Connect with us

Success Advice

7 Lessons From the Most Influential Businesses on Social Media

Published

on

businesses on social media
Image Credit: Unsplash

Is social media marketing dead? Not only are some social media platforms shedding users and losing efficacy as marketing channels, but the bad press surrounding issues of privacy alone is enough to demoralize even the biggest champions of social media.

Looking ahead, however, it’s clear that social media isn’t going anywhere. Businesses that fail to embrace what’s good about Facebook, Instagram, LinkedIn, and the other major platforms will miss out on opportunities to engage with customers and create a valuable buzz.

The truth is—as noted in Fundera’s “The 30 Most Influential Companies on Social Media in 2019” report—lots of meaningful conversations and important issues are not only being raised, but addressed, by influential companies on social. The medium is still quite effective for companies looking to become leaders in their field, and even plays a major role in helping boost profits and market share for some industry-leading businesses.

Business owners, marketers, and social media professionals everywhere would be wise to take notes from some of the most influential businesses on social media today.

By taking note of the seven lessons below, you’ll understand how to use social media to positively impact your business:

1. Vary your presence across platforms

There are a handful of important social media platforms that almost certainly require your presence as a business: Facebook, Instagram, Twitter, and LinkedIn. Depending on your business, industry, and market, you may also want to post on Snapchat, or Pinterest, for example.

If you are familiar with these platforms, you know how different they can be in terms of content, demographics, and efficacy for driving traffic or engagement. That’s why it’s important to have accounts with each, and to post tailored content to each one as needed.

Having accounts on every major platform not only increases total reach across social media, but hedges the risk in case one site changes their algorithm and decreases your ability to impact followers.

2. It’s okay to focus your efforts on one platform

Yes, it’s important to be present on all major social media platforms. That being said, if you’ve identified one or two platforms in particular where your content most resonates—maybe you’ve tapped into the perfect demographic match on Snapchat, or found that posting your best content on LinkedIn gets the most engagement—then by all means, lean into it.

Uber, for example, tops the list of companies in the “Transportation, Logistics, and Warehousing” sector with 24 million followers. Of that number, an incredible 21 million are on Facebook alone.

On the other hand, fellow sector-topper Tesla has just a few hundred thousand Facebook followers, with millions more on Instagram and Twitter. These imbalances aren’t accidental—clearly, both companies see better engagement on these respective platforms, and perhaps see better customer acquisition, retention, and engagement as a result.

3. Every kind of business should be on social

Lots of businesses, including B2B businesses, think that what they do doesn’t translate well to social media. There’s no way to make selling a service fun or sexy, many think, so they create social media handles but do nothing with them, or ignore the entire practice altogether.

But any kind of company can have a robust and buzzy social media presence. From UPS to UnitedHealth Group to Rio Tinto (a London-based mineral and metal mining company), businesses across the spectrum can and do have hundreds of thousands of social media followers.

“Social media is about sociology and psychology more than technology.” – Brian Solis

4. Make the impersonal personal

It’s easy to say that every kind of business should be using social media. The question is, how? One of the best ways that more “impersonal” businesses—namely, service businesses, rather than product-based businesses—can make an impact on social is to find ways to make themselves, and their stories, more personal.

What does that mean? For UPS it means highlighting the stories of their drivers and other employees. For Lyft, it means celebrating rides as “connections” rather than, well, rides. For BHP, that means showcasing how the company fights climate change and champions social responsibility.

Remember, no matter what your company is, does, or produces, it can be much more than that. It’s also a place where people—your employees—come together to make a difference. Demonstrating that will go a long way towards making your impersonal service feel like a personal mission.

5. Large followings don’t equal big engagement

It’s easy to get caught up in the race to collect as many social media followers as possible. That’s why some brands resort to buying followers, even if they are bots or ghost accounts. The problem with this method is that if you accrue followers who don’t engage with your content or account, it kind of defeats the purpose of having social media accounts in the first place. Plus, platforms like Instagram will rank your content lower on people’s feeds if you have a low engagement-to-follower ratio.

Comparing the follower counts and engagement levels of Barrick Gold to BHP, you’ll find that even though Barrick Gold has more followers, BHP gets more engagement on their posts. You should aim to be more like BHP—because, to paraphrase the old saying, if a tree falls in the forest, and none of your social media followers comment on it, does it make a sound?

“Content Doesn’t Win. Optimized Content Wins” – Liana Evans

6. Interweave individual accounts with your business accounts

Your business’s social media accounts don’t have to operate in isolation. Part of what makes the accounts of Tesla and The Boring Company so popular is that they are tied, in more ways than one, to the accounts of their CEO, Elon Musk.

Use your personal account to promote the content posted on your business account, and vice versa. Ask employees, influencers, and friends to engage with your content. The bottom line is that your business account doesn’t need to do all the heavy lifting. Let your personal brand contribute to the impact your business account makes.

7. Social media can be a difference maker for your bottom line

Many business owners think of social media as a fun, if not particularly effective, marketing channel. And while that may be true for many businesses, that doesn’t have to be the case for yours.

Take Domino’s, for example. For years, Domino’s played second-fiddle to Pizza Hut in the fast food pizza business. As it turns out, social played a major role in helping Domino’s supplant their rival.

Domino’s blew past Pizza Hut by developing an effective digital marketing strategy, which included giving customers the ability to order pizza through social media. Did you know you can order Domino’s through Facebook’s Messenger app, or via Twitter with a hashtag and emoji?

Not only did these ordering methods increase engagement and build buzz, but it helped boost Domino’s digital sales. Social media can simply be a way to attract and entertain customers, or it can drive a major new revenue stream for your business. As Domino’s demonstrates, you’re only limited by what you’re willing to try on these platforms.

Making an impact on social media is difficult, but that doesn’t mean it’s not worth the effort. We can see just how important each social media platform has become to some of the world’s most influential companies—and how those same platforms can change the way your business appears to customers, engages with other brands, and even operates. Take these lessons to heart when building your social media presence and you’ll see the difference.

How do you use social media for your business? Do you engage in social selling? Share your ideas and thoughts below!

 

Eric Goldschein is the partnerships editor at Fundera, a marketplace for small business financial solutions. He graduated from the University of Pittsburgh with degrees in History and English writing. Eric has nearly a decade of experience in digital media and writes extensively on marketing, finance, entrepreneurship, and small business trends.

Advertisement
1 Comment

1 Comment

Leave a Reply

Your email address will not be published. Required fields are marked *

Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

Published

on

Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

Continue Reading

Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

Published

on

leadership tips for new CEO
Image Credit: Midjourney

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

Continue Reading

Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

Published

on

Bridging the gap between employees and employers
Image Credit: Midjourney

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

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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.

Continue Reading

Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

Published

on

entrepreneurial leadership skills and traits
Image Credit: Midjourney

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

Continue Reading

Trending