Scroll down to see which posts took the top spots, see why they performed so well, and get some tips to create your own high-performing social content.

1. Share a laugh.

This meme may be a deep cut, but it clearly has an audience, as this post from Daniel Abib, an Amazon Web Services senior specialist solutions architect, demonstrates.

In addition to more than 11,000 likes, this LinkedIn post also garnered 200+ comments and nearly 400 reposts.

Why? Because it involves a timely event with niche, humorous content that speaks directly to Abib’s audience.

2. Keep it short and sweet — and real.

One of the top-performing posts from EveryoneSocial last year is simply a 5-second video of the JLL Tampa office posted by an employee — and it amassed nearly 7,000 likes and more than 160 comments.

That’s more engagements than many posts by Fortune 500 CEOs receive!

Haley Mott, a former associate at JLL, shared the video to LinkedIn in April, and she credits her post’s high engagement to the fact that it’s short, sweet, and 100% authentic. If this isn’t an example of the power of employee advocacy we don’t know what is.

3. Go behind the scenes with execs.

There’s a reason why United Airlines CEO Scott Kirby has nearly 220,000 LinkedIn followers: He doesn’t just share company updates, but he also takes his followers behind the scenes of the company and shares personal updates.

Many of 2024’s most engaged social shares came from Kirby, which truly illustrates the power of activating execs.

4. Let a picture speak for itself.

It didn’t take a lot of words for Rubrik CEO Bipul Sinha to share the big news of his company completing its IPO in April.

Sometimes a great picture is all you need for a highly engaging social post.

5. Showcase events.

People love to see what employees at the world’s top companies are up to, so it’s no wonder that this short video from NVIDIA Principal Engineer Dustin Franklin amassed so many engagements.

Also, don’t underestimate the power of cute. There’s a reason why social posts featuring animals and children perform well — and apparently this includes adorable robots as well.

6. Give thanks.

Expressing gratitude is always appreciated. And doing so on social media is a great way to showcase authenticity and vulnerability, enabling followers to more easily make a human connection with the poster.

Capgemni CEO Anirban Bose also tags only people whom he knows personally and are likely to respond to his post, which is proven way to increase engagement on your posts and make the LinkedIn algorithm work for you.

7. Offer insights and ask questions.

People love to get a behind-the-scenes look at others’ lives, especially those at innovative companies like Coupa. It’s why day-in-the-life content like Rouven Kramer’s post above is some of the most engaged employee-shared posts.

Kramer’s post accrued more than 6,500 likes and more than 700 comments because he shares details about his daily life, states his opinion, and outright asks for others to weigh in. Simply asking questions like this is an effective way to jumpstart discussions that’ll further increase a post’s engagement.

8. Provide helpful information and guidance.

A study by The New York Times Consumer Insight Group reveals that one of the top reasons why we share on social media is to provide our audience with valuable informative. And that’s exactly why this post from Fred Hoskyns, an account engineer at Amazon Web Services performed os well.

He doesn’t only share big company news with his followers, but he also provides resources, invites people to sign up for updates, and asks others to share their certification study tips.

9. Say something positive.

Social media often isn’t the place we turn to for good news. After all, we see far many headlines about “doomscrolling” than we do “gleefreshing.”

But when it comes to what generates the most shares on social, news with a positive spin outperforms the negative. In fact, one study found that of the top 1,000 articles shared on social media, more than two-thirds had a positive tone.

So go on and share the good stuff you and your company are doing!

10. Share hiring updates.

Job-related posts are some of the top-performing content shared from EveryoneSocial, so it doesn’t surprise us that this LinkedIn post from Supriya Chandel, leadership recruiter at Meta, garnered so many likes and comments.

People want to be in the know about open positions and new opportunities, and the best place to finds those is often within your own network. It’s why 79% of job seekers use social media in their search.

Share Content that Gets Results

Hopefully these most engaged posts of 2024 gave you some ideas about the kind of content to share on your brand page and your own social accounts.

And, of course, shares like these are great examples of the kind of content that make high-performing Engage posts in EveryoneSocial.

Want to level up your content and social engagement? Book a demo — and maybe you’ll see your employees’ posts on our list next year.

The post 10 of the Most Engaged Social Posts Shared in 2024 appeared first on EveryoneSocial.

Just as crucial, internal employer branding helps align employees with the company’s mission, values, and identity, creating a cohesive and motivated workforce. When executed effectively, it not only enhances employee engagement, but also drives tangible business outcomes.

Despite its clear benefits though, many organizations fail to prioritize internal employer branding with the same rigor as their external efforts. This oversight can lead to a disconnect between a company’s public image and its internal reality, ultimately affecting performance, culture, and employee satisfaction.

Let’s take a look at how to develop a successful internal employer branding strategy, so you can turn your people into effective brand ambassadors.

What is Internal Employer Branding?

When we think of employer branding, it’s often in the context of how an organization presents itself externally; however, this is only half the story. Equally important, but often overlooked, is internal employer branding.

Internal employer branding uses the same principles as external branding but focuses entirely on the organization’s actual employees. Instead of marketing to potential and future hires, it’s about fostering a culture where the current workforce feels connected to and invested in the company’s success.

At its core, internal employer branding aligns employee values and behaviors with the company’s goals and identity. It ensures that employees understand the business’s mission and their role in achieving it. When employees have a clear sense of purpose and alignment with their organization’s vision, they’re more likely to be engaged, productive, and loyal.

The Difference Between External and Internal Employer Branding

Need a little more clarification? No problem.

The distinction between external and internal employer branding lies in the target audience and communication focus.

External branding aims to attract new talent and create a positive public perception of the company. In contrast, internal branding emphasizes engaging and retaining the existing workforce by fostering a shared sense of identity and purpose.

Related: 5 Employer Branding Activities to Improve Company Reputation

Benefits of strong internal employer branding

Today, internal employer branding is a strategic imperative that delivers significant benefits for both employees and the organization. Let’s take a look at just some of the ways it can help your business.

1. Enhanced employee retention

Internal employer branding creates alignment between employees and the company’s mission, fostering a sense of belonging. Employees who feel valued and part of a larger purpose are less likely to seek opportunities elsewhere.

In fact, organizations with highly engaged employees have been shown to reduce staff turnover by as much as 87%, saving time and resources while maintaining organizational continuity. And that pays off!

2. Reduced turnover costs

Managing your internal employer brand effectively can lower company turnover by as much as 28% and reduce cost per hire by 50%.

How? Retaining skilled employees enables you to avoid the high costs of recruitment, onboarding, and training, while maintaining institutional knowledge and team cohesion.

On the other hand, organizations with a weak employer brand must offer a 10% pay increase to attract qualified candidates, according to Harvard Business Review.

3. Increased productivity

A strong internal employer brand fosters emotional connections, increasing job satisfaction and motivation. And engaged employees aren’t just happier, they’re also more productive.

Studies show that companies with highly engaged employees can boost operating income by 19.2% over just 12 months.

4. More effective employee advocates

Engaged employees naturally become advocates for your brand. In fact, 78% of engaged employees would recommend their company’s products and services, driving word-of-mouth marketing and organic growth.

Happy employees also promote their organization on social media, where nearly half of candidates say they searched for their most recent job. These engaged workers are the best advocates for their companies because they’re authentic, making them three times more trustworthy to prospective hires than external branding efforts alone.

5. Better customer experiences

When employees are aligned with your brand and mission, they’re better equipped to meet customer needs. Engaged employees — 70% of whom report a clear understanding of how to serve customers effectively — translate their enthusiasm into exceptional service, driving loyalty and repeat business.

8 Tips to Foster a Strong Internal Employer Brand

Building a strong internal employer brand takes strategy, communication, and a deep understanding of what motivates your employees. Here are practical and actionable tips to develop a cohesive and engaging internal brand:

1. Define and communicate your company’s values and its story.

Start by clarifying what your company stands for. Identify the core beliefs and values that define your organization and align them with your mission. Employees need to understand not just what your company does, but why it exists.

• Share your company’s story, emphasizing its mission and the impact it seeks to make. Use clear, relatable language that resonates with employees.
• Equip leaders with the tools to communicate this story passionately and consistently across teams.

Related: 7 Employer Branding Content Types for Employees to Share

2. Align internal and external branding.

Consistency between your internal and external branding is key to building trust and credibility. When employees see alignment between what you say to the world and how you treat them, they’re more likely to embrace your brand authentically.

• Use the same colors, logos, tone of voice, and messaging internally as you do externally, but add a unique touch to make it distinct for employees.
• For example, create a specific internal logo, intranet name, or visual theme that reflects your external branding while fostering a sense of ownership among employees.

3. Engage and empower employees.

Employee engagement begins with listening. After all, employees who feel heard and involved are more likely to support and champion your brand.

• Gather feedback through surveys, focus groups, and open forums to understand how employees perceive the brand and their role within it.
• Help employees create an emotional connection to the brand. For example, when multinational company KPMG launched its “Purpose Program,” it asked employees about what their jobs means to them. The result? More than 40,000 responses ranging from “I advance science” to “I help farms grow.” (The company went on to have its biggest year in its 100+-year history.)
• Identify and support brand ambassadors, those employees who naturally champion your company’s culture. Provide them with resources and recognition to amplify their impact.

4. Embed internal employer branding into daily operations.

Your internal employer brand should be more than just a mission statement — it needs to be woven into every aspect of the employee experience.

• Incorporate branding into onboarding processes to immerse new employees in your culture from the very beginning.
• Use internal touchpoints such as intranet homepages, email signatures, and office decor to reinforce key messages.
• Support initiatives that reflect your brand values, such as community events, charity partnerships, or employee recognition programs.

5. Cultivate a sense of community and belonging.

We spend about a third of our lives at work, so build a workplace where employees feel connected, supported, and able to thrive.

• Create spaces for employees to share ideas, celebrate achievements, and connect on both work and personal topics.
• Highlight individual employee stories and successes through newsletters, events, or digital platforms.
• Form employee resource groups to foster collaboration among colleagues with shared interests or backgrounds.

6. Launch an employee advocacy program

Turn your employees into passionate advocates by giving them the tools and incentives to promote your brand, both internally and externally.

• Provide training and resources to help employees confidently represent your brand.
• Encourage employees to share their personal success stories and workplace experiences, whether through internal channels or social media.
• Recognize and reward employees who go above and beyond to live out your company’s values.

See why the world’s top brands — including Amazon, Meta, and NVIDIA — trust EveryoneSocial to activate their people.

7. Invest in growth and development.

Showing a commitment to your employees’ professional growth demonstrates that you value them as individuals.

• Offer training programs, mentorship opportunities, and clear career paths to help employees succeed.
• Celebrate milestones like promotions, certifications, and work anniversaries to show appreciation for employees’ contributions.

8. Start small with your internal employer branding efforts.

Start with small, meaningful initiatives that align with your goals and build momentum from there.

• Use key moments, such as a product launch or rebranding, to introduce internal branding initiatives.
• Recognize early wins and build on them to create lasting change over time.

By focusing on these strategies, you can cultivate an internal employer brand that inspires your employees, strengthens your culture, and drives your business forward.

We’re Your Secret Weapon for Successful Employer Branding

A strong internal employer brand turns your workforce into advocates who embody your company’s values. And these are the people you want talking about your company on social media.

Here at EveryoneSocial, we’ve seen firsthand how both internal and external branding efforts can transform a company.

If you’re ready to prioritize your employer brand, we’d love to help.

Get started by requesting your free Modern Advocacy Report, which will identify your socially active employees and the companies engaging with their content.

The post Essential Strategies to Improve Internal Employer Branding appeared first on EveryoneSocial.

However, these tools often fall short of providing the necessary features and functionality for a successful advocacy program. Why? Because advocacy isn’t their priority, so they don’t invest in it.

To them, advocacy is just another thing to upsell a client on or check a box for on an RFP, leading to advocacy programs that are simply too time- and labor-intensive. In turn, people rarely use the tool, the company doesn’t get any valuable data, and ROI is lackluster.

Let’s break down why all-in-one solutions like Sprinklr and Sprout shouldn’t be used for employee advocacy.

Core Issues with Sprinklr and Sprout

1. High cost

Not only are Sprinklr and Sprout more expensive per user compared with EveryoneSocial, but they also require more overhead for significantly less ROI. So companies end up paying more for a tool that delivers less value. Per-user pricing like these tools provide just doesn’t work. It gets in the way of organic growth, and it takes up a lot of your team’s time because they have to constantly manage active vs inactive users.

2. Low user engagement

One of the biggest pitfalls of Sprinklr and Sprout is that they both require that all sharing be done through their proprietary apps. This is a major hurdle for many employees who prefer using the social media tools they are already familiar with, such as LinkedIn or X or an SMM solution like Khoros. As a result, 95% of users who sign up for Sprinklr’s advocacy tool become inactive after just three months.

3. Lack of actionable data

Sprinklr and Sprout provide only a limited collection of high-level stats, which aren’t actionable. They fail to offer insights into who’s engaging with shared content, so you don’t know if those engagements come from customers, partners, target accounts, or potential hires. Without this critical data, it’s impossible to connect the results of your advocacy program to key business metrics.

4. Negative ROI The real challenge of an advocacy program is keeping participants active over the long run. Both Sprinklr and Sprout struggle in this regard, leading to negative ROI. These tools don’t even provide data on user activity, making it difficult to measure the program’s success.

5. Lack of product innovation For Sprinklr and Sprout, employee advocacy is simply a checkbox feature, added to satisfy RFPs and upsell clients. It’s not a priority for them, so they haven’t invested in ongoing development, resulting in outdated and ineffective tools.

Why EveryoneSocial is the Better Solution

Consolidated solutions like Sprinklr and Sprout are examples of what we refer to as “legacy advocacy” tools because they’re built on an outdated approach to advocacy. EveryoneSocial, on the other hand, is the only Modern Advocacy solution on the market.

Take a look at what that entails.

1. Lower cost

We’re the most cost-effective employee advocacy platform on the market. Not only is it cheaper on a per-user basis, but it also requires less time and input from your team. Programs run on EveryoneSocial generate more than 10 times the ROI compared to those on Sprinklr and Sprout.

2. Easily scalable user engagement

EveryoneSocial is the only Modern Advocacy solution that allows advocates to share content from any tool or app they choose. This flexibility is crucial for maximizing user engagement. Over 90% of users who sign up for EveryoneSocial remain active after 12 months, a stark contrast to the dropout rates seen with Sprinklr and Sprout.

3. Actionable data and insights

EveryoneSocial provides unique data on who engages with your advocates’ shares, including details about their company, role, and title. This data feature is critical for validating that you’re reaching your target audience and connecting program results to business objectives across marketing, sales, recruiting, and communications.

4. Maximum ROI

With more users sharing more content and access to actionable data, EveryoneSocial delivers maximum ROI. The world’s largest advocacy programs — including Amazon’s, Meta’s, United Airlines’, and Workday’s — run on EveryoneSocial and generate significantly higher returns than those on Sprinklr or Sprout.

5. Continuous innovation

Employee advocacy is the core focus of EveryoneSocial. We invented the industry, and we invest millions of dollars annually in the improvement and innovation of our platform. Unlike Sprinklr and Sprout, we’re committed to the ongoing development of our advocacy tools, ensuring they meet the evolving needs of our clients.

Join the World’s Greatest Companies

Sprinklr and Sprout may offer consolidated social media management solutions, but they fall short when it comes to employee advocacy. High costs, low engagement, lack of actionable data, negative ROI, and stagnant product innovation are just some of the issues companies face with these tools.

EveryoneSocial, on the other hand, excels in every aspect of employee advocacy. Our platform is cost-effective, user-friendly, and equipped with the features needed to keep advocates engaged and generate clear, compelling ROI. By choosing EveryoneSocial, companies can build more effective, scalable, and successful advocacy programs that truly drive business results.

Want to learn more about why the world’s greatest companies choose EveryoneSocial and how they leverage our platform? Let’s go!

The post Why You Shouldn’t Choose Sprinklr or Sprout for Advocacy appeared first on EveryoneSocial.

We’ve long touted the importance of advocacy. After all, we’ve been in the business since 2012 — longer than anyone else. And now we’re revolutionizing the industry again. Say hello to Modern Advocacy!

So if you think you know what employee advocacy entails, think again. It’s time to throw out outdated notions and embrace the new paradigm: Modern Advocacy, which is exclusive to EveryoneSocial.

Out with the Old: The Limitations of Legacy Advocacy

Traditional employee advocacy programs have long been plagued by these challenges:

• They suffer from low user engagement
• They require extensive time to build and manage
• They lack clear ROI metrics

These are the problems with legacy advocacy solutions, which is what’s widely available on the market today.

These tools are limited and often cumbersome, making it difficult to get employees to sign up, stay active, and show measurable impact. Plus, they’re often bundled within larger social media management suites, so they fail to prioritize advocacy, resulting in underinvestment and ineffective programs.

In with the New: The Modern Advocacy Revolution

Modern Advocacy, as pioneered by EveryoneSocial, is a game-changer. This innovative approach addresses the pitfalls of legacy tools, making advocacy simpler, more scalable, and incredibly effective.

Here’s how it works:

1. Find your advocates. EveryoneSocial is the only platform that identifies who you should activate as advocates. We’ll give you a list of your most active people who are already posting, sharing, and engaging on social media, allowing you to scale your program quickly and easily.
2. Activate users in a single click. It takes just seconds to connect users’ social accounts, enabling them to share quickly and effortlessly — and getting you valuable data from those shares.
3. Share from any app: Modern Advocacy is about bringing advocacy to your people and keeping them engaged.With EveryoneSocial, users can share from the tools they already use, including Slack, Microsoft Teams, email, SharePoint, Salesforce, Khoros, and more. 
4. Get actionable data and massive ROI: We’re the only advocacy platform that offers full-funnel data analytics. This means you can trace the impact of shared content on your key business outcomes, such as customer engagement, prospect interactions, recruitment efforts, and more. This data-driven approach ensures you can demonstrate the tangible ROI of your advocacy program to your C-suite.

Embrace the Future of Advocacy with EveryoneSocial

Today, everyone you want to reach is on social — customers, prospects, target accounts, future hires, and more — and your employees are connected with these people and eager to share the work they and their colleagues do.

Modern Advocacy with EveryoneSocial is the way to make that happen because it eliminates the complexities of legacy advocacy, making it easy to engage your people and achieve remarkable outcomes.

We’re not just another vendor. We’re the pioneers of employee advocacy, and we power the largest and most successful programs across the globe, including those at Amazon, Meta, United Airlines, Infosys, Adobe, and more.

We also understand that you don’t want to just buy software — you want to buy guaranteed success. That’s why our team of experts will guide you every step of the way, from account setup and program launch to advocate activation and long-term strategy.

The first step to advocacy success?

Find out which of your employees are already active and sharing on social media, see the content they’re creating, and see the incredible ROI you could generate with EveryoneSocial.

Start here.

The post Legacy Advocacy Doesn’t Work. Here’s What Does. appeared first on EveryoneSocial.

This could be company wins, behind-the-scenes videos of office life, postings for open roles, personal interview experiences, or even photos of company snacks.

These varied posts all fit under the umbrella of employer branding content, which is consistently some of the top-performing content shared from EveryoneSocial across all our clients.

EveryoneSocial employees are especially great at sharing this type of content on social media, which is illustrated by something that happened recently.

Our head of support was interviewing a job applicant, and the applicant said something that caught his attention:

It doesn’t seem that crazy to me though.

The employee who shared this experience is an active LinkedIn user with more than 2,000 followers, and he consistently posts great content. So it doesn’t surprise me to hear that this applicant follows him and gained insights into employee advocacy through that connection.

Related: Now’s the time to optimize your LinkedIn profile.

This is a small yet powerful illustration of the impact of employee advocacy — as well as a fantastic example of EveryoneSocial’s employer brand at work.

It demonstrates how our employees’ active participation in sharing their experiences and insights sparks curiosity and engagement among potential candidates. Plus, it contributes to shaping our company’s reputation and attracting top talent.

By showcasing our culture, values, and expertise on social media, we create opportunities for individuals like this applicant to connect with us on a deeper level and envision themselves as part of our team.

And that’s what employer branding content is all about.

Ready to grow your employer brand? Here’s the first step.

The post Take a Look at Our Employer Brand in Action appeared first on EveryoneSocial.

What surprises us is that 30% of CEOs aren’t on social at all, according to a recent H/Advisors report.

What a missed opportunity.

One that puts their organizations at a serious disadvantage.

Executives are the ultimate advocates for their companies, and the benefits their social activity can garner are enormous. Just take a look:

• 76% of senior executives believe that having a CEO on social media gives the brand more credibility.
• 77% of consumers prefer to make purchases from a company where executives are active on social media.
• 80% of employees say they’d rather work for a CEO who engages with people on social media.
• 43% of execs with socially active CEOs say their company’s leaders are inspiring, compared with only 26% whose CEOs don’t use social.
• 86% of executives with a social CEO leading the company describe that CEO as “open and honest.”

Plus, senior leadership buy-in is incredibly beneficial for internal adoption of your advocacy program.

But even execs who are on social might not post regularly or engage with their audiences.

In fact, 52% of CEOs’ LinkedIn profiles aren’t optimized for discovery!

If your organization’s leaders aren’t active on social yet, or if they need a little help, check out our revamped guide to activating execs on social.

The post 30% of CEOs Still Aren’t on Social Media appeared first on EveryoneSocial.

Target accounts, prospects, customers, partners, potential hires, etc.

Unfortunately this isn’t something that the majority of smm teams are doing.

Some are aware that this is the question they should be answering but they don’t know how to go about doing it.

And there are others who aren’t aware that this is how their ultimate boss (e.g., the CMO) measures success.

As we all know, EVERYONE you want to reach is on social media.  It is THE channel for building awareness, engagement, and driving action.

And as many have discovered, the best way to reach your target audiences is via your own people: your executives, staff, partners, customers, etc.

As we look across our customers, it’s clear that those who are going to successfully reach their target audiences in 2024 are going to be those that do two things:

1. Activate the maximum number of their people to serve as advocates
2. Definitively tie the outcomes they generate to the audiences your company needs to reach 

To start, we’d like to help you understand how many of your people are already active and posting on social by providing.

No matter if you already have a program or are looking to launch one, we promise you’ll be surprised by what we come back to you with.  

Simply fill out this form and we’ll conduct an audit of who at your company is already active and engaging on social media.

We’ll send you a report that includes the following:

• Total number of employees active on social right now
• Data on your most active employees
• Content they’re engaging with and sharing
• Recommendations for activating them as brand advocates
• Summary report of the ROI you could generate

What are you waiting for? Get your report.

The post Social Media Insights: What Data Really Matters In 2024? appeared first on EveryoneSocial.

But did you know that leadership not posting on social and engaging with employees, customers, and prospects online can actually hurt the company?

Yikes.

That’s why we’ve pulled together some compelling evidence you can share with your C-Suite — and hopefully get them sharing already.

CEOs Are Responsible for 45% of Company Reputation — and 44% of Market Value

According to Harvard Business Review, nearly half of a company’s reputation, also known as its employer brand, is attributable to the CEO’s reputation.

In other words, nearly half of people think of the company and its CEO as one and the same.

In fact, after the company website, consumers and potential employees say they look to the CEO’s social media presence to inform their opinions on the company.

While 93% of consumers believe that CEO engagement on social media shapes corporate reputation, it’s not just consumers who put so much stock in the CEO.

Seventy-six percent of senior executives say that a socially active CEO gives the company — and the entire brand — more credibility. And 43% of them say their CEO is inspiring, compared with only 26% of execs whose CEOs don’t use social media.

That’s not all: Nearly half of a company’s market value is also attributable to its CEO’s reputation. No pressure, right?

Related: Here’s the complete guide to getting execs active on social.

Social CEOs Attract Top Talent

Clearly, the CEO’s reputation is a big part of employer brand, so it’s no surprise that companies with social CEOs attract great employees.

A 2022 report from Brunswick found that 80% of employees prefer working for a CEO who engages with people on social media.

Engaging with those employees online is a big draw for CEOs too, with 73% of them saying that communicating with their people is one of the top benefits of social media.

Related: Ready to improve your company’s reputation? Here’s where to start.

CEOs on Social Media Are Seen as More Trustworthy

Trust in businesses is more important than ever, as evidenced by the 2023 Edelman Trust Barometer Report.

But while 84% of executives think that customers highly trust their organizations, only 23% of customers say the same.

Want to increase trust in your company? Get your CEO on social.

Transparency is key to building trust and 92% of people are more likely to trust a company whose CEO actively uses social media.

A Weber Shandwick study found that 86% of executives with a social CEO leading the company describe that CEO as “open and honest.”

Plus, financial readers trust CEOs who post and engage on social media up to nine times more than those who don’t, according to the Brunswick report.

CEOs’ Social Interactions Affect the Bottom Line

All that trust CEOs accrue by sharing their thoughts and engaging in transparent conversations on social media really pays off.

Seventy-seven percent of consumers prefer to make purchases from a company whose executives are active online.

And a recent study reveals that such trusted companies outperform their peers by 400%!                      

CEOs and Their Employees Are The Most Effective Means of Distribution

We know that traditional content marketing doesn’t work. And we know that brand pages aren’t effective at getting eyes on your content — unless you’re forking over those ad dollars.

Why? Because social networks prioritize content shared by real people, including your execs.

In fact, leadership content receives twice the engagement and tripe the comments of brand accounts. Just take a look.

If your C-Suite isn’t active on social media, now’s the time to change that. EveryoneSocial makes it easy.

Our advocacy solution allows execs to create and post content in whatever tool they want. Or they can easily have a comms resource do it on their behalf.

Plus, EveryoneSocial allows you to enable not only CEOs, but also your entire organization — and even those outside of it — for one price.

The post CEOs Who Don’t Use Social Disadvantage Their Companies appeared first on EveryoneSocial.