Roleplay Scenario
Scenario Overview
You’re having a one-on-one with a team member who’s eager for a promotion. They’ve been performing well, but you need to ensure they understand the path forward and areas for growth. Your goal is to support their ambitions while giving honest feedback and setting realistic expectations.
Roles & Setup
Role A – Manager (You)
You’re leading the one-on-one chat.
Your goal: Provide helpful feedback, outline growth opportunities, and set realistic expectations for promotion.
Role B – Team Member
You’re eager for a promotion and looking for guidance on how to achieve it.
Your goal: Understand what’s needed for the next step and get actionable feedback.
Suggested Openers
Manager:
- “Hey, thanks for meeting today. I know you’re eager to talk about your career growth, and I’m here to help you map out a plan.”
- “I’m glad we have this time to chat about your goals and the path to promotion.”
Team Member:
- “I appreciate you taking the time. I’m keen to understand what I need to focus on to move up.”
- “I’m really motivated to advance, and I’d love to hear your thoughts on my performance and next steps.”
Sample Roleplay in Action
Manager:
“Thanks for meeting today. I know you’re keen to chat about your career path, and I’m excited to help you plan your next steps.”
Team Member:
“Thanks! I’m really motivated to move up and want to know what I should focus on.”
Manager:
“You’ve done great work, especially with the recent project where you helped us deliver 20% faster. For the next step, we should focus on expanding your impact across the team.”
Team Member:
“Can you explain more about what ‘expanding impact’ involves?”
Manager:
“Sure thing. It’s about mentoring junior team members, like maybe helping Alex with onboarding, taking on projects that involve other teams, and getting involved in strategic planning. We want to see you influencing beyond just your own tasks.”
Team Member:
“That makes sense. I’ll look for chances to mentor and tackle broader projects. How will we track progress on these goals?”
Manager:
“We’ll set specific milestones, like leading a small cross-team project or running a workshop for the team. We’ll check in during our regular one-on-ones to see how you’re doing.”
Team Member:
“Sounds good. I’m excited to work on these areas. Thanks for the advice.”
Manager:
“I’m here to support you. Let’s keep checking in to track your progress and make any changes if needed. Your growth is important to us.”
Post-Scenario Tools
Curveball Mode (Optional)
Introduce one of these scenarios mid-roleplay to test adaptability:
- Team member feels frustrated about being overlooked for past promotions.
- Team member asks for more examples of areas needing improvement.
- A new project opportunity comes up during the conversation that might help in skill development.
Reflection Checklist
As the Manager:
- Did you give clear, actionable feedback with specific examples?
- Did you balance encouragement with realistic expectations?
- Did you outline specific next steps and milestones?
As the Team Member:
- Did you actively seek feedback and clarification?
- Did you express your ambitions and readiness to grow?
- Did you commit to actionable steps toward promotion?
Common Mistakes to Avoid
- Offering vague feedback without clear examples
- Overpromising on promotion timelines
- Focusing only on weaknesses without acknowledging strengths
Pro Tip
Successful mentorship is about balancing encouragement with honesty. Give specific, actionable advice and work together to create a clear plan forward. This builds trust and motivates team members to reach their goals.