Will managers actually do it?

They do, because it is private. Practising a termination badly in front of your own boss is worse than going in unprepared, which is why most manager training skips the conversation itself. The attempts before the one that counts belong to the manager alone.

Can we build it from our own policy?

Yes. Upload the policy, the review template or the script your employment counsel approved, and TrackPoint drafts the roleplay and the scoring criteria from it. Your team edits both before a manager sees them, so the roleplay tests your process rather than a generic one.

What can we show if we are challenged?

A dated pass or fail per manager against criteria you defined, plus the transcript of the attempt and the quoted line behind each score. That is a stronger record than a completion certificate, and it exports as a CSV. It is training evidence, not legal advice.

Who can see a manager's attempts?

Admins see scores for roleplays that were assigned, which is how you report on readiness across the manager population. Self-directed practice stays with the individual, and no data leaves your organization or trains any AI model.

TrackPoint × Edwards MBATrackPoint is bringing AI roleplays to the Edwards School of Business MBA programRead the story

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For HR and people teams

Train the manager, not the escalation

Managers rehearse reviews, terminations and investigations against your own policy, before the conversation reaches your desk. You get a dated record of who was trained and who cleared the bar.

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Evaluation criteria

Criteria for this roleplay

Set ExpectationsScore 1-5
Built RapportScore 1-5
Clarifying QuestionsScore 1-5
Achieved GoalsScore 1-5
Planned Next StepsScore 1-5

Add up to 30. Type what you want measured and TrackPoint drafts the scoring definition for you.

Trusted by training teams

University of Saskatchewan

What We Hear from HR Leaders

A manager handles a review badly and it reaches me as a complaint two weeks later.

They get training once, when they're promoted. That's it.

It's the same handful of managers generating most of our cases.

If we're ever challenged I can't show that anyone was trained to run that conversation.

The Conversations That Become HR Cases

Performance and accountability

Naming underperformance clearly enough to matter and early enough to fix, which is where most managers soften until the message disappears.

Review conversations
Missed expectations
Performance improvement plans

Terminations and exits

The conversation with the highest legal exposure and the least practice. Rehearsed against your own script and policy.

Termination delivery
Restructuring conversations
Staying on script under pushback

Investigations and complaints

Intake conversations where tone and neutrality decide whether you get the facts or a grievance.

Complaint intake
Witness conversations
Staying neutral under pressure

Evidence, not a completion rate

Assign the roleplay to every people manager with a due date and a passing score. What you keep is a dated pass or fail per person, against criteria you defined.

One list showing passed, in progress and overdue
Repeats quarterly so new managers are covered
Export as CSV for your records

Assignment progress

Difficult feedback

Repeats quarterly · pass at 80

Due Mar 28

Completed

78%

Average

Overdue

Amara BelloPassed88
Chen DengPassed84
Elena FischerIn progress71
Grace HallOverdue-

Questions HR Leaders Ask

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Onboarding

Get new hires ready for the conversations their role depends on.

Corporate Training

How organizations run practice programs across every department.

Bring One Policy Your Managers Struggle With

Thirty minutes. We turn it into a scored roleplay while you watch, then show you the record you would keep.

Try a Roleplay Book a Demo

See how AI roleplays can transform your team's performance.

Transform your team's performance.

Try a Roleplay Book a Demo

The Conversations That Become HR Cases

Performance and accountability

Naming underperformance clearly enough to matter and early enough to fix, which is where most managers soften until the message disappears.

Review conversations
Missed expectations
Performance improvement plans

Terminations and exits

The conversation with the highest legal exposure and the least practice. Rehearsed against your own script and policy.

Termination delivery
Restructuring conversations
Staying on script under pushback

Investigations and complaints

Intake conversations where tone and neutrality decide whether you get the facts or a grievance.

Complaint intake
Witness conversations
Staying neutral under pressure