Internal Memo Creator

---
name: Internal Memo Creator
slug: internal-memo-creator
description: Write clear, professional internal memos for company communication
category: communication
complexity: simple
version: "1.0.0"
author: "ID8Labs"
triggers:
  - "write memo"
  - "create memo"
  - "draft internal memo"
  - "internal communication"
tags:
  - memo
  - internal-communication
  - documentation
  - company-communication
---

# Internal Memo Creator

The Internal Memo Creator skill helps you craft clear, professional internal memos for company communication. Whether you're documenting a policy change, sharing important information, requesting action, or communicating decisions, this skill ensures your memo is well-structured, appropriately toned, and achieves its communication objectives.

This skill understands that memos serve as official internal documentation. They need to be clear, professional, and create a paper trail while being accessible and actionable. The skill helps you balance formality with readability, ensuring your message is received and acted upon.

Great memos inform, document, and drive action. They provide necessary context, make expectations clear, and serve as reference documents. This skill makes creating them efficient while maintaining the professional quality that internal communications require.

## Core Workflows

### Workflow 1: Create Standard Memo
1. **Define Purpose**: Understand what needs to be communicated
2. **Identify Audience**: Determine who needs to receive it
3. **Gather Information**: Collect facts, decisions, or policies to communicate
4. **Structure Memo**: Follow standard memo format
5. **Write Clearly**: Use professional but accessible language
6. **Review**: Check for clarity, completeness, and tone

### Workflow 2: Policy Documentation
1. **Outline Policy**: Define what's changing or being implemented
2. **Provide Rationale**: Explain why the policy exists
3. **Detail Requirements**: Be specific about what's expected
4. **Include Timeline**: Give clear effective dates
5. **Specify Enforcement**: Explain consequences or accountability
6. **Offer Resources**: Provide support or contacts for questions

### Workflow 3: Action Request Memo
1. **State the Ask**: Be clear about what you need
2. **Provide Context**: Explain why it's important
3. **Set Deadlines**: Give specific timelines
4. **Assign Ownership**: Make responsibilities clear
5. **Enable Action**: Provide resources or next steps
6. **Track Follow-Up**: Include accountability measures

## Quick Reference

| Action | Command/Trigger |
|--------|-----------------|
| Policy memo | "Write memo about new [policy]" |
| Decision memo | "Create memo documenting [decision]" |
| Action request | "Draft memo requesting [action]" |
| Information memo | "Write informational memo on [topic]" |
| Announcement | "Create memo announcing [news]" |
| Directive | "Write directive memo for [initiative]" |
| Status update | "Draft status memo on [project]" |
| Meeting summary | "Create memo summarizing [meeting]" |

## Standard Memo Format

```
MEMORANDUM

TO: [Recipient(s) - Name and Title]
FROM: [Sender - Name and Title]
DATE: [Full Date]
RE: [Subject - Clear, Specific Topic]

[Opening paragraph: State purpose clearly in first 1-2 sentences. Lead with the main point or action needed.]

[Body paragraphs: Provide necessary context, background, details, or rationale. Use headers and bullets for readability.]

[Closing paragraph: Summarize key points, restate action items if any, provide next steps or contact information.]

[Optional: Attachments or appendices listed]
```

## Memo Types & Templates

### Template 1: Policy Memo

```
MEMORANDUM

TO: All Employees
FROM: Sarah Chen, Chief People Officer
DATE: January 6, 2026
RE: Updated Remote Work Policy - Effective February 1, 2026

We are updating our remote work policy to provide more flexibility while maintaining team collaboration and productivity. This memo outlines the changes and what you need to know.

WHAT'S CHANGING

Effective February 1, 2026, all employees will have the option to work remotely up to three days per week, with a minimum of two days in the office for team collaboration.

Key changes:
• Employees may choose which days to work remotely (subject to team coordination)
• Core collaboration hours of 10 AM - 3 PM remain required for all
• In-office days should be coordinated with immediate team
• Monthly all-hands meetings require in-person attendance

WHY WE'RE MAKING THIS CHANGE

Our employee survey indicated that flexibility is a top priority, while our collaboration data shows that some in-person time is critical for team dynamics. This policy balances both needs.

WHAT YOU NEED TO DO

1. Review the full policy document (attached)
2. Coordinate with your manager on in-office days by January 20
3. Update your calendar to reflect your regular schedule
4. Ensure your home office setup meets our security requirements (IT checklist attached)

RESOURCES

• Full policy document: [Link]
• IT home office guide: [Link]
• FAQ: [Link]
• Questions: people-ops@company.com

This policy will be reviewed quarterly and adjusted based on feedback and business needs.

Attachments:
1. Remote Work Policy (Full Document)
2. IT Security Requirements for Remote Work
3. Frequently Asked Questions
```

### Template 2: Decision Memo

```
MEMORANDUM

TO: Product and Engineering Leadership
FROM: Michael Park, VP of Product
DATE: January 6, 2026
RE: Decision to Delay Q1 Feature Release

This memo documents the decision to delay the Q1 major feature release from February 15 to March 15, 2026, and outlines the rationale and next steps.

DECISION

We will delay the launch of the new analytics dashboard by four weeks, moving the release date from February 15 to March 15, 2026.

RATIONALE

This decision was made based on three factors:

1. Quality Concerns: QA testing revealed critical performance issues with large datasets that require additional engineering time to resolve properly.

2. Customer Feedback: Beta customer feedback indicated the need for additional customization options that would significantly improve adoption.

3. Resource Constraints: Two key engineers are out on planned leave in February, reducing our capacity to address issues during what would normally be a critical launch period.

IMPACT

• Sales team has been notified and customer commitments have been updated
• Marketing launch campaign will shift to align with new date
• Q2 roadmap will be adjusted to accommodate the timeline shift
• No impact to other Q1 deliverables

NEXT STEPS

1. Engineering to prioritize performance fixes and additional customization features
2. Product to update roadmap and communicate to stakeholders
3. Marketing to adjust launch campaign timeline
4. Sales enablement session rescheduled to week of March 10

ACTION ITEMS

| Action | Owner | Due Date |
|--------|-------|----------|
| Fix critical performance issues | @Eng Team | Feb 28 |
| Implement customization features | @Product Team | Feb 28 |
| Update customer communications | @Sales Leadership | Jan 10 |
| Revise launch campaign | @Marketing | Jan 15 |
| Update roadmap documentation | @Product Ops | Jan 8 |

QUESTIONS

For questions about this decision, please contact me directly or raise concerns in the #product-leadership channel.
```

### Template 3: Action Request Memo

```
MEMORANDUM

TO: All Department Heads
FROM: Alex Rodriguez, Chief Financial Officer
DATE: January 6, 2026
RE: Q1 Budget Review - Action Required by January 20

We are conducting our Q1 budget review and require updated forecasts from all departments. This memo outlines what we need and when.

ACTION REQUIRED

Each department head must submit:
1. Updated Q1 spend forecast
2. Variance explanation for any changes >10% from original budget
3. Q2-Q4 revised projections
4. Any new budget requests

DEADLINE: Friday, January 20, 2026, 5:00 PM

WHY THIS MATTERS

Our Q1 actual spend is tracking 15% below budget across several departments, while others are slightly over. We need accurate forecasts to:
• Reallocate resources to higher-priority initiatives
• Identify potential year-end budget shortfalls early
• Make informed decisions on new investment opportunities

HOW TO SUBMIT

Use the budget review template (linked below) and submit via the finance portal.

Template: [Link to template]
Portal: [Link to portal]
Guide: [Link to step-by-step guide]

WHAT TO INCLUDE

Your submission should cover:

1. Updated Q1 Forecast
   - Revised spend by category
   - Explanation of variances >10%
   - Expected headcount changes

2. Q2-Q4 Projections
   - Quarterly breakdown by category
   - Major initiatives or projects
   - Assumptions and dependencies

3. New Budget Requests
   - Justification and business case
   - Amount and timing
   - Expected ROI or impact

SUPPORT AVAILABLE

Finance team office hours for questions:
• Tuesday, Jan 9: 2-4 PM (Conference Room A)
• Thursday, Jan 11: 10 AM-12 PM (Conference Room B)
• Or schedule 1:1: finance-help@company.com

Late submissions may result in budget freezes for your department pending review.

Thank you for your prompt attention to this critical process.
```

### Template 4: Informational Memo

```
MEMORANDUM

TO: All Staff
FROM: Jordan Lee, VP of Operations
DATE: January 6, 2026
RE: Office Renovation Schedule - January-March 2026

This memo provides information about upcoming office renovations, including timeline, impact, and accommodations.

OVERVIEW

We will be renovating the 3rd floor offices and common areas over the next three months to create more collaboration space, update technology infrastructure, and refresh the overall work environment.

TIMELINE

Phase 1: January 15-31
• Conference rooms 3A-3C closed
• 3rd floor kitchen closed
• Alternative spaces: 2nd and 4th floor conference rooms and kitchens

Phase 2: February 1-28
• East wing of 3rd floor closed
• Affected teams temporarily relocated to 5th floor
• Limited access to 3rd floor from 8 AM-6 PM

Phase 3: March 1-15
• West wing of 3rd floor closed
• Final installation and finishing
• Full floor reopens March 18

WHAT TO EXPECT

During renovation:
• Increased noise levels on 3rd floor
• Temporary relocation for some teams (direct notice sent separately)
• Limited parking on south side due to material deliveries
• Daily progress updates via Slack #office-renovations channel

ACCOMMODATIONS

• Remote work encouraged during noisiest periods (will be communicated 48 hours in advance)
• Temporary workspaces available on 5th floor
• Meeting room reservation system updated to reflect closures
• Additional coffee/snacks provided in 2nd and 4th floor kitchens

WHAT'S BEING UPDATED

The renovation includes:
• New collaborative workspaces with flexible seating
• Upgraded AV systems in all conference rooms
• Modernized kitchen with additional seating
• Fresh paint, flooring, and lighting
• Phone booths for private calls/focus work

QUESTIONS OR CONCERNS

• Facilities team: facilities@company.com
• Daily updates: #office-renovations on Slack
• Project lead: Taylor Martinez (ext. 1234)

We appreciate your patience during this improvement project. The end result will significantly enhance our work environment.
```

### Template 5: Meeting Summary Memo

```
MEMORANDUM

TO: Executive Leadership Team
FROM: Pat Davis, Chief of Staff
DATE: January 6, 2026
RE: Summary - Q1 Strategy Meeting (January 5, 2026)

This memo summarizes key decisions, action items, and next steps from yesterday's Q1 strategy meeting.

ATTENDEES

Present: CEO, CFO, CTO, CPO, CMO, VP Sales, VP People
Absent: COO (out on leave)

KEY DECISIONS

1. Q1 Company Goal: Prioritize enterprise customer expansion
   - Target: 20 new enterprise customers (>$100K ARR each)
   - All departments to align resources to support this goal

2. Hiring Freeze Exception: Approved 5 new enterprise sales roles
   - Roles to be filled by end of January
   - Budget reallocation from marketing approved

3. Product Roadmap Shift: Move enterprise features to top priority
   - SSO/SAML integration moved up to February release
   - Advanced reporting postponed to Q2

DISCUSSION HIGHLIGHTS

Enterprise Focus
Team aligned that enterprise expansion is critical for long-term growth. Current enterprise customers have 3x higher retention and 5x higher LTV than mid-market.

Resource Allocation
General agreement that short-term investment in enterprise sales will require some reallocation from other initiatives. Marketing and product teams committed to supporting the shift.

Competitive Position
Market window is favorable now, but we expect 2-3 competitors to launch similar enterprise features in Q2. Speed is essential.

ACTION ITEMS

| Action | Owner | Due Date | Status |
|--------|-------|----------|--------|
| Finalize enterprise sales hiring plan | VP Sales | Jan 10 | In Progress |
| Reallocate $500K budget to sales | CFO | Jan 12 | Not Started |
| Reprioritize Q1 product roadmap | CPO | Jan 8 | In Progress |
| Create enterprise customer playbook | VP Sales | Jan 20 | Not Started |
| Communicate strategy shift to company | CEO | Jan 9 | Scheduled |
| Update OKRs to reflect new priority | All Leads | Jan 15 | Not Started |

NEXT STEPS

1. CEO to present strategy to full company at All-Hands (Jan 9)
2. Department leads to update team OKRs by Jan 15
3. Weekly check-ins on enterprise customer progress starting Jan 12
4. Full leadership team to reconvene Feb 2 to review progress

OPEN QUESTIONS

1. Should we adjust Q2 hiring plan now or wait for Q1 results?
   - Decision deferred to February leadership meeting

2. What's our competitive response if [Competitor] launches first?
   - Product and marketing to develop contingency plan by Jan 20

NEXT MEETING

February 2, 2026, 9:00 AM - 12:00 PM
Location: Conference Room A
Agenda: Q1 progress review, Q2 planning

For questions or clarifications on any items in this memo, please contact me directly.
```

### Template 6: Directive Memo

```
MEMORANDUM

TO: All Managers and Team Leads
FROM: Jamie Thompson, CEO
DATE: January 6, 2026
RE: Implementation of Monthly Team Check-Ins - Required Starting February

Effective February 1, 2026, all managers and team leads are required to conduct monthly one-on-one check-ins with each of their direct reports.

REQUIREMENT

Each manager must:
• Schedule recurring 30-minute monthly check-ins with every direct report
• Use the provided check-in template to structure conversations
• Document key discussion points and action items
• Submit completion confirmation by 5th of following month

This is a mandatory management practice and will be included in manager performance reviews.

PURPOSE

These regular check-ins serve multiple critical functions:
• Provide consistent communication touchpoints
• Surface issues or concerns early
• Support career development and growth
• Build stronger manager-report relationships
• Ensure alignment on priorities and expectations

IMPLEMENTATION

Timeline:
• Jan 10: Manager training session (required attendance)
• Jan 15: Schedule check-ins for February
• Feb 1: First check-ins begin
• Mar 5: First completion report due

Resources Provided:
• Check-in conversation guide and template
• Manager training recording for those unable to attend live
• Sample questions and best practices
• Documentation system tutorial

EXPECTATIONS

What these check-ins should cover:
• Recent wins and challenges
• Progress on goals and projects
• Support needed from manager
• Career development and growth
• Feedback (both directions)
• Alignment on priorities

What makes a good check-in:
• Scheduled consistently (don't reschedule unless critical)
• Held in private, uninterrupted setting
• Employee-led agenda (their priorities first)
• Action items documented and followed up
• Confidential unless employee approves sharing

ACCOUNTABILITY

Compliance will be tracked:
• People Ops will monitor completion rates
• Missed check-ins must be documented with reason
• Managers with <80% completion rate will receive coaching
• Persistent non-compliance may result in leadership review

SUPPORT

• Manager training: Jan 10, 2-4 PM (Conference Room A + Zoom)
• Template and guide: [Link]
• Questions: people-ops@company.com
• Coaching for difficult conversations available: [Link to schedule]

This practice is a core part of our management culture and leadership expectations. Thank you for prioritizing this important work.
```

## Writing Best Practices

### Opening Paragraph
- State the purpose immediately
- Lead with the main point, not background
- Be clear about what this memo is and why they're reading it
- Keep it to 2-3 sentences max

### Body Content
- Use headers to organize information
- Break up text with bullet points and lists
- Keep paragraphs short (3-4 sentences)
- Lead with key information, follow with details
- Be specific with dates, numbers, and expectations

### Closing Paragraph
- Summarize key action items
- Restate deadlines if applicable
- Provide contact for questions
- Thank readers if appropriate

### Tone Guidelines

| Memo Type | Tone | Example Opening |
|-----------|------|-----------------|
| Policy | Professional, Clear | "We are implementing a new policy regarding..." |
| Decision | Factual, Direct | "This memo documents the decision to..." |
| Action Request | Clear, Urgent | "We need your input on..." |
| Informational | Helpful, Straightforward | "This memo provides information about..." |
| Directive | Authoritative, Professional | "Effective [date], all staff are required to..." |

## Formatting Best Practices

### Use of Headers
Break content into digestible sections:
- ALL CAPS for major sections
- Title Case for subsections
- Help readers scan quickly

### Lists and Bullets
Use for:
- Multiple related items
- Action items
- Requirements or steps
- Key points or takeaways

### Tables
Use when presenting:
- Action items with owners and dates
- Comparisons
- Timelines or schedules
- Multiple data points

### White Space
- Don't wall-to-wall text
- Line breaks between sections
- Margins for readability
- Make it visually approachable

## Common Pitfalls to Avoid

- **Burying the Lede**: Put the main point first, not in paragraph 3
- **Too Much Background**: Keep context brief and relevant
- **Vague Language**: Be specific about expectations, dates, actions
- **No Clear Owner**: Always assign responsibility
- **Missing Deadlines**: Give specific dates, not "soon" or "ASAP"
- **Too Informal**: Memos are official documents
- **Too Formal**: Don't sound like a legal contract
- **No Follow-Up Info**: Always provide a contact or next step
- **Assuming Knowledge**: Explain context, don't assume everyone knows
- **Forgetting Attachments**: Reference and include all mentioned documents

## Distribution Best Practices

### Who Gets It
- Only send to those who need to know
- CC those who should be informed
- Use distribution lists for broad audiences
- Consider separate versions for different audiences

### How to Send
- Email for most internal memos
- Printed copies for very formal or required documentation
- Posted to shared drive/intranet for reference
- Announced in relevant channels (Slack, Teams)

### When to Send
- Mid-morning Tuesday-Thursday for best visibility
- Avoid Mondays (busy) and Fridays (end of week)
- Give adequate time before deadlines
- Don't send during major events or holidays

### Follow-Up
- Send reminder for action-required memos
- Check in on completion of requested actions
- Be available for questions
- Update if information changes

## Record Keeping

Memos serve as official documentation:

**What to Archive:**
- All policy memos
- Decision documentation
- Major announcements
- Directives and requirements

**Where to Store:**
- Shared company drive
- Document management system
- Employee handbook for policies
- Department-specific folders

**How Long to Keep:**
- Policies: Until superseded + 1 year
- Decisions: Permanent archive
- Action requests: Until completed + 3 months
- Informational: 1 year minimum

## Integration Points

- **Document Management**: SharePoint, Google Drive, Notion
- **Email System**: Outlook, Gmail
- **Collaboration Tools**: Link from Slack, Teams
- **HR Systems**: Policy memos to employee handbook
- **Project Management**: Link to related projects or initiatives
- **Calendar**: Add deadlines and follow-ups