HR and people
Internal communication during change
A move, a new system, a reorganisation: how you communicate decides whether the team comes along. AI helps you write the right message for each group.
5 min read
Change rarely fails on substance; it often fails on communication. People hear it in the corridor, don't understand why, or don't know what it means for them. AI helps you craft a clear message and anticipate questions.
Four questions employees ask
- What's changing?
- Why?
- What does it mean for me?
- What's expected of me, and when?
A good message answers all four, in that order.
Where AI helps
- Turning your notes into a clear message.
- Anticipating questions employees will ask, with an honest answer. That's how you prepare a Q&A session.
- Making different versions: for the whole team, for managers, for those most affected.
- Proposing a communication timeline: who hears what, when and through which channel.
Watch out for
- In person first, then in writing. People who are strongly affected should hear it from you, not by email.
- Be honest about what you don't know. "We don't know yet; we'll let you know by [date]" beats a vague answer.
- Legal aspects: changes to employment conditions or collective redundancies are subject to rules and procedures. Consult your payroll provider or a lawyer before communicating.
- Confidentiality: sensitive plans don't go into a personal AI account.
Checklist
Your answers stay only in this browser.
Prompt to copy
We're going to implement [change]. Background: [x]. Write a message for the team of no more than 250 words answering: what's changing, why, what it means for you, what we expect and when. Then write ten questions employees are likely to ask, with an honest answer or [to be decided]. Use an open, respectful tone.
