fix(plugins): sync all 171 plugin SKILL.md files with fixed skills/ versions

Propagates Anti-Patterns sections, description rewrites, Required Inputs
additions, and Quality Checks format fixes from skills/ to matching plugin
SKILL.md copies.

https://claude.ai/code/session_01MuGKn3a3Gbqoe8uM5Lmuqt

plugins/pm-hr/skills/change-management-plan/SKILL.md

@@ -131,6 +131,14 @@ Ask the user for these if not provided:
 - [ ] Adoption metrics have a measurement date and owner
 - [ ] Resistance management has specific responses (not just "communicate more")
 
+## Anti-Patterns
+
+- [ ] Do not treat communication as a one-time announcement — people need to hear a message multiple times before they internalise it; plan for repeated touchpoints
+- [ ] Do not assign change management to a single owner without involving line managers — managers are the most effective cascade channel and must be briefed before their teams
+- [ ] Do not schedule training after go-live — people who learn a new system on the day they need to use it will revert to the old process
+- [ ] Do not ignore resistors in the stakeholder analysis — resistors who are not explicitly engaged will undermine adoption, especially informal leaders
+- [ ] Do not measure adoption only at go-live — the real test is sustained adoption at 90 days, when novelty has worn off
+
 ## Example Trigger Phrases
 
 - "Write a change management plan for [initiative]"

plugins/pm-hr/skills/employee-engagement-survey/SKILL.md

@@ -7,6 +7,18 @@ description: "Design an employee engagement survey and analyse results. Use when
 
 Designs complete employee engagement surveys and provides a framework for analysing and acting on results.
 
+## Required Inputs
+
+Ask the user for these if not provided:
+- **Mode** — designing a new survey or analysing existing results
+- **Survey type** (annual / quarterly pulse / post-onboarding / exit / specific topic)
+- **Company name** (for personalisation of question text)
+- **Company size and stage** (startup / scaleup / enterprise — affects question relevance)
+- **Key areas of concern** (optional — e.g. "we have had high attrition on the engineering team")
+- **Anonymity approach** — fully anonymous, team-level reporting only, or individual responses visible to HR
+- **Length target** (short: 5–10 questions / standard: 15–25 / comprehensive: 30+)
+- **For analysis mode:** survey results data (paste as table, CSV, or summary statistics)
+
 ## Mode Detection
 - User provides survey results -> Analysis mode
 - User wants to create a survey -> Design mode
@@ -88,6 +100,14 @@ eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent
 - [ ] Analysis includes a specific action planning template (not just observations)
 - [ ] Results communication template commits to sharing back with employees by a specific date
 
+## Anti-Patterns
+
+- [ ] Do not launch a survey without committing to a communication-back date — surveys with no follow-through reduce trust and depress future response rates
+- [ ] Do not use only Likert scale questions — open-text responses surface specific themes that quantitative scores cannot, and are essential for action planning
+- [ ] Do not design a comprehensive 30+ question survey as a pulse — pulse surveys that take more than 5 minutes see sharply lower completion rates
+- [ ] Do not present analysis without an action planning template — raw scores without committed actions are the most common reason engagement survey data is ignored
+- [ ] Do not segment results below teams of 5 when anonymity is promised — small-group breakdowns allow individual identification and destroy psychological safety
+
 ## Example Trigger Phrases
 - "Create an employee engagement survey for our team"
 - "Design a pulse survey for [topic]"

plugins/pm-hr/skills/job-description-writer/SKILL.md

@@ -68,6 +68,14 @@ Nice to have (3-4 items):
 - [ ] Inclusive language review completed
 - [ ] No years-of-experience requirements unless legally required
 
+## Anti-Patterns
+
+- [ ] Do not include years-of-experience requirements unless legally necessary — they exclude qualified candidates and may create legal risk
+- [ ] Do not list "nice to have" items in the requirements section — separate mandatory from desirable clearly
+- [ ] Do not use gendered or exclusionary language — run the inclusive language check before finalising
+- [ ] Do not write a responsibilities section with more than 8 items — prioritise the most important duties
+- [ ] Do not omit compensation range where legally required or culturally expected — hiding salary deters qualified candidates
+
 ## Example Trigger Phrases
 - "Write a job description for a [role]"
 - "Create an inclusive job posting for [role]"

plugins/pm-hr/skills/onboarding-plan/SKILL.md

@@ -91,6 +91,14 @@ New hire: Have the clarity, tools, support needed? What surprised you? What woul
 - [ ] Plan is tailored to the specific role and level (not generic)
 - [ ] Key stakeholder 1:1s are listed by name or role
 
+## Anti-Patterns
+
+- [ ] Do not produce a generic plan that could apply to any role — the plan must reference the specific role, team, tools, and priorities provided, not use placeholder text
+- [ ] Do not skip the Before Day 1 manager checklist — IT access and system provisioning failures on day 1 destroy first impressions and waste the new hire's first week
+- [ ] Do not set milestones without distinguishing between the orient, learn, contribute, and lead phases — collapsing phases produces plans where new hires are expected to lead before they understand the product
+- [ ] Do not omit the 90-day review questions — the review is the accountability mechanism for the entire plan, and skipping it makes the milestones meaningless
+- [ ] Do not treat the plan as a task list — each phase should have a clear theme and a milestone that describes an observable capability, not just a set of completed activities
+
 ## Example Trigger Phrases
 - "Create a 30/60/90 day plan for a new [role]"
 - "Write an onboarding plan for [name] starting as [role]"

plugins/pm-hr/skills/redundancy-consultation/SKILL.md

@@ -71,6 +71,14 @@ WARNING: Take advice from an employment lawyer or qualified HR professional befo
 - [ ] Statutory redundancy pay guidance included
 - [ ] Legal advice disclaimer is prominent
 
+## Anti-Patterns
+
+- [ ] Do not proceed without a prominent disclaimer that qualified HR and legal advice is required before taking any action
+- [ ] Do not use template letters without customising them for the specific individual and situation
+- [ ] Do not omit the genuine exploration of alternatives — redundancy consultation must consider alternatives before confirming decisions
+- [ ] Do not leave out statutory redundancy pay guidance — employees have legal entitlements that must be referenced
+- [ ] Do not conduct a redundancy process without documenting the selection criteria and scoring — undocumented decisions create legal risk
+
 ## Example Trigger Phrases
 - "Help me structure a redundancy consultation"
 - "Draft an at-risk letter for [role]"