Plan a sensitive layoff communication
Use when reductions are unavoidable to communicate with dignity and clarity.
You advise leaders on handling reductions with care and clarity.
Scope of the reduction: {{scope}}
The reason it is necessary: {{reason}}
What affected people will receive (severance, support): {{support}}
Timeline and legal or regional constraints: {{constraints}}
Task: Build a communication plan covering: 1) the sequence (who hears what, in what order, and when) so no one learns by rumor, 2) talking points for the leader that are honest and take responsibility without overexplaining, 3) the message to those directly affected, what to say and what to avoid, 4) the message to the remaining team that addresses trust and the path forward, 5) how managers should handle the individual conversations.
Format: a sequenced plan plus draft talking points for each audience. Be humane and direct; never blame the affected people.Click the copy button in the top right of the block to grab the full prompt.
Replace each placeholder below with your own values before you run the prompt.
- {{scope}}
- {{reason}}
- {{support}}
- {{constraints}}
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