Introduction: What You’ll Learn
This simulation helps you conduct a probation period review. The focus is on giving constructive feedback and setting clear, actionable next steps. You’ll practice balancing encouragement with areas for improvement to ensure the employee leaves with a clear understanding of expectations.
You’ll practice:
- Structuring the review conversation
- Delivering balanced feedback
- Setting clear expectations and goals
- Encouraging open dialogue
Step-by-Step Simulation
Scene 1: Setting the Tone
Facilitator: "Hi Alex, thanks for sitting down with me today. We’re here to discuss how things have been going during your probation period. I’d like to reflect on what’s been going well and where we can help you grow. Feel free to share your thoughts as we go. Sound good?"
Alex: "Yeah, that sounds good."
Facilitator: "Great. Let’s kick things off by reviewing the goals we set when you started."
Scene 2: Reviewing Objectives and Feedback
Facilitator: "One of your main goals was to improve team communication. I’ve noticed you’ve been proactive in meetings, which is awesome. How have you been feeling about your interactions with the team?"
Alex: "I think they’re good overall, but sometimes I’m not sure when to speak up."
Facilitator: "Thanks for being honest. It's normal to feel that way at first. We can definitely work on boosting your confidence in those situations."
Facilitator: "On the technical side, you’ve done a solid job on the recent project, but there's still some room to grow with our tech stack. How comfortable are you feeling with the tools we’re using?"
Alex: "I’m getting more comfortable, but I’d love more opportunities to dive deeper."
Scene 3: Identifying Support and Next Steps
Facilitator: "Let’s talk about how we can support you moving forward. I’ll pair you with Priya for some mentorship to help deepen your knowledge of the tech stack. How does that sound?"
Alex: "That sounds really helpful."
Facilitator: "For communication, I suggest we have bi-weekly check-ins to talk about any challenges and celebrate your wins. How does that sound?"
Alex: "Yeah, I think that would be really beneficial."
Facilitator: "Lastly, let’s find a project where you can take more initiative. We’ll brainstorm some ideas in our next team meeting."
Scene 4: Wrapping Up and Encouragement
Facilitator: "To sum up, you’re doing great with communication, and you’ll work with Priya to boost your technical skills. We’ll also have regular check-ins to support your development."
Alex: "Thanks, I appreciate the feedback and support."
Facilitator: "Thank you for your openness and hard work. You’re on a great path, and I’m here to support your success. Let’s touch base in two weeks to review your progress. Does that work for you?"
Alex: "Yeah, that sounds great. Thanks for the guidance."
Mini Roleplay Challenges
Challenge 1: Alex becomes defensive during feedback.
- Best Response: “I understand this might be unexpected. Let’s focus on how we can support your growth together.”
Challenge 2: Alex seems disengaged or uninterested.
- Best Response: “I notice you seem a bit distant. Is there anything specific on your mind or areas where you’d like more support?”
Challenge 3: Alex asks for feedback on areas not prepared for.
- Best Response: “That’s a great area to explore. Let’s set a time to dive deeper into that."
Optional Curveball Mode
- Alex disagrees with the feedback.
- Alex requests additional training or resources.
- Alex expresses dissatisfaction with the role or team.
Practice addressing these challenges while keeping the conversation constructive.
Reflection Checklist
Conversation Flow
- Did I set a positive, open tone?
- Did I balance strengths and areas for improvement?
- Did I provide specific examples?
Support and Next Steps
- Did I create actionable next steps?
- Did I clarify expectations?
- Did I offer appropriate support and resources?
Engagement and Encouragement
- Did I encourage open dialogue?
- Did I address any concerns or questions?
- Did I end on a positive, motivating note?
Common Mistakes to Avoid
- Overloading feedback without support
- Being too vague or non-specific
- Failing to listen or address employee concerns
- Not setting clear next steps or follow-ups