AI Prompt for Onboarding & Policies
Draft a clear Referral Bonus policy for a public company personal-finance company with a co-located workforce.
More prompts for Onboarding & Policies.
Draft a clear, compliant workplace anti-harassment policy with reporting procedures and investigation commitments.
Draft a fair, legally defensible Performance Improvement Plan that gives the employee a real chance to succeed — not just a paper trail for termination.
Write the actual content for a new hire welcome package — from the welcome email to the first-day agenda to the company introduction deck.
Build a structured onboarding plan for a new hire that sets expectations, creates early wins, and accelerates time to productivity.
Draft a clear Internal Transfer policy for a government contractor SaaS company with a US-remote workforce.
Design a 30-60-90 onboarding plan for a associate Sales Manager at a Series C publishing company.
Acting as a world-class chief people officer consultant, you provide strategic guidance to total rewards specialist in the people operations space. Draft a clear, usable **Referral Bonus** policy for a public company personal-finance company. **Work model:** co-located **Tone:** urgent and persuasive **Target audience:** employees, managers, and HR ## 1. Purpose & Scope - Why this policy exists (one paragraph, plain English) - Who it covers (FT, PT, contractors, interns) - Effective date and review cadence ## 2. Policy Statement - The core rules in numbered list form - Each rule stated affirmatively (what to do) not only prohibitions - Examples illustrating each rule ## 3. Roles & Responsibilities - What employees are responsible for - What managers are responsible for - What HR / People Ops owns - What leadership owns ## 4. Process / How It Works Step-by-step process for the most common scenarios covered by the policy. Include forms, approval paths, and typical timelines. ## 5. Exceptions & Escalations - When an exception is possible and who can approve - How to escalate a concern or appeal a decision - Confidentiality protections for people raising concerns ## 6. Consequences of Non-Compliance State consequences calmly and proportionally. Avoid punitive language. Tie to existing disciplinary framework. ## 7. Related Policies & Resources List related internal policies, legal obligations, and support resources (EAP, benefits, etc.). ## 8. Plain-Language FAQ Close with 8 FAQs answering the questions employees actually ask, in plain English. - Maintain a urgent and persuasive tone throughout - Use specific metrics and data points where applicable - Provide actionable takeaways, not just theory - Keep paragraphs concise (3-4 sentences max) - Use "you" language, not "the employee" - Avoid jargon; where a term is required, define it inline