The twitter algorithm favors videos. What must you do get more reach and viewership are these small tweaks. Watch below

Visual social networks pull ahead in popularity. Millenials are loyal Facebook users and there are no signs of that changing. However, both sides of the digital native generation embrace visual-first social networks, (especially
Instagram and YouTube) and they want brands to do the same. Brands have yet to find the sweet spot on TikTok, but those that lay the groundwork now and start testing content on that platform could have an edge with Gen Z.

​EXPLORE CREATIVE  STORYTELLING.

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​Fifty percent of Gen Z consumers say they’re more likely to buy from a brand over a competitor when that brand demonstrates an understanding of what they want and need.

Prioritizing visual channels alone won’t guarantee that Gen Z will engage with your brand. To earn their recognition as best in class on social, brands must create memorable content. What makes content memorable is in the eye of the scroller, but one surefire way for a brand to stand out is by showing how well they know their audience. Half of Gen Z consumers (50%) say they’re more likely to buy from a brand over a competitor when that brand demonstrates an understanding of what they want and need.

Creating an outbound content tagging system is an effective way to track which content themes, messages, formats and other factors resonate most with current and potential customers. Tagging inbound messages also helps your brand collect feedback, identify FAQs and pinpoint other insights that can shape a more targeted content strategy.

MILLENNIALS WANT TO BUY FROM CULTURALLY RELEVANT BRANDS 
As Millennials consider which businesses to support, 53% say brands that create culturally relevant content have the edge over competitors. But what exactly does cultural relevance mean to Millennials?

Businesses that keep a finger on the pulse of culture at large can spot trends before they crest and uncover new perspectives that inspire more relevant content.

Listen to the voice of culture to share relevant messages and ensure your content is considerate of sensitive current events. 

DIGITAL NATIVES TRUST THEIR PEERS
When digital natives need customer service from a business, social media is their first stop. Once they get there, their expectations are high.
The case for integrating social into your business’s overall customer service strategy has never been stronger—41% of Gen Z and Millennials alike say they would buy from a brand that delivers timely, responsive customer service over a competitor. On the other hand, poor customer service is the number one reason digital natives will unfollow a brand on social.

STRONG SOCIAL CUSTOMER SERVICE INSPIRES LOYALTY
When digital natives need customer service from a business, social media is their first stop. Once they get there, their expectations are high.
The case for integrating social into your business’s overall customer service strategy has never been stronger—41% of Gen Z and Millennials alike say they would buy from a brand that delivers timely, responsive customer service over a competitor. On the other hand, poor customer service is the number one reason digital natives will unfollow a brand on social.

KEEP LISTENING TO THE AUDIENCES

Amid ongoing discussion about  Facebook’s approach to content moderation, and amplification via its platforms,and amplification via its platforms, The Social Network has today launched two new ads which call for more Government regulation of the tech sector, while also seeking to humanize the people behind Facebook’s decision-making process.

As you can see in this example, Facebook has today published two new profile videos of staff that are working on its content moderation challenges.
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The clips first show each employee holding images of their families, then provide a quick overview of their work, and their views on regulation.
As per ‘Rochelle’ in the above clip:
“You should be able to understand who has your data and how they use it. Federal legislation can give our platforms and other platforms guidelines so we can have a consistent approach.”

The pandemic is going to have a huge impact on the worker expectations.
In April, the number of workers who quit their job in a single month broke an all-time U.S. record. Economists called it the “Great Resignation. In July, even more people left their job. In August, quitters set yet another record. That Great Resignation? It just keeps getting greater. Nearly 7 percent of employees in the “accommodations and food services” sector left their job in August.
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That means one in 14 hotel clerks, restaurant servers, and barbacks said sayonara in a single month. Thanks to several pandemic-relief checks, a rent moratorium, and student-loan forgiveness, everybody, particularly if they are young and have a low income, has more freedom to quit jobs they hate and hop to something else. Tthis level of quitting is really an expression of optimism that says, We can do better. For the far smaller number of employers and bosses—who in pre-pandemic times were much more comfortable—this economy must feel like leaping from the frying pan of economic chaos, only to land in the fires of Manager Hell. Job openings are sky-high. Many positions are going unfilled for months. Meanwhile, supply chains are breaking down because of a hydra of bottlenecks. America’s epidemic of bad behavior, from Trader Joe’s tirades to a poor Cape Cod restaurant that had to close briefly in the hope that its clientele would calm down after a few days in the time-out box. Cabin-fevered and filled with rage, American customers have poured into the late-pandemic economy with abandon, like the unfurling of so many angry pinched hoses. I don’t blame thousands of servers and clerks for deciding that suffering nonstop rudeness should never be a job requirement.Meanwhile, the basic terms of employment are undergoing a Great Reset. The pandemic thrust many families into a homebound lifestyle reminiscent of the 19th-century agrarian economy—but this time with screens galore and online delivery. More families today work at home, cook at home, care for kids at home, entertain themselves at home, and even school their kids at home. The writer Aaron M. Renn has called this the rise of the DIY family, and it represents a new vision of work-life balance that is still coming into focus. By eliminating the office as a physical presence in many (but not all!) families’ lives, the pandemic may have downgraded work as the centerpiece of their identity. In fact, the share of Americans who say they plan to work beyond the age of 62 has fallen to its lowest number since the Federal Reserve Bank of New York started asking the question, in 2014. Workism isn’t going away; for many, remote work will collapse the boundary between work and life that was once delineated by the daily commute. But this is a time of broad reconsideration. what we have instead: a great pushing-outward. Migration to the suburbs accelerated. More people are quitting their job to start something new. Before the pandemic, the office served for many as the last physical community left, especially as church attendance and association membership declined. But now even our office relationships are being dispersed. The Great Resignation is speeding up, and it’s created a centrifugal moment in American economic history.