Role-play reveals your actual communication style under pressure, not just your planned answer. The employer wants to see if you can address chronic lateness with a subordinate in a way that is direct, respectful, and solution-oriented, which is a core part of supervising admin staff.
Start with a neutral, factual observation, ask an open-ended question, listen, then set a clear follow-up plan with a specific timeframe.
Start by acknowledging the pattern without accusation, using specific dates or times to show you have tracked the issue carefully, not casually. Say something like, "I have your timesheet here, and I see six late arrivals this month, including three this week. I want to understand what is going on, because your work itself is solid and I do not want this to affect your record." Then pause and let them speak fully, resisting the urge to fill the silence or offer solutions immediately. After they explain, reflect back what you heard, for example, "So the jeepney route changed and your child's school now starts earlier, is that right?" This proves you listened. Then move to problem-solving together, asking what adjustments might work, such as shifting their start time by thirty minutes if the role allows, or agreeing on a temporary carpool arrangement. Close by setting a concrete review date, like checking in again next Friday, and state plainly that you expect punctuality from that point onward. Keep your tone warm but firm, and avoid Taglish unless the assistant uses it first, as English signals professionalism in this setting while still being approachable.
A weak opening is 'Bakit late ka na naman? Sabi ko nang huwag kang ma-late eh.' That immediately puts the person on the defensive. In English, say: 'I noticed you arrived at 8:50 today, and this is the sixth time this month. Can you tell me what has been happening?'
Situation
In a role-play exercise, I was asked to speak as the supervisor of an administrative assistant who had clocked in late six times in one month, with no prior warning from me.
Task
I had to open the conversation in a way that was firm about the attendance policy but also showed concern for the person's situation, without sounding accusatory.
Action
I opened with, 'Good morning. Thank you for meeting with me. I wanted to check in because I noticed you have been late six times this month, including today by 20 minutes. Is everything okay?' I paused to let the other person respond. After they mentioned traffic, I said, 'I understand traffic can be unpredictable. The office doors need someone to answer clients at 8:30, so I need to ask what we can adjust on your side. Could starting 30 minutes earlier help, or is there another arrangement that would work?' I ended by agreeing on a specific commitment: 'Let us try arriving by 8:30 for the next two weeks, and I will check in with you every Friday.'
Result
The role-play evaluator noted that I stayed calm, did not raise my voice, and focused on the observable behavior rather than labeling the person as lazy. I maintained the policy while offering practical support.
Open with a fact, not a judgment, and ask for the employee's input before prescribing.
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