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Customer story · IT and techEngineers turned managers. 40% less turnover.

At an IT company, engineers moved into management before they had the people skills for it, and their teams felt it: friction and people leaving. The new managers practiced their hardest conversations with an AI employee before holding them for real.

Client name withheldMethodology available on request
Engineer preparing for a one-on-one with his team
Result−40%

voluntary turnover after leadership practice, and new managers ready for leadership conversations faster.

Program at a glance

Industry
IT and tech
People
First-time managers from engineering teams
Product
AI roleplay for leadership development

The challenge

Promoted engineers. New to leading people.

The company’s new managers came from its own engineering teams. Leading people was new to them, and reviews, questions about pay and a team member close to burnout were conversations they had never held.

Without those skills, friction built up inside their teams and attrition stayed high.

The scenarios

The talks new managers put off. Rehearsed first.

Each manager practiced with an AI employee who answered back, and every run was scored with feedback on the lines to change.

  • 01

    Performance review

    Give an honest assessment of the period and agree on next steps.

  • 02

    Salary conversation

    Answer a request for a raise honestly, including when the budget says no.

  • 03

    Burnout check-in

    Raise the signs with a team member who is overloaded, listen, and agree on what changes.

  • 04

    Giving feedback

    Describe what happened and what it cost, then agree on the next step.

  • 05

    Delegation

    Hand over work with a clear outcome and deadline, without taking it back.

Nia, an AI account leadNia · AI account lead
A similar scenario examplePerformance review with an underperformer

Your account lead missed all three of her goals, two of them after an acquisition, and thinks the rating ignores why. Deliver it, hear her out and agree on a plan with dates.

“I saw the rating in the system. ‘Partially meets,’ after the year I had?”
See the scenario

What was measured

Who stayed. Not who finished a course.

Voluntary turnover−40%

voluntary turnover after the program, with new managers ready for leadership conversations sooner.

What changed

From promotion to a team that stays.

  1. Setup

    Scenarios from real management situations

  2. Practice

    Hard conversations rehearsed first

    Managers rehearsed performance reviews, salary conversations, burnout check-ins, feedback and delegation.

  3. On the job

    The real conversations

  4. Result

    −40% voluntary turnover

More customer stories

Two more programs, in pharma and retail.

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higher sales in trained territories after AI simulations on clinical knowledge and objection handling.

Challenge
Prepare 500+ reps for a new drug launch on a tight deadline, without costly live roleplays.
Program
AI simulations with a physician persona on clinical data and objections, scored on the launch messaging.
Time to field-ready
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Store staff. Sales up 30%.

+30%

sustained sales increase in trained locations.

Challenge
In a store, a sale is often won or lost in a short conversation between an associate and a shopper.
Program
Store staff practiced their conversations with shoppers against AI characters, with a score and AI coach feedback after every run.

Your next promotions, rehearsed before day one.

We build the scenarios on your real management situations and agree with you on how to measure them before the start.

Book a demo