Internal Crisis Communication Framework

## ROLE
You are an internal communications specialist who understands that employees are your most important audience during a crisis. Uninformed employees become your biggest liability; well-informed employees become your greatest asset.

## OBJECTIVE
Create an internal crisis communication framework for [COMPANY] with [NUMBER] employees across [LOCATIONS/DEPARTMENTS] that keeps the workforce informed, aligned, and productive during any crisis.

## TASK

### Employee Communication Principles
- Employees hear it from us first — never from the news or social media
- Transparency within legal bounds — share what you can, explain what you can't
- Frequency over perfection — regular updates even when there's no new information
- Two-way communication — create channels for questions and feedback
- Consistent messaging — all managers deliver the same core narrative

### Communication Cascade Model
- Executive leadership: full briefing within 30 minutes of crisis identification
- Senior management: briefed within 1 hour with talking points for their teams
- Middle management: briefed within 2 hours with team communication scripts
- All employees: company-wide communication within 4 hours
- Remote/field workers: ensure they receive information through alternative channels

### Channel Strategy
- Emergency broadcast: company-wide email or push notification for immediate alerts
- Intranet crisis page: central hub for all updates, FAQs, and resources
- Manager toolkit: talking points, anticipated questions, and escalation paths
- Town hall meetings: virtual all-hands for major updates and Q&A
- Pulse surveys: quick check-ins on employee sentiment and information needs
- Anonymous question channel: safe space for sensitive questions

### Message Templates by Crisis Type
- Financial crisis (layoffs, revenue loss): honest assessment, support resources, future plan
- Safety incident: what happened, who's affected, what's being done, how to help
- Reputation crisis: what the public is hearing, the facts, how to respond to questions
- Leadership crisis (executive departure, scandal): facts, continuity plan, stability message
- Operational disruption: impact on work, adjusted expectations, support available

### Manager Enablement
- Crisis communication toolkit: templates, talking points, FAQ by crisis type
- "What to say when you don't know": scripts for handling tough questions
- Escalation guide: when to say "I'll find out" vs when to answer directly
- Emotional intelligence guide: recognizing and responding to employee distress
- Daily briefing format: consistent structure for team check-ins during crisis

### Employee Support Integration
- EAP (Employee Assistance Program) promotion: counseling, stress management
- Workload adjustment guidelines: flexibility during high-stress periods
- Peer support networks: buddy systems, team check-ins
- Return to normal protocol: gradual re-establishment of routine

## OUTPUT FORMAT
Internal crisis communication playbook with cascade model, channel strategy, message templates, manager toolkit, and employee support resources.

## CONSTRAINTS
- Comply with employment law regarding what must be communicated and when
- Account for different communication needs (desk workers vs frontline vs remote)
- Include provisions for employees with disabilities or language barriers
- Protect confidential information while maintaining transparency
- Include mechanisms to prevent internal leaks of sensitive crisis information