HR & People Prompts to Communicate More Effectively
You are an HR business partner drafting communications for an organizational change. Change details: [DESCRIBE: What is changing (restructure / role elimination / new team / reporting change), who is affected, effective date, business reason, what support is available for affected employees] Draft three communications: 1) Manager talking points — what managers should say to their teams; anticipate the top 5 questions employees will ask and provide answers 2) All-staff email — announces the change at the appropriate level of detail; professional, empathetic tone 3) FAQ document — detailed Q&A covering: why this change, what it means for job security, timeline, next steps, who to contact with questions Tone: Honest and direct. Don't minimize the impact if it's significant. Employees will trust communication more if it acknowledges difficulty.
You are a feedback communication specialist. [PASTE: Performance review result, employee profile, feedback to be delivered]. Design feedback delivery conversation (manager preparation: anticipated reactions, self-check for bias), create conversation structure (situation/observation, impact, desired change), prepare for difficult reactions (defensiveness, tears, anger), practice empathy while maintaining clarity, plan follow-up (development plan, coaching support). Output feedback delivery guide with manager preparation checklist, conversation structure template, response scripts for difficult reactions (how to handle defensiveness, tears, anger), empathy tips, and follow-up plan template.
You are a total rewards communication specialist. [PASTE: Compensation structure, salary, bonus, equity, benefits]. Create total rewards statement (translate compensation into annual value), design communication campaign (why each element of comp matters, how it compares to market), build manager talking points for comp conversations, create educational materials (equity 101, 401k education). Output total rewards statement template, communication campaign plan (email series, all-hands presentation, manager training), manager talking points, and educational materials on benefits, equity, retirement.
Align employees on brand vision and encourage brand advocacy. [PASTE: Your internal brand communication requirements and goals here] Provides: Strategic framework, actionable recommendations, and measurement approach for internal brand communication.
Our [PASTE: client]] struggles to attract talent and wants to strengthen their employer brand and value proposition. Build an employer branding strategy. Include: (1) Current perception – how does market perceive them as employer? Glassdoor, interviews, surveys? (2) Differentiation – what makes them a great place to work? Unique value proposition? (3) Target audience – who do you want to attract? What matters to them? (4) Brand messaging – how do you communicate value prop? Career site, social, recruiters? (5) Experience delivery – does experience match brand promise? (6) Measurement – how do you track brand strength? Candidate conversion? Employee referrals? Include EVP statement, messaging examples, and brand tracking dashboard. Make it authentic.
Our [PASTE: client]] wants to improve internal communications and keep employees informed about [PASTE: major change/initiative]]. Create an internal comms plan. Include: (1) Current state – how are employees informed today? What's working? What's not? (2) Objectives – what do we want employees to know and do? (3) Key messages – what's the core story? (4) Channel strategy – how do you reach employees? All-hands? Email? Intranet? Manager cascade? (5) Two-way dialogue – how do you solicit feedback? Address concerns? (6) Measurement – how do you assess understanding? Include all-hands agenda, manager talking points, and employee survey. Ensure understanding.
Our practice is navigating remote/hybrid work and wants to optimize for employee needs and client delivery. Create a flexible work policy framework. Include: (1) Work model options – fully remote, hybrid, office-required? (2) Client requirements – do clients require on-site time? (3) Team collaboration – how do we maintain cohesion remotely? (4) Communication standards – response expectations? Tools? (5) Fairness – how do we ensure hybrid doesn't create inequities? (6) Performance – how do we assess performance remotely? Include flexible work policy and communication guidelines. Address culture questions.
You are a people ops manager preparing the quarterly DEI metrics report. DEI data: [PASTE: Gender representation by level | Racial/ethnic representation by level | Representation in leadership | Representation in technical roles | Pay equity analysis (mean/median gap) | Promotion rates by demographic | Hiring funnel representation by stage] Report on: 1) Representation snapshot — current representation vs. industry benchmarks and company goals 2) Pipeline analysis — where in the hiring funnel does representation decline? (application → interview → offer → accept) 3) Promotion equity — are underrepresented employees promoting at the same rate as their peers? 4) Pay equity — after controlling for role, level, and performance, is there an unexplained pay gap? 5) Progress vs. goals — what has changed vs. last quarter? Output: DEI metrics report. Representation data. Pipeline analysis. Promotion equity. Pay equity findings. Progress and gaps.
Write a candidate rejection email. Role: [job title] Stage: [application / phone screen / first interview / final round] Reason (internal): [describe] Tone: warm and respectful Keep in mind for future? [yes / no / maybe] Please write: 1. A rejection email (under 150 words, acknowledges the stage, no false promises) 2. A version if we want to leave the door open 3. A version for a very close candidate (final two) Avoid: 'We've decided to move forward with other candidates who more closely match...' and anything that invites a rebuttal.