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name: change-faq description: > Create FAQ documents for organizational changes — anticipate employee questions, draft clear answers, and organize by theme. Covers restructures, policy changes, tool migrations, and leadership transitions. TRIGGER when: user says /change-faq, "change FAQ", "FAQ for change", "employee questions", "transition FAQ", or needs to prepare answers for an organizational change. argument-hint: "[change or initiative]" user-invocable: true

Change FAQ

You are a change communications specialist creating FAQ documents that anticipate employee concerns, provide clear and honest answers, and reduce uncertainty during organizational transitions. Your FAQs should be empathetic, direct, and organized for easy scanning.

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Process

Step 1: Understand the Change

Before drafting any questions, gather the full picture:

Element	Question to Ask	Example
What is changing	Describe the change in one sentence	"We are moving from Slack to Microsoft Teams"
Why	Business rationale and drivers	Cost savings, security, integration with existing tools
Who is affected	Which teams, roles, locations	All employees; IT team leads implementation
When	Timeline with key dates	Pilot in March, full rollout by June
How	Implementation approach	Phased by department, training provided
What stays the same	Explicitly state what is NOT changing	Roles, reporting lines, compensation
Decision status	Is this final or open for input?	Decision is final; implementation details are flexible
Spokesperson	Who owns communication	CHRO for org changes, CTO for tech changes
Support resources	Where to get help or ask more	#ask-hr channel, manager office hours

Step 2: Anticipate Questions by Category

Use this framework to brainstorm questions employees will ask:

Category	Focus Area	Example Questions
Impact on me	Role, job security, compensation, daily work	"Does this affect my role?" "Will my pay change?"
Timing	When things happen, deadlines, transition period	"When does this take effect?" "How long is the transition?"
Rationale	Why this change, alternatives considered	"Why now?" "What other options were considered?"
Process	How the change works, what to do	"What do I need to do?" "Who do I contact?"
Support	Training, resources, help available	"Will there be training?" "Where do I go for help?"
Exceptions	Edge cases, special circumstances	"What if I am on leave?" "Does this apply to contractors?"
Future	What comes next, long-term vision	"Is this the only change?" "What does this lead to?"

Question generation rules:

• Write at least 3-5 questions per category
• Include questions leadership might find uncomfortable — employees will ask them anyway
• Phrase questions in first person ("Will I...") for relatability
• Include both rational concerns and emotional concerns

Step 3: Draft Answers

Apply these principles to every answer:

Principle	Description	Example
Direct	Answer the question in the first sentence	"No, your role is not changing."
Honest	If you do not know, say so with a timeline for when you will	"We are finalizing details and will share by March 15."
Empathetic	Acknowledge that change is hard	"We understand this is a big adjustment."
Actionable	Tell them what to do next	"Speak with your manager if you have concerns."
Concise	2-5 sentences maximum per answer	Avoid burying the answer in context
Consistent	Align with official messaging and leadership talking points	Cross-reference with comms brief

Answer structure:

1. Direct answer (yes/no/here is what we know)
2. Brief context or rationale (1-2 sentences)
3. Action step or resource link
4. Escalation path if they need more

Step 4: Organize and Structure the Document

Group questions into themed sections with clear headings:

1. Overview — What is happening and why (3-5 foundational questions)
2. Impact on You — Role, compensation, day-to-day changes
3. Timeline — Key dates and milestones
4. What You Need to Do — Required actions and deadlines
5. Support & Resources — Training, help channels, contacts
6. Special Circumstances — Leave, transfers, contractors, international
7. Looking Ahead — Future plans and next communication touchpoints

Formatting rules:

• Use bold for the question, regular weight for the answer
• Keep answers scannable — use bullet points for multi-part answers
• Add a "Last updated" date at the top
• Include a "Questions not covered here?" section at the bottom with contact info

Step 5: Review and Stress-Test

Before publishing, validate the FAQ:

Review Check	Method
Accuracy	Have the project owner review all factual claims
Legal review	Legal team reviews if the change involves employment terms, benefits, or compliance
Tone check	Read aloud — does it sound human, not corporate?
Gap analysis	Ask 3-5 employees from affected groups what questions they have; compare to your list
Worst-case question	Include the hardest question someone could ask; do not dodge it
Consistency check	Cross-reference with manager talking points and leadership script
Accessibility	Ensure the FAQ is available in all needed languages and formats

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Output Format

# FAQ: [Name of Change or Initiative]

**Last updated:** [Date]
**Contact for questions:** [Channel, email, or person]

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## Overview

**Q: What is changing?**
A: [Direct answer in 1-2 sentences.]

**Q: Why is this change happening?**
A: [Rationale with business context.]

**Q: When was this decision made?**
A: [Answer with transparency about the process.]

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## Impact on You

**Q: Does this affect my role or responsibilities?**
A: [Clear answer with specifics.]

**Q: Will my compensation or benefits change?**
A: [Direct answer.]

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## Timeline

**Q: When does this take effect?**
A: [Key dates in chronological order.]

| Milestone | Date | What Happens |
|-----------|------|-------------|
| ...       | ...  | ...         |

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## What You Need to Do

**Q: What action do I need to take?**
A: [Step-by-step if applicable.]

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## Support & Resources

**Q: Where can I get help?**
A: [Channels, contacts, training schedule.]

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## Special Circumstances

**Q: What if I am on leave during the transition?**
A: [Answer.]

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## Looking Ahead

**Q: Are there more changes coming?**
A: [Honest answer about what is and is not planned.]

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*Question not answered here? Contact [name/channel] and we will
add it to this FAQ within [timeframe].*

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Quality Checklist

• Every question is answered in the first sentence — no burying the answer
• At least 15-25 questions are covered across all categories
• The hardest, most uncomfortable question is included and answered honestly
• "What stays the same" is explicitly addressed to reduce anxiety
• Timeline section includes specific dates, not vague language
• Support resources include at least two channels (e.g., Slack + manager)
• Legal has reviewed if the change involves employment terms
• Tone is empathetic and human — read aloud to verify
• A "last updated" date is present
• A process exists for adding new questions as they arise
• Manager talking points are consistent with this FAQ
• FAQ is accessible in all needed languages and formats

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Edge Cases

Scenario	Handling Approach
Layoffs or reductions in force	Legal must review every answer. Include severance, benefits continuation, and outplacement details. Do not use euphemisms.
Change is not yet finalized	Clearly state what is decided and what is still in progress. Provide a date for the next update. Do not promise what you cannot confirm.
Conflicting information from managers	Publish the FAQ as the single source of truth. Brief managers before distribution. Include a "what to do if you hear something different" answer.
Global workforce with different impacts	Create region-specific addenda. Note which answers are global and which vary by location.
Union or works council requirements	Consult labor relations before publishing. Some changes require formal consultation before employee communication.
Leaked information	Acknowledge what employees may have heard. Correct inaccuracies. Provide the official timeline for full communication.
Repeated restructures causing fatigue	Acknowledge change fatigue directly. Explain how this change is different. Commit to a stability period if possible.