YouTube has become a one stop destination for all forms of videos, from education to recreation. This video sharing site has also become a great tool for marketing and advertisements. Recently, in an effort to reduce hate speech and vulgar content, YouTube has upgraded its terms and conditions and improved its analytics for the users. The amount of insights any user can gather from YouTube analytics coupled with YouTube’s new usage rules and regulations can help increase the performance of videos and optimize their business as a whole.
YouTube Analytics can help users craft the perfect marketing message. Multiple metrics can be taken into consideration to market a message or product to the target audience. Beyond subscriber count and number of views, YouTube also provides insights in the demographic of the people watching the video, the devices they use and how people find these videos. By breaking down when, where and how long people view a video, users can create target specific strategies to increase views and subscriber count thereby building an audience that cares about the brand and the message.
1. Watch Time
Apart from the number of views each video receives, users also must take a look at who is watching the content and their level of engagement and conversion. One metric that should be monitored religiously is the watch time of the video. The watch time indicates the total time users spend watching the videos, in minutes, over a specific period of time. It is important to understand how engaged people are and how long they’re watching a video. The average view duration and percentage of video viewed are the two most valuable metrics to get more organic viewership to the channel and videos.
The demographic breaks down the audience of a channel into groups based on age, gender, geographic location and more. Since the ultimate aim of all YouTube content generators is to get the maximum number of views to each video, demographics provides the perfect base to build the channel by concentrating on the type of audience who watch the content.
3. Traffic Sources
YouTube also provides information on how people are finding videos and from where the viewers are watching them. Traffic sources enable the users to understand which promotional strategies are working and which ones are not. Types of traffic sources include YouTube search, YouTube suggested videos, YouTube channel page and YouTube playlist.
4. Audience Retention
Audience retention refers to how much of a video is being watched on an average. The audience retention rate is the easiest way to maintain the watch time of the channel, create content the target audience is looking for and deliver it quickly and effectively. If viewers watch the videos for a longer period of time, the channel will generally rank higher in the YouTube search and suggested videos.
This metric provides information such as the number of Likes, Dislikes and Favorites a video gets and the comments the viewers are posting. Engagement provides an insight to how well the viewers connect with the brand and content and see how people are responding to the videos, both positively and negatively. Engagement also includes the number of times viewers have continued to watch the end screen videos and clicked on the information cards.
YouTube is not just a channel to advertise and market products but a platform to create a community of loyal followers. YouTube Analytics can be leveraged to not only get more views on YouTube, but to turn those views into subscribers, leads, and sales.
Five Ways To Build An Effective Startup Team
No matter how strong your idea is, the ultimate fate of your startup lies in the strength of your final team. It takes only one weak member to topple all your hard work and in order to avoid that, it is extremely important to make sure you have crossed all your T’s and dotted all your I’s. Here are a few tips you could follow to get the perfect team for a startup which could change the world.
1. Identify The Positions
Before you start the hiring process, identify the positions you need for your startup. Be sure to prioritize. Figure out which position to fill first and balance out the hiring. It does not make sense to hire five project managers and not a single programmer. Be sure to have enough money or customers to pay for staffers before you start hiring them.
2. Envision The Bigger Picture
When you go out to hire people for your startup, let your vision drive you. Why were great thinkers like Steve Jobs or Verghese Kurien so successful? Because they had a dream and they let the world know their dream. The people they hired believed in their passion and because of that, their companies are still rock solid.
3. Adopt A Game Management Approach
Great cricket, football and basketball coaches always talk about watching films and studying the competition. As a new startup founder, you should do the same thing. Identify the competition. Understand where their strengths and weaknesses are. This helps get a clearer picture of where you are as a potential game changer. Just like our favourite coaches and quarterbacks, having a head start always helps increase your chances of winning!
4. Get A Consultant
Every movie has the main guy and the Right Hand Guy to help with the more serious work. A consultant is also just like that. They will tell you things you do not want to hear and they will get the job done for you whether you like it or not. Get one! Play the game safe and play it right.
5. Post Hire
Once the entire process has been finalised, it is important to do a background check on the people you are hiring. What if they look really good on paper but have serious flaws within? To avoid issues like hiring an employee with a police case or a fraud case on them, do a background case and avoid all the hassle.
Your company is as good as the people you hire. Hire the right kind of people and who knows, you could become the next Microsoft or Swiggy!
Relationship Between Manager And Employee
The relationship between a manager and employee is extremely vital to the entire mood of the office. A poor relationship brings down the entire moral and effects the productivity of not one but every employee. On the other hand, a good relationship breeds positivity and fosters a functional work environment.
According to multiple studies, more than half the employees were unhappy with their direct supervisors. This friction between management and staff not only manifests itself in poor attitudes and work culture, but it can also have a deleterious effect on a company’s productivity and revenue. What employees lack in the workplace is one simple thing, cooperation.
Managers are successful only if they keep reinforcing the fact that performance at work is not always about competition. While healthy competition is always encouraged, it goes against the overall work atmosphere of the company if the competition becomes too negative too soon. Performance is about coming together to serve a common purpose: that of delivering a brilliant product at the end of the day. As a manager/employee, once you convey this message to your team and tell them you actually mean it, the work flow makes more sense.
As a manager/superior, you can create a positive work life by simply charting out certain details. Delegate specific responsibilities to certain employees and make sure each responsibility is linked with the next in a ceaseless effort to provide exceptional products. Find ways to bring your team together. Hold workshops, have constant feedback meetings and create goals for each team with a reward incentive at the end of a successful task.
Workers without a career advancement or a near goal in mind are usually demotivated. Develop and guide talent to ensure you have a loyal and stable workforce that can fill the needs of the present and future. In short, do not, at any point, make your employees dread coming to work. Get the pay cheques rolled out on time, ensure you have enough number of holidays planned for the year and make sure you and your employees always have a strong connection.
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