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Who’s on Social Media?

Knowing your audience is key to being an effective marketer, and this is especially true on social media. For social media marketers, knowing your core users on each social network dictates which platforms to focus on. Social media marketing platform Sprout Social recently released a superb infographic that shows the main channels demographic data.

Overall, the data shows social media to be the medium of choice for women. This is especially true on Pinterest where women made up 42 percent of users, and Snapchat where women represented 70 percent of users.

On other networks, like Facebook, LinkedIn and Instagram, the numbers were a little more even, but women represented a higher percentage of users. Men use Twitter slightly more than women and Google+ was an anomaly with men making up 74 percent of the user base.

Social media audiences are also relatively young – 18-29 year-olds make up the largest age group on nearly every platform. LinkedIn is the only network where the percentage of 30-49 and 50-64 year old users outnumber their younger counterparts. LinkedIn users also had the highest average income.

Not surprisingly, Snapchat attracts the youngest users, with more than 70 percent under 25. 62 percent of these users also make less than $50,000 annually, perhaps making them a group with less buying power than the core demographic on other social networks.

Here’s the full Sprout Social infographic and demographic breakdown:

Social Media Demographics

 

 

[Source: Sprout Social; AdWeek]

 

Collaboration

Engaged Employees Engage Your Customers

Connecting to a New Generation of Employees

CollaborationA desire to see the company succeed is crucial for advocates, and this cannot be created by corporate mandate. Compulsory advocacy negates the entire point of bringing employees onto social media: creating a transparent and authentic business environment that resonates with customers.

So what motivates an employee to advocate on behalf of her company? The same factors that motivate her to do anything more than go through the daily motions at work. In other words, if she feels engaged in her work, she’s far more likely to engage customers. In Germany, Gallup found that 81% of engaged workers are willing to provide positive recommendations of their employer’s products and services, compared to 18% of actively disengaged workers.

The 2012 Global Workforce Study (GWS), conducted by Towers Watson, an HR consultancy, measured the extent of engagement in more than 32,000 workers in 29 countries. Employees are categorized as “highly engaged” in the GWS if they commit discretionary effort to achieving work goals, work in an environment that supports productivity in multiple ways, and feel energized by a work experience that promotes well- being. Disconcertingly, only 35% of respondents fit this description. But this year’s study, like previous editions of the GWS, indicates that employees want to be engaged. Generally, a lack of incentives is not the issue. Instead of relying exclusively on reward- oriented programs, companies can attract, motivate and retain talent by changing the texture of everyday work life:

“First… the drivers of sustainable engagement focus almost entirely on the culture and the relational aspects of the work experience. These include the nature, style and quality of organizational life… Second, the impact of these drivers is felt through thousands of interactions — positive and negative, large and small — that play out daily across an organization.”

From Towers Watson Workforce Study – 2012

If corporate leaders want a passionate, stimulated workforce, they should focus on the culture and technology that define how people interact within their enterprise.

 

This article originally appeared on HootSource and was written by Matt Foulger.