Introduction: What You’ll Learn
Having a conversation about your career, whether it's about salary, a new title, or changes to your role, can be tough. This simulation is here to help you prepare for those discussions by focusing on clear communication and effective self-advocacy.
You’ll practice:
- Crafting your main points with clear examples
- Thinking ahead about how your manager might respond
- Speaking up for yourself confidently
- Listening actively and addressing any concerns
Step-by-Step Simulation
Scene 1: Setting the Stage
Facilitator: "Hi everyone. Today, we’re going to prep for a career discussion. Picture yourself setting up a meeting with your manager to talk about your salary and the possibility of a new title. Start by jotting down your main points and some specific examples you can use."
Participant: "I want to highlight my leadership in a recent project that boosted conversion rates by 25% and the new process I set up that cut onboarding time by 15%. I feel these accomplishments support my request for a salary review and a title change."
Facilitator: "Great start. Let's dig into how you'll present these achievements and their impact."
Scene 2: Highlighting Achievements
Participant: "I’ll emphasize the strategic decisions I made during the project, like optimizing the user flow based on data analytics, which drove the conversion increase. For the onboarding improvement, I’ll mention how I worked with other teams to streamline processes."
Facilitator: "Those are strong examples. How will you tie these into your request for a title change and salary review?"
Participant: "I’ll point out that my contributions and leadership align with the responsibilities of the next title level, and I’ve taken on tasks typically associated with that role."
Facilitator: "Sounds good. Let’s figure out how you’ll lay out the conversation to make these points effectively."
Scene 3: Structuring the Request
Participant: "I’ll start by expressing gratitude for past opportunities and feedback. Then, I’ll share my achievements and suggest a title change with a salary review, backed by industry benchmarks if needed."
Facilitator: "Nicely done. Now, let’s get ready for how your manager might respond. What if they ask about timing or mention budget constraints?"
Participant: "I’d explain that the timing aligns with my recent achievements and increased responsibilities. If budget constraints come up, I’ll ask about other growth opportunities or timelines for future reviews."
Scene 4: Engaging with Objections
Facilitator: "Let’s roleplay a possible objection. I’ll be your manager."
Manager: "While your contributions are appreciated, we’re currently facing budget constraints."
Participant: "I understand the budget challenges and appreciate the transparency. Could we explore other ways to recognize my contributions, like professional development opportunities, or outline a clear path for future advancement?"
Facilitator: "That’s a thoughtful and constructive response. Let’s also consider how you’ll listen and adapt during the conversation."
Scene 5: Closing and Next Steps
Facilitator: "As we wrap up, summarize your main points and propose some practical next steps."
Participant: "Thank you for considering my request. I believe my contributions justify a title change and a salary review. I’m open to discussing other forms of recognition and look forward to your feedback. Could we set a follow-up meeting to go over potential next steps?"
Facilitator: "Well done. You’ve put together a solid and respectful case. Let’s recap the key takeaways."
Mini Roleplay Challenges
Challenge 1: Your manager seems non-committal about future opportunities.
- Best Response: “Could we set a specific follow-up meeting to discuss concrete steps and timelines?”
Challenge 2: Your manager points out a skill gap as a reason for delaying the title change.
- Best Response: “I’d appreciate your guidance on addressing this gap. Can we create a development plan together?”
Challenge 3: Your manager suggests that other team members are also due for reviews.
- Best Response: “I understand. Could we discuss how my specific contributions align with the criteria for advancement?”
Optional Curveball Mode
Add one of these scenarios during practice:
- Your manager is unexpectedly unavailable, and the conversation is postponed.
- You receive feedback that conflicts with your perception of your performance.
- Budget cuts are announced company-wide just before your meeting.
Practice handling each one with poise and flexibility.
Reflection Checklist
Preparation
- Did I clearly articulate my achievements and contributions with specific examples?
- Did I prepare emotionally for potential objections?
Delivery
- Was I confident, respectful, and engaged in active listening?
- Did I keep the conversation focused and constructive?
Follow-Up
- Did I propose clear next steps and timelines?
- Did I remain open to feedback and alternative solutions?
Common Mistakes to Avoid
- Being overly defensive or aggressive
- Lacking evidence or concrete examples to support your case
- Not considering alternative forms of recognition
- Failing to follow up on the conversation