When to use
- You need to communicate a change, incident, launch, policy update, strategy shift, restructuring, or difficult company news.
- You want a message that is clear, human, and specific to the audience instead of vague corporate language.
- You need the assistant to identify what employees will ask next: timing, ownership, impact, action required, and where to get help.
- You want to review tone before sending: too cold, too defensive, too vague, too optimistic, or too long.
For layoffs, restructurings, performance actions, compensation, benefits, discrimination, workplace investigations, or regulated HR topics, it can help frame a draft and checklist. It does not replace legal, HR, compliance, or employee-relations review.
What it does
Builds internal communication through a process:
- Context intake: situation, audience, decision status, what can be disclosed, what cannot, and desired outcome.
- Audience mapping: what each group needs to know, feel, do, and ask next.
- Message structure: TL;DR, why now, what changes, what does not change, actions, owner, timeline, and support path.
- Tone calibration: direct, empathetic, accountable, calm, or celebratory depending on the situation.
- Risk pass: flags vague claims, false reassurance, blame, missing owners, confidential details, and sensitive HR/legal/compliance areas.
It should ask for clarification when facts, approvals, dates, or affected groups are unclear. It should not invent promises, legal positions, compensation details, or executive approvals.
How to use
- State the situation, audience, sensitivity level, send channel, and goal of the message.
- Say what is confirmed versus still pending.
- Ask for a draft plus risk review: "Use Internal Comms. Draft this announcement and flag HR/legal/compliance concerns."
- Review the risk notes before sending, especially for people-sensitive topics.
- For layoffs, restructurings, investigations, benefits, or policy changes, route the final draft through the appropriate human reviewers.
Best for
Founders, managers, comms leads, People/HR partners, and operators who need structured internal messages. Strongest for status updates, incident post-mortems, launches, and change announcements; requires extra human review for sensitive employment or compliance matters.