24 Claude Prompts for Business & Work (2026)

Draft a reply to this thread in my voice.

Goal: [what I want to happen]. Tone: [warm and professional / direct].
<thread>
[paste the email thread]
</thread>

Constraints:
- Under 150 words; address every open question.
- Don't invent facts — leave [placeholders] where you need info.
- Two versions: concise and slightly warmer.

Turn my raw notes into a crisp status update.

Audience: [team / manager / client]. What they care about: [priority].
<notes>
[paste your progress notes, blockers, numbers]
</notes>

Do this:
- Lead with a one-line "here's where we are".
- Sections: Done, In progress, Blocked/Need from you, Next.
- Keep each bullet to one line; surface risks honestly.
- Flag anything I should decide or approve.

Write an announcement about a change.

The change: [what's changing]. Who's affected: [audience]. Why: [reason]. When: [date]. What they need to do: [action].

Constraints:
- Lead with what's changing and what they must do — not the backstory.
- Anticipate the top 3 questions and answer them.
- Honest about downsides; no spin.
- Calm, clear tone. Give me a short version and a full version.

Help me reply to a customer.

Situation: [complaint / refund request / bug / churn risk]. What I can offer: [options]. What I can't: [limits].
<message>
[paste the customer's message]
</message>

Constraints:
- Acknowledge their issue specifically before anything else.
- Be clear about what I can and can't do; no false promises.
- Warm, human, not scripted. Offer a concrete next step.
- Two versions: one more apologetic, one more matter-of-fact.

Summarize this long email thread so I can catch up fast.

<thread>
[paste the whole thread]
</thread>

Give me:
- A 4-line "what's this about and where it stands".
- The key decisions made and by whom.
- Open questions and who owes what.
- What, if anything, needs me to act.

Turn this meeting transcript into a clean follow-up.

<transcript>
[paste the Zoom / Teams / Otter transcript]
</transcript>

Give me:
- A 5-bullet summary of what was decided.
- Action items as: owner — task — due date (mark unassigned/no date where missing).
- Disagreements or unresolved questions.
- A short recap email I can send to attendees.

Prepare me for a meeting.

Meeting: [topic] with [who and roles]. My goal: [outcome].
<background>
[paste agenda, prior notes, or the thread]
</background>

Give me:
- A 5-line situation summary.
- 3 outcomes to push for; 3 objections to expect, with a response each.
- 5 sharp questions to ask.
- Anything I'm missing that could derail it.

Write a one-page brief from my rough thinking.

Topic: [what the brief is about]. Audience: [who]. Decision or action it should drive: [what].
<raw>
[paste your notes and any data]
</raw>

Constraints:
- Structure: TL;DR, context, options/recommendation, risks, next steps.
- One page max; every section earns its place.
- Recommend, don't just summarize.
- Bold the one thing the reader must not miss.

Draft a proposal / statement of work.

Client: [who]. Their problem: [problem]. What I'll deliver: [scope]. Timeline: [dates]. Price: [amount/model].
<notes>
[any discovery notes or requirements]
</notes>

Do this:
- Sections: problem, proposed approach, deliverables, timeline, price, assumptions, what's out of scope.
- Make the value clear before the price.
- Flag anything ambiguous I should nail down before sending.

Reformat my content to match our standard template.

<template>
[paste an example doc in the format you want]
</template>
<content>
[paste the content to reformat]
</content>

Do this:
- Restructure my content into the template's sections and style.
- Keep all my facts; don't add or drop information.
- Flag any template section my content doesn't cover yet.

Help me decide and write it up. Think step by step.

Decision: [decision]. Options:
<options>
[Option A]
[Option B]
[Option C]
</options>
What matters: [budget, timeline, risk, team].

Do this:
- Score each option against my criteria in a table.
- Recommend one, with reasoning.
- Write a one-page decision memo for my manager.
- List the top 2 risks of the pick and how to reduce them.

Run a pre-mortem on my plan. Think step by step.

<plan>
[paste the plan or describe it]
</plan>

Do this:
- Imagine it's 6 months later and this failed. List the most likely reasons, ranked.
- For each, the early warning sign I'd see.
- The 3 changes that would most reduce failure risk now.
- What I'm probably underestimating.
Be blunt; don't reassure me.

Give me an honest strategic read. Use web search for competitor facts and cite them.

My business: [what it does] for [market]. Competitors: [list].

Do this:
- Strengths, weaknesses, opportunities, threats — specific, not generic.
- The single biggest strategic risk and the biggest unclaimed opportunity.
- 3 moves I could make in the next quarter, ranked by leverage.
- Cite any market or competitor facts you use.

Help me prioritize. Think step by step.

Goal we're steering toward: [goal]. Constraints: [team size, deadline, budget].
<items>
[paste the list of features/tasks/projects with any notes]
</items>

Do this:
- Score each by impact vs. effort and explain the ranking briefly.
- Recommend what to do now, next, and later.
- Name what to explicitly NOT do this cycle, and why.
- Flag any dependency or sequencing issue.

Turn a goal into a concrete plan.

Goal: [specific, measurable goal] by [date]. Resources: [team, budget, tools]. Constraints: [what's fixed].

Do this:
- Work backward: milestones from the goal to today.
- For each milestone: owner, rough effort, and the success signal.
- The top 3 risks and a mitigation for each.
- The first 3 things to do this week.
Be realistic about what fits the timeline.

Write a standard operating procedure for a task.

Task: [what it is]. Who does it: [role]. How often: [frequency]. Tools involved: [tools].
<steps>
[paste the rough steps as you do them today]
</steps>

Do this:
- Turn my steps into a clear, numbered SOP a new hire could follow.
- Call out the decision points and what to do at each.
- Note common mistakes and how to avoid them.
- Add a short checklist at the end.

Draft a clear internal policy.

Policy on: [topic, e.g. remote work, expenses, AI tool use]. Audience: [who it applies to]. Principles we care about: [values/constraints].

Constraints:
- Plain language, not legalese; short and skimmable.
- Cover: what's allowed, what's not, edge cases, and who to ask.
- Include 3 concrete examples of applying it.
- Flag anything that should be reviewed by legal/HR.
This is a draft, not legal advice.

Compare tools for a decision. Use web search and cite current pricing.

We need [what the tool must do] for a team of [size]. Must-haves: [list]. Nice-to-haves: [list]. Budget: [range].
Options to compare: [list, or ask Claude to suggest].

Do this:
- A comparison table scored against our must-haves.
- A recommendation with a "pick X instead if..." caveat.
- Hidden costs or lock-in risks to watch.
- Cite where you found pricing and features.

Help me automate or streamline a task I do too often.

The task: [describe it step by step]. Tools I have: [spreadsheets / Zapier / scripts / etc.]. My comfort level: [non-technical / can run a script].

Do this:
- Tell me which parts are worth automating vs. leaving manual.
- Recommend the simplest approach given my tools and skills.
- Give me the concrete setup (formula, script, or workflow) to start.
- Estimate the time it'll save per week.

Write a job description.

Role: [title]. Team: [context]. What they'll actually do: [real responsibilities]. Must-haves vs. nice-to-haves: [lists]. Comp/location: [details].

Constraints:
- Lead with the work and the impact, not a wall of requirements.
- Honest about the hard parts of the role.
- Keep must-haves short so you don't scare off good candidates.
- Inclusive language; no clichés like "rockstar" or "work hard, play hard".

Build an interview plan for a role.

Role: [title]. The 4-5 things that predict success here: [competencies].

Do this:
- For each competency, 2 behavioral questions and what a strong vs. weak answer looks like.
- One practical exercise that tests the real work.
- A simple scorecard I can use to rate candidates consistently.
- Questions to avoid (illegal or useless ones).

Help me give clear, kind feedback.

Situation: [what happened, specifically]. The impact: [effect on work/team]. What I want going forward: [change].
Relationship: [direct report / peer / manager].

Constraints:
- Specific and behavioral — no character judgments.
- Balanced but honest; don't bury the message.
- End with a concrete ask and offer support.
- Give me a script for saying it out loud, plus a written version.

Coach me through a hard conversation. Be my thinking partner, not a script vendor.

The conversation: [what it's about, with whom]. My goal: [outcome]. What I'm worried about: [fear].

Do this:
- Ask me 2 clarifying questions if you need them.
- Help me name what I actually want out of this.
- Role-play the other person's likely pushback, and how I'd respond.
- Give me an opening line and one thing to avoid saying.

Build me a useful meeting agenda.

Meeting: [1:1 / team sync / retro]. With: [who]. What's going on right now: [context].

Do this:
- Propose an agenda that leaves room for their topics, not just mine.
- Include 3 good questions that surface real issues.
- Timebox it to [minutes].
- Suggest one thing to follow up on from "last time" (I'll fill in).