Introduction: What You’ll Learn
Performance conversations can be challenging, as they require balancing positive reinforcement with constructive criticism. This simulation helps you practice delivering feedback that motivates improvement while recognizing achievements.
You’ll practice:
- Setting a positive, constructive tone
- Providing clear, actionable feedback
- Encouraging growth while holding team members accountable
- Ensuring the conversation is balanced and productive
Step-by-Step Simulation
Scene 1: Opening the Conversation
Facilitator: "Hey Alex, thanks for sitting down with me today. I want to chat about your recent work and see how we can keep supporting your growth. Feel free to share your thoughts as we go."
Alex: "Sure thing, I’m interested to hear your thoughts."
Facilitator: "Awesome, let’s start by talking about some of the great things you’ve done recently."
Scene 2: Highlighting Achievements
Facilitator: "I’ve been really impressed with how you took charge of the project challenges. Keeping the team on track under tight deadlines was no small feat."
Alex: "Thanks! I thought it was important to keep everyone aligned and moving forward."
Facilitator: "Definitely, and the improvements you made to the database queries have made a big difference in our system performance."
Scene 3: Addressing Areas for Improvement
Facilitator: "Now, let’s look at a couple of areas where I think we can focus on improvement. I noticed your code reviews could be more detailed. Giving the team specific feedback is really valuable."
Alex: "I get that. I sometimes worry about giving too much feedback and overwhelming others."
Facilitator: "That’s a fair point. Maybe we can work together to find a balance that’s helpful but not overwhelming. How about we set up a session to discuss some strategies?"
Scene 4: Setting Goals and Encouraging Growth
Facilitator: "Looking ahead, how about we set some goals? Improving your feedback in code reviews and leading a small project could be a good start. What do you think?"
Alex: "I’m interested in both. I’ll focus on giving better feedback and am eager to lead a project."
Facilitator: "Great! I’ll support you with resources and regular check-ins to help track your progress. Let’s touch base in a month to see how things are going."
Scene 5: Wrapping Up
Facilitator: "Thanks for having this conversation with me today, Alex. I really appreciate your openness and willingness to grow. Keep me posted on how things go, and reach out anytime you have questions or updates."
Alex: "Thank you! I appreciate the feedback and am motivated to work on these goals."
Facilitator: "Sounds good. Keep up the great work, and let’s keep moving forward together."
Mini Roleplay Challenges
Challenge 1: Alex becomes defensive about the feedback.
- Best Response: “I get that it can be tough to hear. This is about helping you grow and succeed, and I’m here to support you through it.”
Challenge 2: Alex seems disengaged during the conversation.
- Best Response: “You seem a bit distant — is there anything on your mind that you’d like to talk about?”
Challenge 3: Alex asks for more responsibility but has not shown readiness.
- Best Response: “I appreciate your enthusiasm. Let’s outline a path to prepare you for more responsibilities, focusing on current areas for improvement first.”
Optional Curveball Mode
- Alex requests immediate promotion.
- Alex disagrees with the feedback.
- The conversation goes off-topic.
Practice handling each one while maintaining focus and balance.
Reflection Checklist
Conversation Flow
- Did I balance praise with constructive feedback?
- Did I maintain a positive and supportive tone?
- Did I encourage Alex to share his views?
Feedback Quality
- Was the feedback specific and actionable?
- Did I provide a clear path for improvement?
Encouragement & Accountability
- Did I motivate Alex to set and achieve new goals?
- Did I hold Alex accountable for areas needing improvement?
Common Mistakes to Avoid
- Focusing too much on either praise or criticism
- Not providing specific, actionable feedback
- Failing to engage the employee in the conversation
- Not setting clear goals or follow-up actions