Introduction: What You’ll Learn
This simulation focuses on how to follow up after delivering tough feedback. Your job now is to listen, check their emotional state, and offer clarity on what’s next — without being defensive or overly fix-it focused.
You’ll practice:
- Creating space for emotional response
- Listening with empathy and curiosity
- Reaffirming your support and expectations
- Collaborating on the next steps forward
Step-by-Step Simulation
Scene 1: Reopening the Conversation
You (Manager):
"Hey — I wanted to take this time to check in after our last conversation. I know the review had some tough moments. How are you feeling about everything?"
Teammate (Jamie):
"Honestly, it was hard to hear. I thought I was doing better than that. It kind of caught me off guard."
You:
"Yeah, I hear that. And I really appreciate you being honest with me. It’s not easy to get critical feedback, and it’s totally okay to feel that way."
Scene 2: Acknowledge, Don't Defend
You:
"Just to be clear — I didn’t mean to discourage you. I want to help you grow, and I think we can work through this together. I know the feedback was direct, but I also believe in your ability to make progress. And I can see you've been putting in effort — this isn’t about ignoring that."
Jamie:
"I get that. It’s just frustrating — I’ve been putting in so much effort."
You:
"That makes sense. And effort definitely matters. Part of what I want to do now is make sure the expectations are clear — not just for where things weren’t working, but also for what great looks like."
Scene 3: Moving Forward Together
You:
"Would it help if we reviewed some of the areas from the review and talked about what growth might look like there? We don’t have to rush — we can take it one step at a time."
Jamie:
"Yeah, I think that would help. I just don’t want to feel like I’m under a microscope now."
You:
"Totally fair. This isn’t about watching over your shoulder — it’s about making sure you’re set up to succeed. You bring a lot of good things to the table — and there’s definitely stuff we can build on. Let’s pick one or two things to focus on over the next few weeks, and we’ll check in together on how it’s going. No surprises."
Mini Roleplay Challenges
Challenge 1:
Jamie gets defensive or shuts down.
- Best Response:
“You don’t have to respond to everything right now. I’m here to listen and support you however I can.”
Challenge 2:
Jamie says they’re not sure they can meet the expectations.
- Best Response:
“That’s okay to feel — let’s take it one step at a time and make sure you’ve got the support you need.”
Challenge 3:
Jamie asks if their job is at risk.
- Best Response:
“This isn’t about punishment — it’s about growth. If that ever changed, I’d be upfront. Right now, we’re focused on progress.”
Optional Curveball Mode
- Jamie misinterprets feedback as a personal failure.
- They focus only on negatives and can’t see the path forward.
- They get overly agreeable, saying “whatever you want” without engagement.
Reflection Checklist
Supportive Tone
- Did I give space for emotional response?
- Did I avoid over-explaining or defending?
Clarity
- Did I restate the feedback calmly and clearly?
- Did I connect it to a shared goal of growth?
Next Steps
- Did we agree on 1–2 concrete focus areas?
- Did I commit to follow-up and support?
Common Mistakes to Avoid
- Rushing into a fix-it mode without listening
- Overexplaining or sounding defensive
- Making it sound like a warning instead of a path forward
- Avoiding accountability or skipping follow-up