The Rise of AMA (Ask Me Anything) in Organizations: Insights from Springwork’s Latest Survey

What is AMA (Ask Me Anything)?

Imagine you’re in a room with a leader, an expert or someone you admire and you get the chance to ask them anything – no filters, no scripts, just honest answers. That’s exactly what an AMA (Ask Me Anything) is.

It’s a Q&A session where people can ask open-ended questions and the person answering responds in real time or on Slack channel chat. Originally, it started online as a way for famous personalities and industry experts to interact with the public, but now organizations and businesses use it too. In workplaces, AMA sessions/channels  allow employees to ask leaders questions about the company, work culture, future plans or anything on their minds. It’s a great way to encourage open conversations, share knowledge and build trust within an organization.

It is supposed that the concept of interactive Q&A sessions originated in 1999 when entrepreneur Paul Gauthier launched such a session on the website Slashdot. However, there is no concrete evidence to support this claim. The concept gained mainstream popularity in the early 2010s through Reddit’s r/IAmA subreddit, where notable figures, including Bill Gates, Barack Obama, and Elon Musk, participated in live Q&A sessions. The purpose was to break down barriers between experts and audiences, allowing for genuine and unscripted interactions.

Why AMA Works in Organizations

In a corporate setting, AMA sessions serve as a powerful tool for transparency, engagement and knowledge-sharing. They provide employees with a platform to directly interact with leadership, industry experts or key stakeholders. Organizations benefit from AMA sessions in several ways:

• Encouraging open communication: Employees feel more connected to leadership when they can ask candid questions and receive direct responses.
• Enhancing knowledge-sharing: AMAs allow employees to learn from experts, fostering continuous learning and professional development.
• Building trust and transparency: Organizations that encourage open conversations create an environment of trust and inclusivity.
• Driving innovation and idea-sharing: Employees can propose new ideas and get immediate feedback from leadership.
• Strengthening engagement: AMAs create an interactive space where employees feel heard and valued, improving overall workplace morale.

Key Insights from Springwork’s AMA Survey

To better understand the impact and effectiveness of AMA sessions/channel in Springworks, we conducted a survey among employees who actively participate in these discussions. Here are some key takeaways:

1. Imagine you have a burning question or suggestion. How comfortable are you sharing it in the Ask Me Anything (exec-ama) slack channel without holding back?

Interpretation:

1. General Comfort Level:
   • A significant 44.83% (combination of “I’d feel comfortable” and “I’d share it without a second thought”) feel comfortable or confident in openly sharing questions or suggestions.
   • This reflects a generally positive perception of psychological safety within the organization but also leaves room for improvement.
2. Hesitation Exists:
   • 35.63% (combination of “I’d hesitate a lot” and “I’d think twice”) show reluctance, with a notable portion needing assurance or encouragement to engage freely. Factors like fear of judgment, lack of trust or unclear expectations for the AMA channel could be contributing to this hesitation.
3. Neutral Responses:
   • Nearly 30% (29.89%) are on the fence, neither hesitant nor fully comfortable. This indicates that these employees may need targeted encouragement or clarity about the benefits of participating in the AMA channel.

Recommendations for Improvement:

1. Encourage Openness:
   • Highlight examples of employees who have shared questions or suggestions and the positive outcomes that resulted.
   • Create a culture of recognition where participation in the AMA channel is appreciated.
2. Address Barriers:
   • Run a follow-up survey or focus groups to understand why employees hesitate or think twice. Common reasons (e.g., fear of senior management, lack of clarity about the purpose of the channel) can then be addressed through communication and training.
3. Build Trust:
   • Leadership can model vulnerability by sharing their own challenges or mistakes in AMA Channel, which can help humanize them and foster a sense of safety.

Final Thoughts:

While a significant portion of employees feel comfortable or neutral about using the AMA channel, addressing the concerns of those who hesitate is key to fostering a more inclusive and participatory environment. Encouraging open communication and reinforcing trust in the process will help move the needle toward higher engagement.

2. When you post in the AMA channel, how would you rate the quality and thoughtfulness of the responses you receive?

Interpretation:

1. Majority Positive Sentiment:
   • A combined 94.25% (responses for “Decent enough,” “Usually spot on,” and “Absolutely brilliant”) reflect that employees generally find the quality and thoughtfulness of responses satisfactory or better.
   • This indicates that the leadership or designated AMA respondents are effectively addressing queries in the AMA channel.
2. High Neutral Response:
   • The largest group, 59.77%, rated the responses as “Decent enough.” While this is a positive result, it suggests that many employees feel the responses meet the basic expectations but could use more depth or personalization to elevate them to higher levels of satisfaction.
3. Improvement Areas Identified:
   • 17.24% (combination of “They miss the mark” and “Could be better”) highlight a segment of employees who feel the quality of responses is lacking. This could point to inconsistencies in how certain queries are handled or a need for more detailed and thoughtful answers.

Recommendations for Improvement:

1. Enhance Personalization and Thoughtfulness:
   • Ensure responses in the AMA channel address employee queries in a personalized manner, with actionable insights and clear takeaways.
   • Consider assigning subject-matter experts to answer specific types of questions to increase the depth and accuracy of responses.
2. Follow-Up for Improvement:
   • Conduct follow-up surveys or feedback sessions to understand why a minority (17.24%) feels responses are not meeting expectations.
   • Use the insights to train AMA respondents or refine the response process.
3. Recognize and Celebrate Great Responses:
   • Highlight examples of “Absolutely brilliant” responses to set a benchmark for quality and inspire others.
   • Encourage team members to share feedback when they find a response particularly helpful or insightful.
4. Continuous Communication:
   • Reinforce the purpose of the AMA channel as a safe and productive space for addressing concerns. Clear communication about the effort and intent behind responses can help manage expectations.
5. Close the Gap for Neutral Feedback:
   • For the majority who rate the responses as “Decent enough,” focus on how to transition this group toward “Usually spot on” or “Absolutely brilliant.” This could involve deeper elaboration, timely follow-ups and showing a genuine commitment to solving their concerns.

Final Thoughts:

While most employees appreciate the quality and thoughtfulness of responses in the AMA channel, there is a clear opportunity to elevate the experience. By focusing on personalization, timely follow-ups and deeper engagement, the organization can transform the AMA channel into an even more trusted and impactful communication tool.

3. Does the AMA channel make it easier for you to connect with leadership and feel like they’re approachable?

Interpretation:

1. Majority Positive Sentiment:
   • 66.67% (responses for “Quite a bit” and “Completely”) reflect that the majority of employees feel the AMA channel effectively fosters approachability and connection with leadership.
   • This indicates the channel is succeeding in its purpose to a large extent, with leadership appearing approachable and engaging to many.
2. Neutral Sentiment:
   • 22.99% (responses for “Somewhat”) suggest that while the AMA channel helps, there might be room for improvement to make leadership even more accessible.
3. Improvement Areas Identified:
   • 14.94% (combination of “Not at all” and “A little”) feel the AMA channel does not significantly enhance their connection with leadership. This suggests a small segment of employees may either be unaware of how to use the channel effectively or have unmet expectations about its impact.

Recommendations for Improvement:

1. Enhance Leadership Presence:
   • Encourage leaders to actively participate in AMA channel with a more personal tone, addressing employee concerns empathetically and with actionable insights.
   • Share follow-ups or summaries of actions taken based on AMA feedback to build trust.
2. Promote the Channel’s Purpose:
   • Highlight success stories where employees felt heard and action was taken based on their questions or concerns in the AMA channel.
   • Create awareness campaigns to ensure all employees understand how to use the channel effectively.
3. Focus on Outliers:
   • For the 14.94% who feel disconnected, consider direct feedback to understand their specific challenges and tailor solutions. This could include offering 1:1 Q&A sessions or providing alternate means of connecting with leadership.
4. Close the Neutral Gap:
   • The 22.99% in the “Somewhat” category could benefit from more proactive engagement by leadership. For instance:
     • Leaders could share insights about the organization’s direction or challenges.
5. Increase Participation:
   • Encourage broader participation by scheduling AMAs at varied times or offering anonymous options for asking questions.

Final Thoughts:

The AMA channel at Springworks is already a strong medium for connecting employees with leadership, as reflected by the positive responses from 66.67% of participants. By addressing the concerns of the minority who feel less connected and enhancing engagement strategies, the channel can become a cornerstone of transparent and approachable leadership communication.

4. Do you think the AMA channel is helping build a workplace where openness and transparency thrive?

Interpretation:

1. Strong Positive Feedback:
   • An overwhelming 91.95% of respondents believe that the AMA channel promotes openness and transparency in the workplace. This highlights that the channel is perceived as a highly effective tool in fostering a transparent and open organizational culture.
   • Employees feel that the AMA channel empowers them to voice their concerns, ask questions and receive direct responses from leadership, contributing to a sense of trust and inclusivity.
2. Room for Improvement:
   • The 8.05% who responded “No” indicate there is still a small minority who may feel:
     • Their voices are not adequately heard or addressed.
     • Transparency could be further improved through follow-ups or clearer communication.
     • A preference for alternative methods to foster openness and transparency.

Recommendations for Further Enhancement:

1. Strengthen Follow-Up Communication:
   • Highlight actions taken based on AMA questions to reinforce transparency and demonstrate that leadership listens and acts on feedback.
2. Engage Non-Respondents:
   • Reach out to the 8.05% who feel the AMA channel is not fostering transparency to understand their concerns.
   • Conduct a focused group discussion or a survey with this group to identify gaps and areas for improvement.
3. Broaden Awareness:
   • Promote the AMA channel as a platform not only for Q&A but also as a way to share critical updates, decisions and insights from leadership, further enhancing its perceived transparency value.
4. Increase Participation:
   • Encourage more employees to engage in AMA channel by:
     • Gamifying participation with incentives for asking thoughtful questions.
     • Providing anonymous options for questions to ensure even hesitant employees can participate freely.
5. Celebrate Success:
   • Publicize success stories where questions or concerns raised in AMA channel led to impactful organizational changes or improvements. This can inspire more trust and participation.

Final Thoughts:

The data clearly shows that the AMA channel is a cornerstone in building a culture of openness and transparency at Springworks, with an impressive 91.95% approval rate. By addressing the concerns of the small minority who feel otherwise and continuing to enhance the platform, the organization can further strengthen its transparent and inclusive workplace culture.

5. If you could describe the AMA Slack channel in one word, what would it be?
   

1. Common Themes in Responses:
   • The responses overwhelmingly reflect positive sentiment toward the AMA Slack channel. Recurring keywords and ideas include:
     • Transparency: Mentioned explicitly over 10 times, highlighting that employees value the openness the platform provides.
     • Freedom: Suggests employees feel they can express themselves without fear of judgment or consequences.
     • Helpful, Approachable, Safe Space: Reflects that the AMA channel is seen as a supportive and inclusive forum.
     • Empowering and Innovative: Indicates employees feel their voices are heard and respected, which enhances their engagement.
2. Critical Feedback:
   • A few respondents provided constructive criticism:
     • Concerns about anonymity abuse: Some feel the anonymous feature is misused, with people outside teams pretending to belong to them or using the platform to demean others.
     • Preference for Padlet: A small number of employees expressed a preference for Padlet over the AMA channel, citing more anonymity and security.
3. Diverse Range of Descriptions:
   • Employees also used unique descriptors like “EchoesOfSilence,” “Dynamic,” “Togetherness,” and “Empowering.” This diversity indicates that the channel resonates differently with individuals but remains a valuable resource across the board.
4. Neutral or Unclear Responses:
   • A few responses such as “None,” “Not sure,” and “-” suggest that some participants may not have strong opinions about the AMA channel or do not use it frequently.

Analysis:

1. Strong Positive Perception:
   • A significant portion of employees view the AMA Slack channel as a vital tool for fostering communication, transparency and collaboration. The repetition of words like transparent and helpful underscores the platform’s success in building trust and openness.
2. Constructive Suggestions Highlight Areas for Improvement:
   • The concern about anonymity misuse suggests the need for moderation or guidelines to ensure constructive use of the channel.
   • Some employees feel more comfortable with Padlet, which could indicate a perceived gap in anonymity in the AMA channel. Exploring ways to enhance anonymity without compromising engagement might help address this concern.
3. Engagement and Participation:
   • The responses reflect a high level of engagement and a genuine connection with the platform. The use of descriptors like safe space and empowering suggests that employees value having a channel where they can openly communicate with leadership.
4. Opportunity for Broader Involvement:
   • The participation rate (87 out of 257 employees, ~33.8%) suggests room for greater involvement. Encouraging more employees to use the channel can help gather even more diverse feedback.

Recommendations:

1. Enhance Anonymity:
   • Address concerns around anonymity abuse by introducing guidelines or measures to prevent misuse while maintaining the channel’s openness.
   • Consider providing an optional anonymous feature like Padlet for highly sensitive feedback or questions.
2. Communicate Use and Impact:
   • Share examples of actions or changes driven by AMA feedback to reinforce its value and encourage more participation.
   • Recognize thoughtful contributions publicly (while respecting anonymity) to motivate engagement.
3. Increase Awareness:
   • Promote the AMA channel as an integral part of company culture through internal campaigns or testimonials from leadership and employees.
4. Moderation and Oversight:
   • Introduce light moderation to ensure the platform remains respectful and productive.
5. Combine Platforms:
   • If Padlet is preferred by some employees, consider integrating both tools for different purposes (e.g., AMA for direct interaction and Padlet for anonymous feedback).

Final Thoughts:

The responses highlight the AMA Slack channel as a cornerstone of Springworks’ transparent and inclusive workplace culture. By addressing concerns and continuing to foster engagement, the channel can become even more impactful in building trust and driving collaboration.

Bottomline: The Power of AMA in Organizations

In today’s fast-paced workplace, where transparency and engagement are key to success, AMA sessions offer more than just answers – they build connections. When employees feel heard, leaders become more approachable and ideas flow freely, the result is a thriving, innovative and motivated workforce.

By embracing AMA culture organizations aren’t just facilitating conversations; they’re fostering a workplace where curiosity is encouraged, trust is strengthened and every voice matters. So, the question isn’t if your company should implement AMAs – it’s when. Because the best workplaces aren’t the ones with the fewest questions; they’re the ones that are brave enough to answer them all.