you actively listen and provide a safe environment for sharing?
- Did you propose solutions collaboratively instead of dictating them?
- Did you offer ongoing support and follow-up?
As the Team Member:
- Did you communicate your feelings and challenges clearly?
- Did you express your needs and weigh in on proposed solutions?
- Did you feel heard and supported by the manager?
Common Mistakes to Avoid
- Dismissing or minimizing the team member’s feelings.
- Offering generic solutions without understanding specific needs.
- Failing to follow through with agreed actions and support.
Pro Tip
Approach conversations about burnout with empathy and patience. Validation and actionable support can make a significant difference in helping someone manage their workload and wellbeing.