Roleplay Scenario
Scenario Overview
A teammate has been showing signs of checking out—missing meetings, submitting work late, and lacking enthusiasm. As their mentor or manager, it’s your job to address this in a one-on-one meeting. Your aim is to understand what's behind their disengagement and find a way to help them re-engage without pointing fingers.
Roles & Setup
Role A – Mentor/Manager (You)
You’ve noticed the drop in engagement and want to address it sensitively.
Your goal: Understand the root causes of disengagement and work together on solutions.
Role B – Disengaged Teammate
You’ve been feeling disconnected from your work and team.
Your goal: Open up about the challenges you’re facing and explore ways to feel more engaged.
Suggested Openers
Mentor/Manager:
- “I've noticed you’ve been a bit quieter in meetings and missed a few. Can we chat about how things are going for you?”
- “I want to make sure you’re feeling supported. Is there anything we can tweak to make things better for you?”
Disengaged Teammate:
- “Yeah, I’ve been struggling a bit lately. Not sure where to begin.”
- “Honestly, I’ve been feeling a bit overwhelmed and not as interested in the projects.”
Sample Roleplay in Action
Mentor/Manager:
“Thanks for taking the time to talk. I’ve noticed you’ve missed some meetings and your recent projects have been delayed. Can you tell me what’s been going on?”
Disengaged Teammate:
“Thanks for reaching out. I’ve been feeling overwhelmed with everything, and I’m not really excited about the tasks. Plus, I’m dealing with some personal stuff that’s affecting my focus.”
Mentor/Manager:
“I appreciate you sharing that. Let’s break it down. Are there specific tasks that you're finding overwhelming or uninteresting? And if you need any support with personal issues, we can discuss options too.”
Disengaged Teammate:
“The current project feels repetitive, and I’m not sure how it lines up with my career goals. I’m also juggling some family issues that make it tough to concentrate.”
Mentor/Manager:
“Thanks for being open about that. For the project, maybe we can talk about how it fits into the bigger picture and see if there are tasks that align better with what you’re aiming for. If you need some flexibility with hours, we can work on that too.”
Disengaged Teammate:
“I’d appreciate that. Getting a clearer sense of the project’s impact and feeling more involved could really help. Some flexibility with my schedule would be great too.”
Mentor/Manager:
“Great. Let’s set up some time to map out your career goals and see how we can align your current work with those. Regarding flexibility, we can discuss a temporary adjustment to your schedule.”
Disengaged Teammate:
“Thanks, that would be really helpful. I’m open to trying new things and appreciate your support.”
Mentor/Manager:
“Let’s check in regularly to see how things are going and make adjustments as needed. Your engagement is important, and I’m here to help however I can.”
Post-Scenario Tools
Curveball Mode (Optional)
Throw in one of these mid-roleplay to make it more interesting:
- The teammate reveals a personal issue affecting their work
- The teammate is defensive and doesn’t open up easily
- The teammate feels their skills are underutilized but is unsure how to express this
Reflection Checklist
As the Mentor/Manager:
- Did you listen actively without jumping to conclusions?
- Did you encourage open dialogue and create a safe space?
- Did you collaborate on actionable steps to re-engage the teammate?
As the Disengaged Teammate:
- Did you share your challenges honestly?
- Did you express what you need to feel more engaged?
- Did you stay open to suggestions and solutions?
Common Mistakes to Avoid
- Approaching the conversation with assumptions
- Focusing solely on performance metrics without empathy
- Offering solutions without understanding the root cause
Pro Tip
Building trust and mutual respect helps these conversations go smoothly. Approach the meeting with a genuine desire to help and understand, and you’ll likely find a path to renewed engagement together.