Ask Me Anything (AMA) in internal communication
Open forums where employees can ask leadership questions in real time or asynchronously.
In the evolving landscape of workplace communication, transparency and accessibility have become pivotal for organisational success. One tool that embodies these values is the "Ask Me Anything" (AMA) format. Originally popularised by platforms like Reddit, AMAs have found a new purpose in internal communication, bridging the gap between leadership and employees in a direct and interactive way.
This comprehensive guide explores the role of AMAs in internal communication, their benefits, implementation strategies, and how they can foster a culture of openness and engagement in any organisation.
What is an AMA in internal communication?
An AMA is an open forum where employees are encouraged to ask leadership or subject matter experts questions in real time or asynchronously. It provides a structured yet informal platform for honest dialogue, empowering employees to voice concerns, seek clarity, and gain insights directly from decision-makers.
AMAs can take various forms, including:
Live sessions: Conducted during town halls or webinars.
Asynchronous sessions: Questions submitted in advance through tools like Slack or dedicated employee apps.
Hybrid formats: Combining live interactions with pre-submitted queries.
Why AMAs are valuable in internal communication
Builds trust and transparency
AMAs give leadership the opportunity to address employee concerns openly, building trust and fostering a culture of transparency.
Encourages employee engagement
When employees feel heard, their engagement and motivation improve. AMAs provide a direct channel for employees to contribute to organisational dialogue.
Humanises leadership
Leaders often seem distant in large organisations. AMAs allow employees to see the human side of leadership, fostering a sense of connection.
Promotes clarity
Misunderstandings and ambiguities can hinder productivity. AMAs provide a platform to address these issues in real time, ensuring everyone is on the same page.
Types of AMAs for internal communication
Leadership AMAs Focused on providing employees with direct access to senior management, helping address strategic goals, policy updates, or organisational changes.
Team-specific AMAs Dedicated to individual departments or project teams, fostering collaboration and alignment within smaller groups.
Project-focused AMAs Centred around specific initiatives or rollouts, allowing employees to ask questions and understand their roles in upcoming changes.
Anonymous AMAs Leveraging anonymous question submissions to encourage employees to voice concerns or ask difficult questions without fear of judgement.
How to run a successful AMA in internal communication
1. Define the purpose
Be clear about the objective of the AMA. Is it to address an organisational change? Provide clarity on policies? Gather feedback? Setting a clear purpose ensures relevance and focus.
2. Choose the right platform
Select a platform that aligns with your organisational culture. Common tools include:
Live streaming platforms (Zoom, Microsoft Teams, tchop™).
Employee apps like tchop™ with chat or Q&A features.
Anonymous question tools like Slido or Poll Everywhere.
3. Invite participation
Encourage employees to submit questions in advance and during the session. Use multiple channels—email, intranet, Slack—to ensure broad participation.
4. Set ground rules
Establish guidelines for constructive and respectful communication. This encourages meaningful questions and helps maintain a positive atmosphere.
5. Ensure leadership preparedness
Provide leaders with an overview of submitted questions, enabling them to prepare thoughtful and accurate responses.
6. Follow up after the session
Post a summary of the AMA, highlighting key takeaways, action items, or unanswered questions. This reinforces the organisation's commitment to transparency and accountability.
Best practices for AMAs
Make it regular: Consistent AMAs signal an ongoing commitment to employee engagement.
Encourage participation: Promote the AMA through multiple channels and consider incentives for participation.
Balance transparency with discretion: Address tough questions honestly but avoid sharing sensitive or confidential information.
Be inclusive: Ensure that employees across all levels, geographies, and time zones can participate.
Track feedback: Use post-AMA surveys to gather insights on its effectiveness and areas for improvement.
Challenges of AMAs and how to address them
Low participation
Some employees may feel hesitant to ask questions. Address this by promoting anonymity and encouraging leadership to set the tone with openness and approachability.
Avoiding tough questions
Avoiding difficult questions undermines trust. Be honest and, where necessary, provide a timeline for addressing unresolved issues.
Time constraints
It’s impossible to address every question in a single session. Acknowledge unanswered questions and commit to following up later.
Overuse or fatigue
While regular AMAs are beneficial, overusing the format can dilute its impact. Schedule sessions thoughtfully to maintain interest and relevance.
Examples of AMAs in action
Navigating organisational change
When a global retail company announced a restructuring, they organised an AMA for leadership to address employee concerns. The session helped clarify the rationale behind the change, alleviating employee anxiety and building trust.
Onboarding new employees
A tech startup introduced monthly AMAs as part of their onboarding process. New hires used the forum to ask leadership questions about company culture, expectations, and growth opportunities, accelerating their integration into the team.
Celebrating milestones
To celebrate a successful product launch, a manufacturing company hosted an AMA with the project team. Employees across departments learned about the journey behind the launch, fostering cross-team appreciation and collaboration.
The future of AMAs in internal communication
As organisations adopt more flexible and distributed work models, AMAs will continue to evolve. Technology will play a central role, enabling real-time translation, AI-generated summaries, and advanced analytics to measure engagement and sentiment.
Final thoughts
Ask Me Anything (AMA) sessions are more than just a Q&A—they’re a powerful tool to foster transparency, engagement, and trust. By creating a space where employees feel heard and valued, organisations can strengthen their culture, improve alignment, and empower their teams to thrive.
Whether your organisation is new to AMAs or looking to refine its approach, the key to success lies in consistency, inclusivity, and follow-through. In the modern workplace, where communication is the cornerstone of collaboration, AMAs represent an essential strategy for building a connected and engaged workforce.
FAQs: Ask Me Anything (AMA) in Internal Communication
What are the benefits of anonymous AMAs in internal communication?
Anonymous AMAs allow employees to ask sensitive or difficult questions without fear of judgement or repercussions. This promotes openness, encourages participation, and often surfaces issues or ideas that might otherwise remain unspoken.
How often should an organisation hold AMAs?
The frequency depends on the organisation’s size, goals, and communication needs. Monthly or quarterly AMAs are common, but scheduling should ensure consistency without overwhelming employees or leadership.
Can AMAs work in asynchronous communication settings?
Yes, asynchronous AMAs are highly effective for distributed teams across time zones. Employees can submit questions over a defined period, and leaders respond through written updates or recorded videos, maintaining accessibility and engagement.
How can organisations handle inappropriate or unconstructive questions during an AMA?
Establish clear guidelines for respectful communication before the session. Use moderators to filter out inappropriate content while preserving the integrity of the AMA. Communicate the reasons for removing unconstructive questions if necessary.
What tools are best for hosting AMAs in hybrid work environments?
Tools like Slack, Microsoft Teams, Zoom, and dedicated employee engagement platforms such as tchop™ provide robust features for hosting live or asynchronous AMAs. Many tools also include options for anonymous participation.
How can leadership prepare for unexpected or difficult questions during an AMA?
Leadership should be transparent and acknowledge when they don’t have immediate answers. Commit to following up after the session and maintain an open tone to foster trust and credibility.
What metrics can measure the success of an AMA?
Metrics such as the number of questions submitted, employee participation rates, post-session surveys, and follow-up engagement levels (e.g., comments on summaries) can help assess the effectiveness of an AMA.
Are AMAs effective for large organisations?
Yes, AMAs can scale effectively in large organisations. Segmenting sessions by departments, regions, or topics can ensure they remain focused and relevant to the intended audience.
Can AMAs be used for external audiences?
While traditionally used internally, AMAs can also engage external audiences, such as customers or stakeholders. These sessions help organisations build transparency and trust with broader communities, provided the content remains appropriately aligned with the audience.
