Team Restructuring Communication Plan

Create a communication plan for [RESTRUCTURING TYPE: layoffs / reorg / merger / office closure].

Context:
- What's happening: [DESCRIBE CHANGE]

- Who's affected: [NUMBER AND ROLES]
- Timeline: [WHEN]
- Reason: [WHY]

Provide:
1. **Leadership Briefing**: Script for informing senior team first
2. **Affected Employee Communication**: How to have the conversation (in-person script)
3. **All-Staff Announcement**: Email or town hall script for the wider company
4. **Manager Talking Points**: What people managers should say (and shouldn't say)
5. **FAQ Document**: 15 questions employees will ask with clear answers
6. **External Communication**: Statement for customers, partners, media (if needed)
7. **Timeline**: Hour-by-hour communication sequence on announcement day
8. **Support Resources**: What you're offering affected employees (severance, outplacement, references)
9. **Follow-Up Plan**: Check-ins with remaining team over the next 30 days
10. **Retention Strategy**: How to keep key people who are now worried about stability

Create a communication plan for [RESTRUCTURING TYPE: layoffs / reorg / merger / office closure].

Context:
- What's happening: [DESCRIBE CHANGE]
- Who's affected: [NUMBER AND ROLES]
- Timeline: [WHEN]
- Reason: [WHY]

Provide:
1. **Leadership Briefing**: Script for informing senior team first
2. **Affected Employee Communication**: How to have the conversation (in-person script)
3. **All-Staff Announcement**: Email or town hall script for the wider company
4. **Manager Talking Points**: What people managers should say (and shouldn't say)
5. **FAQ Document**: 15 questions employees will ask with clear answers
6. **External Communication**: Statement for customers, partners, media (if needed)
7. **Timeline**: Hour-by-hour communication sequence on announcement day
8. **Support Resources**: What you're offering affected employees (severance, outplacement, references)
9. **Follow-Up Plan**: Check-ins with remaining team over the next 30 days
10. **Retention Strategy**: How to keep key people who are now worried about stability