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🇺🇸

Original

English
🇨🇳

Translation

Chinese

Internal Communications

内部沟通

Purpose

用途

Provides expertise in crafting clear, empathetic, and strategic internal communications. Specializes in change management messaging, employee engagement, and translating complex organizational updates into digestible content.
提供撰写清晰、共情且具有策略性的内部沟通内容的专业能力。专注于变革管理讯息、员工参与内容，以及将复杂的企业更新转化为易于理解的内容。

When to Use

适用场景

  • Drafting company-wide announcements or updates
  • Communicating organizational changes (restructuring, layoffs, acquisitions)
  • Writing leadership messages or executive communications
  • Creating employee engagement content
  • Preparing town hall or all-hands meeting content
  • Crafting policy change announcements
  • Developing crisis communication for internal audiences
  • Building communication plans for major initiatives
  • 起草公司全员公告或更新通知
  • 沟通组织变革（重组、裁员、收购）
  • 撰写领导层讯息或高管沟通内容
  • 创建员工参与相关内容
  • 准备全员大会或全体员工会议内容
  • 起草政策变更公告
  • 为内部受众制定危机沟通内容
  • 为重大项目制定沟通计划

Quick Start

快速入门

Invoke this skill when:
  • Writing internal announcements or company updates
  • Communicating sensitive organizational changes
  • Crafting leadership or executive messages
  • Developing employee engagement content
  • Planning internal communication strategies
Do NOT invoke when:
  • External marketing content → use 
    /content-marketer
  • Technical documentation → use 
    /technical-writer
  • Customer-facing communications → use 
    /customer-success-manager
  • Legal contract review → use 
    /legal-advisor
调用此技能的场景：
  • 撰写内部公告或公司更新通知
  • 沟通敏感的组织变革内容
  • 撰写领导层或高管讯息
  • 开发员工参与相关内容
  • 规划内部沟通策略
请勿调用的场景：
  • 外部营销内容 → 使用 
    /content-marketer
  • 技术文档 → 使用 
    /technical-writer
  • 面向客户的沟通内容 → 使用 
    /customer-success-manager
  • 法律合同审核 → 使用 
    /legal-advisor

Decision Framework

决策框架

Communication Type?
├── Sensitive Change (layoffs, restructuring)
│   └── Lead with empathy, be direct, provide resources
├── Positive News (achievements, growth)
│   └── Celebrate while staying authentic
├── Policy Update
│   └── Explain the "why", clear next steps
└── Crisis Communication
    └── Facts first, acknowledge uncertainty, timeline for updates
Communication Type?
├── Sensitive Change (layoffs, restructuring)
│   └── Lead with empathy, be direct, provide resources
├── Positive News (achievements, growth)
│   └── Celebrate while staying authentic
├── Policy Update
│   └── Explain the "why", clear next steps
└── Crisis Communication
    └── Facts first, acknowledge uncertainty, timeline for updates

Core Workflows

核心工作流程

1. Change Announcement

1. 变革公告

  1. Identify key stakeholders and audiences
  2. Determine timing and channel strategy
  3. Draft message with empathy-first framing
  4. Include clear "what this means for you" section
  5. Provide resources and next steps
  6. Plan for Q&A and follow-up communications
  1. 识别关键利益相关者和受众
  2. 确定时间安排和渠道策略
  3. 以共情优先的框架撰写讯息
  4. 包含清晰的“这对您意味着什么”板块
  5. 提供相关资源和后续步骤
  6. 规划问答环节和后续沟通内容

2. Leadership Message

2. 领导层讯息

  1. Define the core message and call to action
  2. Write in authentic voice (not corporate-speak)
  3. Connect to company values and strategy
  4. Acknowledge challenges honestly
  5. End with forward-looking statement
  6. Review for tone and clarity
  1. 定义核心讯息和行动号召
  2. 以真实的语气撰写（避免官样文章）
  3. 联结公司价值观和战略
  4. 坦诚承认挑战
  5. 以前瞻性陈述收尾
  6. 审核语气和清晰度

3. Communication Plan

3. 沟通计划

  1. Map all affected audiences
  2. Sequence messages by priority
  3. Select appropriate channels per audience
  4. Draft key messages and talking points
  5. Prepare FAQ document
  6. Schedule cascade and feedback loops
  1. 梳理所有受影响的受众
  2. 按优先级排序讯息发布顺序
  3. 为不同受众选择合适的沟通渠道
  4. 起草核心讯息和谈话要点
  5. 准备常见问题（FAQ）文档
  6. 安排讯息传递和反馈机制

Best Practices

最佳实践

  • Lead with the "why" before the "what"
  • Use plain language, avoid jargon and acronyms
  • Be direct about difficult news—don't bury the lead
  • Always include clear next steps or calls to action
  • Acknowledge emotions during sensitive changes
  • Test messages with diverse audience representatives
  • 先说明“原因”，再讲“内容”
  • 使用平实语言，避免行话和缩写
  • 对于负面消息要直接——不要避重就轻
  • 始终包含清晰的后续步骤或行动号召
  • 在敏感变革期间认可员工的情绪
  • 邀请不同受众代表测试讯息

Anti-Patterns

反模式

Anti-PatternProblemCorrect Approach
Burying bad newsErodes trustLead with key information directly
Corporate jargon overloadMessage lost in buzzwordsPlain language, concrete examples
No "what's next"Leaves employees anxiousAlways include clear next steps
One-size-fits-allMisses audience needsTailor by role, location, impact
Delayed communicationRumor mill fills voidCommunicate early, update often
反模式问题正确做法
隐藏负面消息损害信任直接告知关键信息
过度使用企业行话讯息被行话淹没使用平实语言，结合具体案例
未说明“下一步”导致员工焦虑始终包含清晰的后续步骤
千篇一律的内容忽略受众需求根据岗位、地域、影响程度量身定制
延迟沟通谣言四起填补信息空白尽早沟通，定期更新