Roleplay Scenario
Scenario Overview
You're sitting down with a team member to talk about some recurring performance challenges you've noticed. The goal is to have a constructive conversation that helps the team member see these patterns and work on improving them, all while keeping the tone positive and supportive.
Roles & Setup
Role A – Manager (You)
You've noticed some recurring performance issues, like missed deadlines or inconsistent quality, in a team member's work.
Your goal: Offer clear, supportive feedback that focuses on specific areas for growth and improvement.
Role B – Team Member
You're receiving feedback about your performance. You might know about some of the issues but need guidance on how to improve.
Your goal: Listen actively, seek clarity, and work together to create an improvement plan.
Suggested Openers
Manager:
- “Thanks for meeting with me today. I wanted to chat about some patterns I’ve noticed in your work and think about how we can tackle them together.”
- “I really appreciate all the hard work you’ve been putting in. Let’s go over a few areas where I think we can make things even better.”
Team Member:
- “Sure, I’m open to feedback. Let me know what you’ve noticed.”
- “I’m keen to improve, so I’d love to hear your thoughts.”
Sample Roleplay in Action
Manager:
“Thanks for taking the time to meet. I’ve noticed that deadlines are getting a bit tight lately. I want to understand what might be causing this and how we can work together to improve it.”
Team Member:
“I appreciate you bringing this up. I’ve felt a bit overwhelmed, to be honest, and it’s been hard to keep everything on track.”
Manager:
“I get that—balancing everything can be tough. Let’s look at what’s on your plate and see if there are specific areas where you feel stuck or need more support.”
Team Member:
“Sometimes, unexpected requests or last-minute changes throw me off. I could also use some help prioritizing tasks better.”
Manager:
“That makes sense. How about we set up regular check-ins to go over your priorities and adjust as needed? I can also share some resources on time management.”
Team Member:
“Regular check-ins would be really helpful. I’d appreciate any resources you have on managing time better.”
Manager:
“Sounds good. I’ll send you some materials and we’ll schedule our first check-in for next week. I’m here to help, so just reach out whenever you need to.”
Team Member:
“Thanks, I appreciate the support. I’ll work on these changes and keep you updated.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce one of these during the roleplay to test adaptability:
- The team member becomes defensive and doesn’t acknowledge the pattern.
- The manager struggles to provide specific examples of the pattern.
- New responsibilities are added to the team member’s workload during the conversation.
Reflection Checklist
As the Manager:
- Did you provide specific examples and constructive feedback?
- Did you create an environment where the team member felt safe to discuss challenges?
- Did you collaborate on a plan for improvement?
As the Team Member:
- Did you listen actively and seek clarification where needed?
- Did you acknowledge the feedback and express willingness to improve?
- Did you contribute ideas to the improvement plan?
Common Mistakes to Avoid
- Being vague about the performance patterns
- Focusing only on negatives without discussing solutions
- Making the team member feel defensive or unsupported
Pro Tip
Frame feedback as a joint effort to overcome challenges and grow. Emphasize support and collaboration to create a positive and productive dialogue.