Success Advice
5 Ways to Improve Your Audience Engagement
When you first thought of your business idea and created your business, you were probably thinking about how much people needed what you had to offer and all of the people you were going to be able to help. Even though none of that has changed, it can be really discouraging to continue to post on social media, do Facebook lives, and try to make any kind of a call to action when all there is are crickets when you do.
Instead of banging your head against the wall, and trying to figure out what is wrong with your idea, let me give you 5 ways to improve your audience engagement:
1. Increase the amount of content you are putting out
Sometimes, the main reason why you are not seeing the engagement you are looking for is because people are not seeing your posts. Each social media platform has its own algorithm.
Even if you posted once or even twice that day, some of those algorithms can still make it possible for your people NOT to see even one of your posts. Posting a few to several times a day will increase the number of people seeing your posts which should, in turn, increase your engagement.
2. Ask the right questions
Remember when I said that posting a few to several times a day will increase the number of people seeing your posts which should, in turn, increase your engagement? The reason it should but may not increase your engagement is because you are not asking enough of the right questions.
You can post content that you like or are interested in, but you have to remember YOU are not the one buying your products and services. You need to learn what your target audience wants to see and talk about. Learn what gets them engaged and what keeps them engaged by asking the right questions.
“We thought that we had the answers, it was the questions we had wrong.” – Bono
3. Switch it up a little
Have you ever had a routine that was so dry and bland it made you dread doing it? That is exactly what your audience feels like when you post the same kind of content all the time. Everyone doesn’t like meatloaf every day. No matter what you are selling, your audience craves interesting, informative, and encouraging content. If you can give this to them consistently, they will fall in love with you and keep on coming back for more.
4. Analyze your data
When you increase the content you put out, you will have a lot more data to analyze so you can understand the people who you are trying to reach. This will help you to understand which kind of content is consumed more by your audience, what platform has better engagement, and what your audience is trying to tell you they want and need.
“It’s difficult to imagine the power that you’re going to have when so many different sorts of data are available.”- Tim Berners-Lee
5. Calls to action are key
The last thing you want to do is to give your audience some amazing content and not have a place for them to go to learn or get more. Inviting yourself somewhere can be very awkward, so why would you want your audience to do that? They may want to connect with you but they don’t know where to go and how to connect. Invite them in and make them feel wanted and welcomed. This will cut out the awkwardness and also the confusion of how they can better connect with you.
Increasing your engagement can be done easily if you are willing to follow these 5 ways to improve your audience engagement. Once you have done that, the engagement will come and the sales are bound to follow.
How are you staying connected to your audience? Make sure to comment below and let us know!
Image courtesy of Twenty20.com
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
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12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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