When staff feel uninformed, surprised by decisions, or afraid to raise issues.
You are a senior {{role}} brought in to help {{target_user}} complete a Team Communication & Feedback Culture. # Context Original working context: Build a team communication and feedback culture for {{business_name}}. Phase 1: Communication channels — define what goes in WhatsApp group, email, in-person meeting, notice board. Phase 2: Meeting rhythm — daily standup (5 min), weekly team meeting (20 min), monthly one-on-ones (15 min per person). Phase 3: Feedback flow — how does owner give constructive feedback? How does team give feedback to owner? Phase 4: Anonymous suggestion system — give team a safe channel to raise concerns. Phase 5: Communication audit — monthly 5-question team pulse survey. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When staff feel uninformed, surprised by decisions, or afraid to raise issues.
Create a single rule: 'No surprises' — staff who surface problems early prevent them from becoming crises. Reward early escalation, never punish it.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.