Practise this conversation
What to say when an employee complains about a colleague
Practise the review before the review.
Darren is waiting for you
Before you go in
Darren is your late-shift goods-in team leader. Ten minutes into his review he changes the subject: Amy leaves goods-in in a mess and he wants you to move her. There’s something in it, but you’ve also heard him being short with Amy in front of the team.
Good luck.
Your goal
Take Darren’s complaint about Amy seriously, raise how he speaks to her in front of the team, and agree a next step for all three of you.
Up to 8 turns, about five minutes, then feedback from our AI coach. Your first go at this conversation is free. After that, one credit a go (packs from £3).
Want the full rehearsal? (Pro, 6 credits for both)
What you’ll practise
- Listening to the whole complaint and asking for specific examples.
- Staying neutral on one account, and saying so honestly.
- Raising what you’ve seen of his own behaviour, then agreeing a fair next step for both of them.
Your goal
Your free go at this one is used
One credit runs the whole conversation
Each new go costs one credit: a full conversation with Darren and the coach’s feedback. Your free go at the other conversations is still there.
No code? Get BOM Credits, from 10 for £3. Your code comes by email and works across the coach tools. Full refund within 14 days if you haven’t used a credit.
What worked
Where it slipped
Say this instead
One thing to practise
Read next
Show the conversation
Ready for the real one?
Rehearse it with Darren until you’re ready
Practise the conversation until it feels like the second time, not the first, and walk in with your best words.
- Two full rehearsals: up to 20 turns each, out loud or typed
- On the second, a hint from the coach after each reply
- Your own best lines on a card to take in with you
With the Best value pack (50 credits), 6 credits is about £1.45 · $1.90 · €1.70 · A$2.90. After that, one more go with hints is 2 credits. Private: use made-up names, and nothing you say is kept.
What we keep: nothing you typed. Your conversation stays in your browser and goes to our AI coach only to write the next reply and your feedback. Use a made-up name for the person you’re thinking of. The feedback is written by AI from your conversation and is a second pair of eyes, not a verdict on you.
Practice for reflection, not legal or HR advice. If it involves harassment, discrimination, health or safety, talk to HR or ACAS.
The full picture
Darren is the late-shift team leader on goods-in at a large supermarket. He's quick, organised and his deliveries are always away on time. Ten minutes into his year-end review, he changes the subject: Amy, the early-shift team leader, leaves goods-in in a mess every handover, and he's sick of clearing up after her. He wants you to have a word, or move her.
You know there's something in it. You also know it isn't the whole story. You've heard Darren being short with Amy in front of the team twice this month, and his own handover notes are a line long, when he writes them at all.
Why it's hard
It's tempting to promise to sort it, because he's upset and it ends the moment. But you've only heard one side, and acting on it would be unfair to Amy. It's equally tempting to defend Amy straight away, which tells Darren you don't take him seriously. And his own part is in the room too. The skill is listening properly, not taking sides on one account, raising what you've seen of his behaviour without turning it into a counter-attack, and agreeing a fair next step that involves both of them.
42% of managers say they know what they want to say in a difficult conversation, but struggle with how to say it.
The Predictive Index, 2026 AI and People Leadership Survey (399 managers and 208 business leaders, July 2026)What usually goes wrong, and what you'll practise
What usually goes wrong
- Promising to have a word with Amy, or to move her, on one person's account.
- Defending Amy straight away, so Darren feels dismissed and digs in.
- Ignoring his part because the review is meant to be about him and it feels awkward.
What you'll practise
- Listening to the whole complaint and asking for specific examples.
- Staying neutral on one account, and saying so honestly.
- Raising what you've seen of his own behaviour, then agreeing a fair next step for both of them.
Read before you practise
Questions people ask
Should I tell the other person what was said?
Not word for word, and not as a complaint against them. A better next step is usually a short conversation with both of them about the handover itself: what good looks like and who does what.
What if it's bullying or harassment?
Then it isn't a review conversation. Thank them for telling you, don't promise confidentiality you can't keep, and follow your company's process or talk to HR. In the UK, ACAS has free advice.
Credits here are BOM Credits: packs from 10 for £3 to 100 for £20, and one code works across every coach tool on the site. Full refund within 14 days if you haven't used a credit. Anything wrong, email [email protected]. How credits work