ChatGPT prompt for layoff announcements

Draft an internal layoff announcement for [COMPANY OR TEAM] using only the confirmed information below. The decision and business context are [CONFIRMED DECISION AND CONTEXT]. The affected population and timing are [SCOPE AND TIMING]. Employee support, benefits, separation details, and points of contact are [EMPLOYEE SUPPORT DETAILS]. The communication plan, policy requirements, and local constraints are [COMMUNICATION AND POLICY REQUIREMENTS].

The message must be humane, direct, and specific without implying that the decision is reversible. Lead with the decision in the first paragraph; do not bury it behind background. State what is known, distinguish it from what will be shared later, and avoid euphemisms such as “rightsizing,” “optimization,” or “transitioning out.” Do not disclose individual names, private employment information, selection criteria, legal advice, or unapproved financial details. Do not invent benefit dates, severance terms, reasons, numbers, or assurances about future jobs.

Produce:
1. A 350–500 word company-wide announcement for the designated speaker, with a clear opening, brief business rationale, scope stated at the approved level, next steps, support resources, and a respectful close.
2. A manager speaking guide with five likely employee questions and answers limited to confirmed facts, plus language for “I do not have that information yet.”
3. A same-day communication checklist covering affected employees, managers, IT/access coordination, remaining staff, external stakeholders, and records.
4. A list of statements that need HR, legal, or leadership review before use.

Keep the tone factual and compassionate; do not ask remaining employees to celebrate, immediately do more work, or speculate about colleagues.

Before answering, check that every factual claim comes from my inputs and that timing does not reveal the decision to broader groups before affected employees are informed. Ask up to 3 clarifying questions only if a required input is missing.

Draft a 5-minute manager script for notifying an employee that their role is affected by [DECISION]. Approved facts are [APPROVED FACTS], effective timing is [TIMING], and confirmed support is [SUPPORT]. Include an opening statement, a pause, next steps, and answers to questions the manager may answer. Include a respectful response when the employee is upset or asks for information the manager does not have. Do not give legal advice, discuss other employees, speculate about selection, or invent terms. Check that each benefit and date matches my input. Ask up to 3 questions only if required information is missing.

Write a 250–350 word note to the remaining [TEAM] after layoffs. Confirmed facts we may share are [APPROVED FACTS], the immediate operating plan is [NEXT STEPS], and available support is [SUPPORT]. Acknowledge the impact without asking people to suppress concern or assume extra work immediately. State what decisions are still pending and how questions will be handled. Do not name affected people, discuss selection criteria, or promise job security unless approved. Check that the message does not go out before affected employees are notified. Ask up to 3 questions only if inputs are missing.

Draft a concise external update for [AUDIENCE] about organizational changes at [COMPANY]. Approved information is [APPROVED INFORMATION], service commitments are [SERVICE COMMITMENTS], and the contact for questions is [CONTACT]. Keep it to 120–180 words, factual and calm. Explain only impacts relevant to this audience and do not disclose employee identities, internal selection details, unannounced financial information, or future plans. Include one next step for customers or partners. Check every operational commitment against my input. Ask up to 3 questions only if a required input is absent.