Introduction: What You’ll Learn
In this simulation, you'll practice delivering sensitive feedback to a team member who didn't receive a promotion they were hoping for. The focus is on maintaining clarity, empathy, and constructive support to help them grow and prepare for future opportunities.
You’ll practice:
- Structuring the conversation with empathy and clarity
- Providing specific feedback and action steps
- Encouraging a growth mindset and ongoing development
- Maintaining a supportive and positive tone
Step-by-Step Simulation
Scene 1: Setting the Stage
Manager: "Hey, Alex. Thanks for meeting with me today. I want to talk about your recent performance review and the promotion decision. It’s important to me that we cover everything openly and supportively."
Manager: "Before we dive in, I’d love to hear your thoughts on how things have been going for you. What’s been working well, and where do you think there's room for improvement?"
Scene 2: Delivering the News with Empathy
Alex: "Overall, I think I’ve been doing well. I’ve taken on more responsibility, and I was hoping to get promoted to Senior Developer this cycle."
Manager: "Thanks for sharing your thoughts, Alex. I really appreciate all the hard work and dedication you’ve shown, especially in taking on new responsibilities. However, after a lot of discussions, we decided not to promote you to Senior Developer this time."
Manager: "I know this might be disappointing, and I want to talk through the feedback and what we can do next to help you keep growing and working towards that goal. This decision isn’t a reflection of your potential but more about focusing on key development areas."
Scene 3: Providing Constructive and Specific Feedback
Manager: "First off, I want to acknowledge your strengths. Your work on the API integration project was top-notch, and your ability to collaborate effectively with the team is a big plus."
Manager: "To move towards a Senior Developer role, we should concentrate on two main areas: enhancing your leadership skills in cross-functional projects and deepening your technical expertise, particularly in system architecture. For example, leading a project from start to finish or taking charge in architectural discussions could really showcase these skills."
Manager: "To support you, I’d like to set up bi-weekly check-ins to discuss progress and any challenges. We can also explore mentorship opportunities or training resources to help build your leadership and technical skills."
Scene 4: Encouraging Growth and Wrapping Up
Alex: "I appreciate the feedback, and I’m eager to improve. It’s tough to hear, but I want to get there."
Manager: "I’m here to help you, Alex. Let’s create a development plan with specific, achievable goals and milestones. This will help guide your growth and put you in a strong position for the next promotion cycle."
Manager: "Thanks for being open-minded about this. I’m confident in your potential and look forward to seeing your continued development. Please feel free to reach out if you have questions or need support."
Mini Roleplay Challenges
Challenge 1: Alex becomes visibly upset and withdraws.
- Best Response: “I understand this is disappointing. Let’s take a moment, and we can pause if you need to. I’m here to support you.”
Challenge 2: Alex disagrees with the feedback and believes they deserved the promotion.
- Best Response: “I appreciate your perspective. Let’s discuss specific examples and how we can address your concerns together.”
Challenge 3: Alex asks for immediate ways to get promoted next cycle.
- Best Response: “Let’s focus on setting achievable goals and milestones. We’ll identify key projects and skills to develop that align with the Senior Developer role.”
Optional Curveball Mode
- Alex has heard rumors about the decision before the meeting.
- A colleague was promoted, and Alex is comparing their performance.
- Alex has concerns about the fairness of the evaluation process.
Practice addressing these challenges while maintaining a constructive and empathetic dialogue.
Reflection Checklist
Empathy & Support
- Did I acknowledge Alex’s feelings and perspective?
- Did I express appreciation for Alex’s work and contributions?
Feedback Clarity
- Was my feedback specific and actionable?
- Did I offer clear steps and support for growth?
Goal Setting
- Did we establish a clear path forward with goals and milestones?
- Did I offer ongoing support and resources?
Common Mistakes to Avoid
- Delivering feedback without empathy or support
- Providing vague or non-actionable feedback
- Failing to set up a development plan or follow-up
- Overlooking Alex’s emotional response and need for support