Tips and Tricks to Rolling Out An Employee Advocacy Program on Social Media w/Sarah Goodall

ABOUT THIS EPISODE

In this episode, Dan Sanchez talks with Sarah Goodall who is the CEO of Tribal Impact about her experience launching and maintaining successful employee advocacy programs.

You will learn:

  1. How to incentivize employees
  2. Common hurdles employers run into
  3. What the most successful companies are doing right
  4. How to find your first few employees to get started.

Yeah, yeah. Welcome back to BBB growth. I'm dan Sanchez with sweet fish media and today I'm here with Sarah Goodall. Who is the ceo of tribal impact Sarah, welcome to the show. Thank you very much. Thanks lovely to be here. So something we've been doing that Sweet fish media for probably over a year now is what we call our sweet fish evangelist program. Right? But we're having employees out on linkedin all the time. We even help, we onboard them, we create content for them. We work with them individually as like many influencers on social media and it's been great for sweet fish. But sometimes, and most marketers know, it's kind of like when you got something good going on, sometimes you want to see like, what else are other people doing in this space? Are we getting everything we can out of this? Are we missing something? I was like, do we have some spinach stuck in our teeth? Um, and that's when I bumped into Sarah on linkedin when she was talking about how she does this with her, her clients And I was like, oh my gosh, I need to have Sarah on the show to tell not only me, but our listeners what she's doing with their clients, just to kind of compare notes and see what I can learn what we can learn from Sarah together as far as how to create uh, employee advocacy programs on social media probably not just limited to linkedin. But though if you're a B two B company and listening to the show, Lincoln is probably a big thing for you. So Sarah I wanted to talk a little bit and kick it off with how did this even become like a thing for you to focus on your whole, your whole company? Yeah, it's a good question actually and on reflection, it's quite an interesting way. I fell into it. I used to work for a global software company called ASAP and there I focused on their social media channels so it's very much B two B and it happened about when was this? 2000 and nine? 2000 and 10. So it was all kicking off and and I really remember quite distinctively walking into the office one day and going, you know, I wonder what all these twitter stuff is, you know how it plays into business. Ah That's just for celebrities and I'm like I don't think it is, I don't and and it kind of started there so I I fell into a role where I was managing the social media channels and that's when I realized that actually whilst I was managing them for a mere I wasn't actually following them because I was more interested in what my colleagues were saying on social than what the brand was actually saying on social and that's where I had my twig moment and I thought, hold on this has got legs actually if you put employee voices in front of the logo, that's when that's when a brand becomes comes to life and it becomes more authentic. And I just pursued that within S. A. P. And then I about 767 years ago I took voluntary redundancy and started tribal to focus on it. So that's how I fell into this. That's amazing. So you were actually doing it for S. A. P. First getting employees involved. How early was that? So that would have been I would have started this in about 2012, something like that. So years and years ago. So I've been on this right from the start...

...when advocacy wasn't even the thing, you know? So so yeah it was great and I love it because it touches employees voices, it helps employees and activate their own personalities on social media and it is for the benefit of the business and it's a topic that I love. So you know it's a bit of a win all around really. So absolutely 2012 man, that's early. I mean I was in social media, I was like one of the early people are people like you get paid to work with the twitters right back in 2010, right being one of those first social media people. Um but I I didn't even get involved in helping employees become a voice until like way later maybe. I mean pretty much until until I started working with Sweet fish. It was very much about the brand and honestly I was fairly unsuccessful. I was pretty much successful with all the other digital marketing media and social media was kind of like, why isn't this working? And then once I discovered working with people, I'm like, man, it's true, people like working people like interacting with people more than they like interacting with brands. Not that it's impossible to win there, I just couldn't get it to work. But clearly, I think it's a, it's much easier to get involved when you're working directly with people. Well, I think to that point, sorry, socialism is a conversation, right? You talk with people, you talk to it, it's the same on social media and people don't often talk to logos, they talk to the people behind the logos and social media is no different forum community. It's where those conversations happen and the more eyes on is that you have on social media as a brand, the better it is for the brand. So why wouldn't you do it? Yeah, I could think of like the half dozen times I've tweeted at a brand and it's usually to complain. Yeah, well exactly, West, why did you write that would be about it? You know, some brands though, they do have really good personalities. There's a drinks brand here in the UK called innocent smoothies and their twitter handle is hilarious, but it is a consumer brand, they can get away with cheeky tweets, you know, um and it has personality, so some brands can get away from it, but when it's in B two B you've got to get your experts in front of your Locos. So yeah, it just makes so much more sense for me to be to activate the employees. And I think they're gonna be probably something there for the logos. But let's jump into the employees. One of the things that people have asked us like how how do you get this? How do you get employees involved? We tell our employees all the time to be on social, but they rarely do. So I find that that's probably one of the biggest hurdles people have with getting, getting this thing started there. Like how come none of my employees do it. We tell them all the time. So what do you do when you're working with clients in order to incentivize employees or cast vision or essentially how do you get them going? Yeah. So engaging employees in an advocacy program is it is a very fine line, right? Your employees don't want to be robots. They don't want to tweet out and share on linked in all the same content that appears are sharing. It is it is very centered around culture. And I know this is...

...quite difficult, but you know, employees won't love your brand unless they love your culture and they love working for you. So a good first step is to take a look at that, right? How how engaged your employees and a this and a disengaged workforce is not going to advocate for your brand. Right? So you got, it starts with culture now I can't fix that. I'm not a culture specialist agency. That's not what I'm all about. Activating the employee voices that are ready to be activated and there's the key right? So you can't you can't force people to do it. You can't put it in their Kpi is you know it's not it's not going to generate an authentic engagement on social platforms. So I get a bit cringe when people say oh that's all right we'll just put it into their goals. Don't do it, don't do it. Um I always say work with the ones that are ready. You know you take them in cohorts, this is like a cultural shift. It's a it's a transformation, you're not going to do one training webinar and everyone is converted into social ambassadors overnight. Doesn't happen. So don't try it. Take the ones that are ready to work with them, they'll inspire the next generation to come through. And so it happens and give it two or three years suddenly you've transformed your culture and this this is how typically it works with large global customers. So okay so that makes a lot of sense. Start just look for the hand raisers. The people that are ready to go what are you exactly saying and casting out to them for the hand raisers to even respond to. Well I think a lot of it is about if you invest in them, they'll want to put in some effort. So when you explain to them, it's like we're going to help, you were going to support, you were going to educate you, enable you train you, the company wants brand ambassadors, if you're willing to go for it, we'll support you on your journey and those people will raise their hand, they say, yeah, okay, I'm curious, I'd like to know a bit more, I want to get my confidence, you invest in them and then the rest the rest will eventually follow, but in their own time, I think really appreciating the employees, they move at different paces. They start from different places, you know, you've got a quite a complex arena with different generations within the workforce, different understandings of social media, you layer that on top of each other. Suddenly you've got very complex environment, but on the incentives point the whole, you know, if you share five posts, you'll get some amazon vouchers that doesn't work either. You know, it doesn't comfort. It comes from a place of click click click rather than I am I doing the right thing by my brand by their brand, by the company brand, you know, so don't incentivize on clicks or engagements or you know, just just steer clear of those short term embrace, you know, quick winds, those sort of employees that want to advocate for your brand, they're the sort that just get they love the quds? They loved the spotlight, they love more enablement and training and you know remember ASAP actually sorry, I'm just winding on about this but remember S. A. P we found our community of top ambassadors. We invited them to our Sapphire now show and became employee reporters. They loved it. You know? So this is...

...this is the way to activate employees and incentivize them. Not not ipads and amazon vouchers. So something we've done it. Sweet fish is first we kind of like lead from the front. So like we actually did it and the leadership team, like a number of leaders did it. I was active on it and then we kind of pitch to them like, hey, like this is for your personal brand as and you get to take this with you. Yes, you can build up a big following and then take that following with you. We're looking forward to that. Like we want to do that. We would there would be nothing happier for us than for you to build a following and leave because someone offers you a much better job somewhere else. That would be a huge success for us. I don't know, like so were we always emphasize like building their personal brand? I don't know, do you emphasize for companies to like request that they advocate for the company a certain amount or you just kind of leave that open ended right now, I'm just kind of like I don't even ask you leave it open? It's about their brand, it's about the employee voice. Do you know what? There are a lot of leaders have trouble with that down, you know because they feel a bit like why why would we train our employees to build their brands so they leave and I'm like well they'll build their brand anyway and leave anyway, you're gonna have to embrace this and and deal with that and this is where it's tied to culture, you know create a culture in an environment where they don't want to leave and that's the key, yep. Absolutely. I mean if you're starting with a good base of like hey your employees actually like like working there and they like you and the company then like this is actually more of an incentive to stay because how many other companies are going to invest in their personal brand? Hardly any. Right. Yeah. Yeah. So something I've rested with yeah encouraging them to build their brand of which is connected to the employer brand. For sure. So yeah it's good. I mean if we're thinking we could just retain people forever. I think we're kind of lying to ourselves, right? I mean even in let's just look at marketing right? B. Two B. Marketing, that's what the that's what the show is about marketers are like jumping every year and a half they do they do that's just that's just normal now, it is. So what are you thinking? You can hold on to them at least build them a platform, they're probably going to be more likely to stay because nobody else is doing it right. So yeah, and I always think, you know, my role as the ceo is that you know, I I accept not people, people don't stick around forever, but as long as they leave, having learned something and grown, I'd be happy, right? I've done my role and and it's led them to greater things, super, you know, have a great day and enjoy it because I think that that's all you can ask right, is that you can help people grow and learn. Um but if you go into the whole social advocacy experience with closed arms and building walls and we don't want people to leave, it's the wrong mindset from the start, it's definitely wrong. So, so you can have an idea of how we're getting started, we're finding the hand raisers, what do you do for on boarding them? Do you just say have at it or do you like walk them through a process as their training? How do you help your clients on board their employees? Yeah, there's...

...there are several things that you can do. I mean, one absolutely. First off is to understand risk. Okay, so you have to sort of sheep dip them into understanding the mistakes that you can make. The human errors, not to pick fights, the kind of content that you shouldn't be sharing? Even little things like location text? So when you're out and about traveling to customer sites and you're tweeting and it's tweeted with the location tag you potentially giving away competitive information there. So just little things like that you're going to an event, you take a picture of the room, take it from back of heads. There are little things that people don't necessarily understand how to behave on social. Some people don't want to be in a photo. So think about these things when you share them. So I think first and foremost is not to frighten them off, but to really educate them about the risks on social, but equally the opportunities that social presents and that's the reason they're on this program. Now, it often depends whether they're using a tool or not. There's lots of advocacy tools out there that help curate content to save employees time. That's a whole separate topic because that can, you know, quite often the wrong content in there, but then educating them and onboarding them into that. But for me, there are three key things that an employee needs to get right pretty soon profile. So how do they look right? Has their social has their digital footprint on platforms like linkedin for B two B. It's the number one twitter even instagram's popping up as it could be to be platform? What's your profile look like? next one? Networking. Are you connecting with people that, you know, have you got a networking habit? Are you just accepting requests? He's sending requests? How do you look for mutual connections? All that kind of good stuff. And then the third one is absolutely content and it's not just about sharing and spamming out content is about engaging with your network conversations a two way, so he needs to put as much effort into engaging with others as you do with sharing with others and getting that content mix right? Because what, what we find is people at this stage, they will tend to to share their own company content and then it doesn't want to see that they want to see the human behind the profile. So you need to mix it up. So what's your content strategy, what your passions, what do you believe in that needs to be mixed up? You need to show the human side. So they are the three things that I would we take through an onboarding process for employees. Hey, everybody Logan with sweet fish here. If you've been listening to the show for a while, you know, we're big proponents of putting out original organic content on linkedin. But one thing that's always been a struggle for a team like ours is to easily track the reach of that linkedin content. That's why I was really excited when I heard about Shield the other day from a connection on, you guessed it linked in since our team started using shield. I've loved how it's led us easily track and analyze the performance of Arlington content without having to manually log it ourselves. It automatically creates reports and generate some dashboards that are incredibly useful to see things like what contents been performing the best and what days of the week are we getting the most engagement and our average views per post. I highly suggest you guys check out this tool if...

...you're putting out content on linked in and if you're not, you should be, it's been a game changer for us. If you go to shield app dot Ai and check out the 10 day free trial, you can even use our promo code B two B growth to get a 25% discount. Again, that's shield app dot Ai. And that promo code is B the number to be growth. All one word. All right, let's get back to the show. Do you emphasize building like when you're coming up with content for an employee? Do you emphasize building it around whatever their they want to be about or do you try to italian the company to it? Like how do you coach the employee through what their content should be about? Yeah, that's that's a great question. So, understanding what the employee is about is paramount because at the end of the day they're linked in profile is their individual profile. So getting them to understand who they are, why they do what they do, what they are interested in. Quite a lot of employees don't even have time to think about that. They've never thought about it. So, it's quite a sticky point. But then connecting their personal brand to the company brand in a way, and a lot of employees have never explored this before, so they don't really understand. It's like, why do I do the job that I do? What excites me about this job? Why am I working with this company? And then when you start to get them to connect the dots between the personal brand and the company brand, that's where the magic happens, Right? So, and this is the bit that often is missing when it comes to advocacy, because a lot of B to B companies, like, there's our advocacy platform go share. And then suddenly you've got 500 employees all sharing the same story on the same day, and it's cringeworthy. I just don't want to see it. So, building it from a place of their personal brand is key. And then connecting it to the company brand good. I'm glad we're lying there were currently doing. You figured like, if you run a legal services company, like, the chance that you're gonna be talking about things related to legal is probably pretty high. Like, that's kind of what your whole companies about your hiring people related to it. But naturally you're going to have maybe some marketers that don't want to talk about legal services because they're about marketing, maybe they have a little bit of background in legal so they might work it in there, they might talk about some of the legalities of marketing, but generally they're going to be talking about the funnel, they're gonna be talking about acquisition, they're gonna be talking about promotion and another broad marketing topics and that's okay. That's a bit of a bugbear of mine done actually because I'm connected to a lot of marketers, I'm a marketing person myself. And when I see marketers sharing, I don't know technical content about IOT in the cloud and how quantum computing because they happen to work with a company that might be in that technical space, it's like your network is marketers please share with me stuff that I can learn from. You know, as someone in your network, that's what I'm looking for. Please don't share content that you think your brand wants you to share because you need your on a tick sheet and you have to and it's irrelevant. You push your network off, you know, and as a personal brand, you've got to think about that because the worst case,...

I mean first cases they'll an follow you. Worst case, they'll disconnect from you and you'll never win these people back again into your network. So think about your content strategy is my message. So some of the things I've heard said especially on the training part is around like just walking them through some of the pitfalls of doing social media for business because I I noticed that's probably unless you're in marketing and you've kind of been in social media marketing, like doing social media for business is kind of a new thing. Um I used to work in a college where I was walking students through and I was like, oh my gosh, like you have no idea like how to do just because you're a gen z and you know how to do social media does not mean you know anything about marketing on social media, you think, you know because you've seen it, you don't, it is very different, but you kind of like you have a whole course laid out to like help people like walk through that. Yeah, I feel like maybe Ramin is I work in a marketing company so most people are pretty familiar with this already, but in a lot of companies that's just not the case, it's not done, it's not in fact, we recently did some research on this actually and we it was very obvious that those that are just coming into the workforce and those that are towards the end of their career have the least understanding around social media risk. They have a habit or behavior that understands how social platforms are, but within a business context that knowledge is quite is quite missing, not for everyone. I'm sort of broad brushing here, but not everyone, but somebody once said to me that, you know, common sense for one is not common sense for another. Um, and you do need to teach people where the lines are, where the limits are, when to pick fights, when not to pick fights winter. Well, just generally don't pick fights what topics to get involved in what not to, you know, this is the business language of social media, very different to your latest Tiktok video or you Snapchat. So it's um, yeah, it's not the same. So brands have a responsibility to educate their employees around what best practices in my is my belief. So I've noticed you've emphasised multiple times like educating on risks, which is funny is, I'm like, I don't think I educate risk on risk at all. And I probably need to because there probably are some like, hey, like don't do this if you do like that's gonna reflect really poorly on sweet fish. So far. We haven't had any problems that maybe it's just because we have been doing it long enough and I don't have enough people doing it eventually will run into issues Most of the time. I'm training people on like get them out of their head as far as what they think they need to post and think like, know what can you post, that's the most helpful to who you're talking to get out of yourself because you can post something that's safe. That just like false flat, Right? It's about your dog. You're like, great, are you talking to dog lovers? Oh no, you're talking to I. T. Technicians. Okay great. Don't post about your dog. I mean every once in a while it's okay to post like something personal. You know, if that's like a big part of your life and you just want to share your passion for it fine. But that's like a...

...consistent posts. Yeah, don't do that. Like figure out like what what should you be talking about that would get that would be helpful. That key term for me is usually helpful. Like what can you post to be helpful to others. Yeah. I find if I emphasize that maybe I eliminate some of the failures because you're thinking of them rather than you. But at the same time I think the failure is a good point because you can definitely fall into that way too. Well, a lot of people learn from their mistakes as well. But another good example of that is if you're in a sales role and account management role and you're sharing on linked in some hilarious memes around you know, sales techniques and you know, whatever there and there are some funny ones out there some great cartoons. But if your audience if you're connecting with your customers are linked in. Do they want to see that? Is that it does that present the right professional image that you want to use to grow your business and grow your organization and grow your relationships. So just think just walk in the shoes of your audience and really have a think about it. So I think you have an advantage of having lots of clients who are doing this thing. I know a few companies that are doing this, some are doing remarkably well. I mean, we think we all know like um we know gong we know refined labs, they're big into getting employees active on on linkedin, Right? But outside of that, like what do you find your clients that are the best that are actually doing really well? What are they doing remarkably well. That maybe goes unseen on linkedin? They encourage community internally, they shine a light on their experts, they raise them up, they use them as good examples to inspire others. Leaders act are actively engaging in conversations their employees are having on social media. I mean, I remember at S. A. P. When Bill McDermott who was the Ceo at the time, he engaged with one of my posts on linkedin. Honestly, I was the most popular person for about half an hour where, you know, but it showed true leadership, where leaders are listening, they're watching, they're engaging, but they're actively encouraging their employees to be out there. That that is where I see best practices, you know, where the whole organization is behind this and they don't have silos. You know, they've got social selling over here. They've got employee advocacy over there. They've got leadership activation over there, where I see best practices where someone's basically got their arms around the whole thing. Um, there including influence or activation in that and they're joining the dots between the programs and otherwise you, you get duplicate effort, you get duplicate time wasted. You have multiple systems implemented. It's a waste of money. So organizations that lead social at the top and have a holistic perspective around how to join everything together. That's best practice. Okay, so there's two things I want to dive into their, what I'm saying to just as a mental reminder to myself to come back to the second one. But the first one is you said, connecting the dots, like what does that mean connecting the dots? Like we...

...all know, we have a marketing mix going on, we have lots of different marketing activities. What does it mean to connect the dots with what your employees are doing versus maybe what else you have going on. Yeah. Your employees have a huge role to play in your marketing mix. Right? So when I'm looking at a social portfolio, you've got your sales teams out on social during the role. Social selling thing with linked in, you've got influence or activation happening with your experts and your leaders engaging external influences. Uh, you'll have advocacy programs, which is a tool that your employees are using to share content and add their perspective on. You've got your managing and publishing to your own brand channels, right? So you've got your, your brand channels that you're doing on social media, social listening, where does that fit into the mix Now, if you get social listening and using those insights to feed into your experts to create great content that you then engage your influences to be part of that content that you then put into your advocacy tool that then gets that out to the wider employee community that one of their employees has just created some amazing content. They will share it, they're more likely to share that and something maybe marketing is created and then that gets it out to the sales teams that then can in mail it out to targets prospects and that's joining the dots and all of this. Activating a whole social infrastructure, generates him bound into, into your website to conversion. It helps create conversations that convert in my view. So that's, that's the joining the dots. That makes a lot of sense. So it's really connecting it to a larger social media strategy, connecting gonna be interested to see like what it looks like to get your, your employees involved in what you're doing on the influencer side. Um, certainly your corporate brand, right then you're mentioning the corporate brand and the corporate brand, whoever is running that account is commenting on their employees account, they're commenting on that account, you know, creating a little ecosystem, but maybe even pulling your employees into relationships, your formal relationships you're building with influencers like, hey, just someone you might want to follow, we're working a lot with them. So you know, comment on their posts. Hopefully they comment on yours. Like let's build a relationship with this person, that's more than just the official person, representative from your marketing team. Let's pull them into the fold with all of us. Right, Is that kind of what you're thinking? Absolutely. And employees can generate content as well, you know, encourage your employees that are more mature in their social media journey to start creating their own content, start creating the podcast, start writing content, doing videos, you know, you can get them involved in the whole marketing process. Um, don't use employees is just a channel to amplify ready made content. They can be part of the content process and the influence of process. So The 2nd 1 was getting leaders involved and essentially enabling and engaging with the employees as you said it, I was like, yes, that is something we're doing, that. I don't think we even realized that we're doing that probably ends up...

...being a big thing. Like I'm highly incentivized to like as someone who's like spearheading this program to go and engage with as many employees as I can one because every comment on linkedin boost their posts. So it gets in front of more people, but it's also encouraging for them. So I'm always trying to highlight them and take their best post or if I see them post something that's just awesome, I'll take a screenshot and text it to them and be like this post is amazing, you know, so trying to just fan fan the flame so that it becomes more of a fire, right? At least those are some of the ways I had in my mind as soon as you said it, that I'm like, oh, like that's that's probably a big part of the evangelist program that we have that I don't think we've even talked about that probably is a big part. I'd be curious to hear like what other leaders are doing in order to really help employees, like better engage. Yeah, I mean simply as a leader just commenting on employee posts and congratulating them or, and I think that's a lot. It's a big part of the leader's role on social media is to engage the employee community publicly openly transparently and to really show their stakeholder community that leaders are engaged in the conversation. They're not out there just sharing content. They're out, they're engaging with their own employees. It sends a huge message of confidence to employees when, when leaders participate in their conversations, it is quite uplifting and lastly, how do you measure the results of all of this? I know we have our own metrics, but I'm curious to see like what, what other metrics are being measured by others out there. How do you know, uh, like an employee advocacy program is, is strong. This comes back to, I think joining the dots a little bit more so metrics, you know, your typical metrics like your clicks, your impressions, your, you know, your engagements. Yeah, monitor them. They're, they're interesting. You can see trends and things like that. But I think the moment you start to measure social activation programs in the context of other metrics, that's when it becomes valuable. So in the context of employer employee advocacy, for example, some of our customers and this is fascinating really. But when you look at the source of traffic to a website, for example, you can see that employees, they don't drive thousands of eyeballs to websites. They're not a huge volume driver of traffic to websites. But when they do drive traffic to websites, they become the highest converting source of traffic. So when you look at other sources like paid and organic social and employees topped the charts when it comes to conversion. So looking at employee advocacy in the context of your website traffic, your inbound traffic and what happens to that traffic, employees driven traffic doesn't drive volume, but it does drive high conversion. Um, and they're the sort of things social selling slightly different. I mean when you look at your high performing social sellers on linked in. When you look at things like the sec school. When you look at your high performing social sellers, it's great looking at the sec school, lovely. It's another metric. But actually when you look in that in the context of sales performance,...

...that's when it gets interesting. So you should be looking at things like deal size, deal cycle time, overall, pipeline number of deals in the pipeline are your top social sellers generating the right kind of um, you know, in terms of performance, sales performance, how is that correlating? That's when it gets interesting. So they're the sort of things I would measure. Um, yeah, keep an eye on the other metrics. But really the context measurements are key. It's interesting. So you're really looking at a lot of the metrics from across the social environment to see a lift there as well as a traffic coming from the different social sites that you're engaging in. Maybe it be linked in or instagram or whatever it is. Absolutely. And start correlating, Start looking for patterns over time. Start looking at another thing I'd be looking at as well, especially if you've got an employee advocacy tool is looking at the content your employees want to share versus the content their audiences are engaging with. And quite often you'll find that is very different. You know what an employer wants to share versus what their networks are engaging with. You tend to see 10 top 10 different posts. So this tells you a story about the kind of content that should be in the platform that maybe your employees like to engage with. You need to keep an eye on that kind of stuff because that helps you optimize the program. Something we do is measure just based on amount of posts we actually every employee we have as officially a part of this. Um, they, they opt into the program for a quarter at a time. We signed them up for shield shield analytics, which is just linked in analytics. It doesn't post, it's not employee advocacy. It's just analytics, but they have a team package that makes it easy for you for the whole team to kind of see how we're doing as a team and then how they're doing individually. It's kind of like an added bonus. Like, hey, you get to check out to see how well your linkedin is doing. Um, but that way we can actually see like across the board who's contributing the most? Like how many posts are we actually doing a week? So that's kind of like the leading metric, right, is how many posted you post? You don't have control over how many views they get because you can't force people to be, you can't force linked and to serve it. But of course that becomes the lagging metric of views, comments and then of course traffic and sales since you could just ask your new leads coming in, like, oh, where'd you hear about us? And a lot will say linkedin. Yeah, I was looking at your post the other day about that actually about, you know, focusing on linkedin and how that's your number one platform, you know, and that's what you do and it is for me to be absolutely, it's the number one platform. So, so if you focus on linkedin, linkedin is great because you can get things like shield, but I don't like there's other great platforms. Like I think twitter twitter's, I feel like twitter is making a comeback. Really strong. Um, and I feel like there's probably analytics programs that measure it the same way shield measures linked in, but I haven't seen them out there. I'm sure there's like maybe Hoot suite does it? I don't know. But yeah, he's an hour wrestling with to get more involved in twitter, should we be Tiktok like, I don't know, get ahead of the curve on Tiktok. I don't feel like me to be strong on Tiktok. Yeah, like I'm starting to find it picking up, I'm starting to find more educational content on there. So you never know. It...

...is, it's, it's a changing landscape down and I think you're right about twister having a bit of a comeback. It had a bit of a lull a few years ago and people were just thinking this is not a platform for me, but you know, I see, especially when employees reach, you know, like a maturity level where they're ready to be activated his influences and thought leaders and as an expert um they need to be on twitter because that's where the breaking news is happening, right? It's twitter before it hits mainstream news platform, so they need to understand how that works and influences are hanging out on twitter, especially B two B. So I do feel that Twitter is a is a place that you need to be. So generally in B2B you go kind of rhymes, so I'm a poet and I didn't know it. There you go, Sarah, thank you so much for joining me on GDP growth. Where can people learn more from you and find you online? Well you'll find me, I mean you can just google me so if you just put Sarah Goodall in, I'm not the one that used to work at Buckingham Palace alright, I'm the other one. So you'll you'll check out my profile photo, you'll find me on linkedin and you'll find me on twitter and you'll also find all my baking and running pictures on instagram. So so yeah just google me up and find me so fantastic again. Thank you for joining me on GDP growth. Thanks so much dan, I really enjoyed it, cheers at sweet fish, we're on a mission to create the most helpful content on the internet for every job function and industry on the planet for the B two B. Marketing industry, this show is how we're executing on that mission. If you know a marketing leader that would be an awesome guest for this podcast, shoot me a text message. Don't call me because I don't answer unknown members, but text me at 4074 and I know 33 to 8. Just shoot me. Their name may be a link to their linkedin profile, and I'd love to check them out to see if we can get them on the show. Thanks a lot. A little bit about.

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