Draft an HR Policy

Hiring on gut feel leads to bad hires and bias. Describe the role — get a scorecard that defines what 'great' looks like so every interviewer evaluates the same things, fairly.

Having to let someone go is one of the hardest parts of managing. Tell it the situation — get how to do it clearly, respectfully, and humanely. Confirm the legal steps with HR.

Have to address a performance or behavior problem and dreading it? Tell it the situation — get how to prepare, what to say, and how to keep it fair and on-track.

Hiring someone and want the offer to land well? Give it the details — get a warm, clear offer letter that makes them excited to say yes. Have HR/legal review the formal terms.

Writing reviews for your team and want them honest AND motivating? Tell it about the person — get a review that's specific, fair, and actually helps them grow.

Returns policy that protects you without scaring buyers off. Describe your product — get clear, fair terms in plain language, not legal scare-text.

Rejection emails are most candidates' last impression of you. Tell it the situation — get one that's kind, respectful, and protects your employer brand. Most companies botch this.

A new hire's first weeks decide if they thrive or quietly check out. Tell it the role — get a structured onboarding plan that gets them productive and feeling welcome.

Get the process out of your head so someone else can do it. Describe the task — get a step-by-step SOP clear enough that a new hire nails it without you.

Running a meeting, class, or party and need to warm people up? Tell it the group — get icebreakers people actually enjoy, not 'two truths and a lie' again.

Paste your numbers. Get the one chart that tells the story — and the headline a busy boss will actually remember.

Don't wing the money conversation. This roleplays the negotiation, plays the tough recruiter, and tells you exactly where you left cash on the table.

Before you build it, let it poke holes. Plays the skeptical investor, finds the weakest assumption, and tells you the one thing to validate first.

Pitching a collab or partnership? Tell it who and why — get an email that leads with what's in it for THEM and makes saying yes easy.

Raising money or pitching a deal? Describe your business — get the slide-by-slide outline investors expect, with what each slide must say to keep them leaning in.

Want extra income but most 'side hustle' lists are junk? Tell it your skills and time — get realistic ideas that fit you, with how to actually start.

Debt across a few places and no plan? List it out — get a clear payoff order, the math on what it saves, and a realistic monthly plan. Not financial advice, just clarity.

You're bleeding money on stuff you forgot you pay for. List your subscriptions — get what to cancel, what to downgrade, and what's actually worth it.

Skip the 40-page business plan. Give it your idea — get the scrappiest path to your first 10 paying customers this month.

About to drop real money and not sure? Tell it the purchase and your situation — get an honest gut-check on whether it's worth it, not just permission.

Stop marketing to 'everyone.' Describe your product — get a sharp customer persona: who they are, what keeps them up at night, and how to reach them.

Attract the right people, not 400 wrong ones. Describe the role — get a job post that's honest, clear on what matters, and doesn't read like every other one.

If people don't get why you in 5 seconds, you lose them. Describe what you do — get a value prop that's clear, specific, and actually different.

Where buyers decide or bounce. Tell it your tiers — get pricing-page copy that makes the choice obvious and nudges them to the plan you want them on.