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city-of-houston-sealIf you get your water service from the City of Houston, you have a number of options to make your water bill payment. You can pay:


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city-of-houston-sealIf you get your water service from the City of Houston, you have a number of options to make your water bill payment. You can pay:


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southwest-gas-logoIf you are a customer of Southwest Gas, you have several options for paying your monthly bill. You can pay:


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southwest-gas-logoIf you are a customer of Southwest Gas, you have several options for paying your monthly bill. You can pay:


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One of my first conversations at NewsCred was about pay equity.&
&
I joined NewsCred in July 2016 as Head of People Operations and made a point of having a cup of coffee with every leader at the company to find out what they thought was great and what needed fixing. Our VP of Marketing and I took a walk through nearby Madison Square Park. She told me that everyone means well, but we might be paying some men and women different amounts for the same role. And if that were true, that was just plain wrong.&
&
I brought this up to our CEO, Shafqat Islam. If you have ever met Shaf, you can predict his reaction. Shaf gets fired up about a lot of issues and regularly wears a “The Future is Female” t-shirt. NewsCred has strong values because Shaf has strong values. So he was shocked and frustrated, saying that he’d personally approved every salary and wouldn’t let that happen intentionally. He then quickly became motivated that if we had this problem, we couldn’t let it stand.
&
I walked away with two questions:
1. How could we actually figure out if we had a problem across the board? It’s not just a matter of averaging what men and women make and then compensating the lower party with the difference.
2. If we did have a problem, what should we do about it? I joined NewsCred because people here give a damn and want to make it a great place to work. Paying people fairly for their work is a pretty bedrock aspect of that.
&

The Causes of the Gender Pay Gap

Shaf, our COO Charles Hough, our Head of Talent Acquisition Josh Graber, and me started by exploring the causes of unintentional gender pay inequity,& but it’s an odd situation to have a group of men trying to address pay inequity. We were particularly dependent on the research and insights shared by our incredible diversity council& (particularly& agile coach Cara Lemon). We definitely had blind spots. Here’s what we learned.
&
Startups live and die based on two things: their talent and the precious money they have left in the bank. Our (excellent!) recruiting team is charged with getting the best talent we can, at a price that the talent and the company will both be happy with. While we don’t focus on salary history in negotiation, our experience is that it often plays a role in setting the candidate’s own expectations of what they are “worth.” This is the first place where pay equity gaps can get imported into your company, without you yourself necessarily having bias. Statistically, a male recruit’s salary expectations are going to be significantly higher than a female recruit’s. If pay equity is not top of mind for hiring managers, then it becomes all too easy to let those expectations drive inequity.&
&
Men then are& more likely to push for a raise, in part because they statistically have a higher perception of the quality of their work. The organization’s leadership then& evaluates that particular raise request in isolation, which& means& that more requests are being considered from men than women. And thus, even leaving aside any potential bias or nefarious intent, you can very easily get to a place where men and women are paid significantly different amounts for the same role.&
&
Knowing all this information, we needed& to set& guard rails against the possibility of structural inequities. Note that if these things are true at NewsCred — which I think is on the high end of the people-focused spectrum — then they have to be much more so elsewhere. I think this is especially going to be true for startups, where processes may not be in place to catch you.
&

What We Did

The solution, we believe, is to ignore gender and pay everyone the right salary. That should take care of pay equity by itself (I’ll come back to this, as there’s one really important caveat). But then, of course, what is the right salary? To some extent the right salary is whatever everyone will be happy with. The problem with that is what I described above. If you’re not thinking systematically, then you can’t help but get it wrong.
&
To get the right salary, you need two things.
&
The first is data about what the market pays for a role. This is trickier than you’d imagine. Employees will sometimes come to you saying that they are underpaid because they have a friend who’s had a similar role at a Fortune 500 company for ten years and makes 50% more. But we’re not a Fortune 500 company, and don’t want to be. NewsCred’s competition for talent is other marketing tech startups in NYC that are around 150-200 people in size. You can easily move average salary by 20% or more by changing the company size, the vertical, the funding and annual revenue, or changing the role or required experience slightly.
&
We chose PayScale as our source of market data (and then do a sanity check) because of its flexibility, especially around some of the more hybrid roles that we have here. Inventing a new vertical means that you end up with some non-standard roles, like Content Strategist& — a hybrid strategist/project manager/editor/superhero. We also set a goal of paying above our market (at the 75th percentile for most roles, 90th percentile for engineers) in order to take salary off the table as a major consideration for why we’d lose someone great.&
&
The second thing you need is the right assessment of each employee’s skill. We believe absolutely in& disproportionate rewards. Every team will have its newbies that require training and frequent check-ins, its solid performers that can be trusted to do great work autonomously, and the rare irreplaceable, super-productive 10xers that raise the bar and the culture. The goal is not to pay everyone equally but pay them appropriately according to their ability and performance.&
&
At annual review time, before we’ve even begun to talk about salary, we gather ability information from managers, department heads, and our exec team. Gathering info from a large group minimizes bias, and we try to minimize groupthink by getting that info from people separately. Is there still potential to get this wrong? Yep. But we do our best and challenge our thinking by looking for dissenting voices on the consensus.&
&
We then assemble a giant spreadsheet with everyone’s salary and all of the PayScale data to surface where people are not currently being paid according to their performance. One year is a& long& time at a startup like NewsCred. Even someone who was paid appropriately the previous year might have grown so much that they deserve a large raise or promotion now. We then sit down with this information and make the hard decisions about how to allocate our available dollars. If we’ve done our job, everyone is paid according to role, performance, and ability, and gender is not a factor.
&
We also make special effort to ensure that new people entering NewsCred don’t throw off internal pay equity. We have had cases where the salary we are ready to commit to with a new person is greatly higher or lower than someone in a similar role internally. We have some hard questions then. Is the new person significantly different in current ability? Has the market changed for the role and we should adjust the existing salaries internally (always up, never down)? Should we increase the salary beyond what the candidate thought was fair? Should we not make the offer? All of this takes judgement and serious consideration.
&
Can I guarantee that everyone at NewsCred feels they’ve gotten everything they want? No. There may be differences of opinion about performance (in which case we owe feedback) or what the right salary would be for particular performance (in which case we have to communicate what we can). But do I feel comfortable that we do our best towards this goal? Yes. And have our market corrections trended heavily towards women? Also yes.
&

Pay Equity Is Not Just About Pay Equity

I said before that there’s one big caveat where you can’t just ignore gender. That’s in the area of who is in what roles.&
&
Our diversity council did an anonymous survey recently using the transparency and analytics company Pluto. Some of the data it analyzes is whether pay inequities exist, across multiple dimensions including not just gender but also race, background, education, and parental status. The data showed that the median salary for NewsCred women overall is still materially below the median salary for NewsCred men.
&
It was my turn to be shocked, frustrated, and ultimately motivated. Was this a selection issue with who responded to the survey? Were the responders giving biased data to fit a conclusion? And then when I’d found my bearings:& How the heck could we do all this work and still so completely miss the mark?&
&
We investigated further and found that we’d done the job I’d thought on pay equities for each role. But the Pluto finding was real. In the NewsCred US office, there is a non-insignificant difference in median salaries. The difference is explained almost entirely by greater proportion of men vs. women in specific functions. As such, comparing the aggregate is not truly apples to apple. However, it gives us motivation to make sure each functional area has equal representation. At NewsCred, for example, we have more male engineers than female. For our content strategists, it’s the opposite. If you take the aggregate median pay, you will find differences in some comparisons between groups.& Thus, we still have work to do.&
&
We are proud of what we’ve done so far. But if we want to be a company where the median salary for men and women is equal, recruiting is the key. We are a year into a major effort to increase the diversity of our pipeline, and it has already paid off in our engineering department. But there’s more to do. If you’re interested in being part of a company that works this hard and transparently towards equity, we have a number of roles open.
&
Randal Vegter is NewsCred’s Head of People Ops.

The post Lessons for Startups from NewsCred’s Battle with the Gender Pay Gap appeared first on Insights.

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One of my first conversations at NewsCred was about pay equity.&
&
I joined NewsCred in July 2016 as Head of People Operations and made a point of having a cup of coffee with every leader at the company to find out what they thought was great and what needed fixing. Our VP of Marketing and I took a walk through nearby Madison Square Park. She told me that everyone means well, but we might be paying some men and women different amounts for the same role. And if that were true, that was just plain wrong.&
&
I brought this up to our CEO, Shafqat Islam. If you have ever met Shaf, you can predict his reaction. Shaf gets fired up about a lot of issues and regularly wears a “The Future is Female” t-shirt. NewsCred has strong values because Shaf has strong values. So he was shocked and frustrated, saying that he’d personally approved every salary and wouldn’t let that happen intentionally. He then quickly became motivated that if we had this problem, we couldn’t let it stand.
&
I walked away with two questions:
1. How could we actually figure out if we had a problem across the board? It’s not just a matter of averaging what men and women make and then compensating the lower party with the difference.
2. If we did have a problem, what should we do about it? I joined NewsCred because people here give a damn and want to make it a great place to work. Paying people fairly for their work is a pretty bedrock aspect of that.
&

The Causes of the Gender Pay Gap

Shaf, our COO Charles Hough, our Head of Talent Acquisition Josh Graber, and me started by exploring the causes of unintentional gender pay inequity,& but it’s an odd situation to have a group of men trying to address pay inequity. We were particularly dependent on the research and insights shared by our incredible diversity council& (particularly& agile coach Cara Lemon). We definitely had blind spots. Here’s what we learned.
&
Startups live and die based on two things: their talent and the precious money they have left in the bank. Our (excellent!) recruiting team is charged with getting the best talent we can, at a price that the talent and the company will both be happy with. While we don’t focus on salary history in negotiation, our experience is that it often plays a role in setting the candidate’s own expectations of what they are “worth.” This is the first place where pay equity gaps can get imported into your company, without you yourself necessarily having bias. Statistically, a male recruit’s salary expectations are going to be significantly higher than a female recruit’s. If pay equity is not top of mind for hiring managers, then it becomes all too easy to let those expectations drive inequity.&
&
Men then are& more likely to push for a raise, in part because they statistically have a higher perception of the quality of their work. The organization’s leadership then& evaluates that particular raise request in isolation, which& means& that more requests are being considered from men than women. And thus, even leaving aside any potential bias or nefarious intent, you can very easily get to a place where men and women are paid significantly different amounts for the same role.&
&
Knowing all this information, we needed& to set& guard rails against the possibility of structural inequities. Note that if these things are true at NewsCred — which I think is on the high end of the people-focused spectrum — then they have to be much more so elsewhere. I think this is especially going to be true for startups, where processes may not be in place to catch you.
&

What We Did

The solution, we believe, is to ignore gender and pay everyone the right salary. That should take care of pay equity by itself (I’ll come back to this, as there’s one really important caveat). But then, of course, what is the right salary? To some extent the right salary is whatever everyone will be happy with. The problem with that is what I described above. If you’re not thinking systematically, then you can’t help but get it wrong.
&
To get the right salary, you need two things.
&
The first is data about what the market pays for a role. This is trickier than you’d imagine. Employees will sometimes come to you saying that they are underpaid because they have a friend who’s had a similar role at a Fortune 500 company for ten years and makes 50% more. But we’re not a Fortune 500 company, and don’t want to be. NewsCred’s competition for talent is other marketing tech startups in NYC that are around 150-200 people in size. You can easily move average salary by 20% or more by changing the company size, the vertical, the funding and annual revenue, or changing the role or required experience slightly.
&
We chose PayScale as our source of market data (and then do a sanity check) because of its flexibility, especially around some of the more hybrid roles that we have here. Inventing a new vertical means that you end up with some non-standard roles, like Content Strategist& — a hybrid strategist/project manager/editor/superhero. We also set a goal of paying above our market (at the 75th percentile for most roles, 90th percentile for engineers) in order to take salary off the table as a major consideration for why we’d lose someone great.&
&
The second thing you need is the right assessment of each employee’s skill. We believe absolutely in& disproportionate rewards. Every team will have its newbies that require training and frequent check-ins, its solid performers that can be trusted to do great work autonomously, and the rare irreplaceable, super-productive 10xers that raise the bar and the culture. The goal is not to pay everyone equally but pay them appropriately according to their ability and performance.&
&
At annual review time, before we’ve even begun to talk about salary, we gather ability information from managers, department heads, and our exec team. Gathering info from a large group minimizes bias, and we try to minimize groupthink by getting that info from people separately. Is there still potential to get this wrong? Yep. But we do our best and challenge our thinking by looking for dissenting voices on the consensus.&
&
We then assemble a giant spreadsheet with everyone’s salary and all of the PayScale data to surface where people are not currently being paid according to their performance. One year is a& long& time at a startup like NewsCred. Even someone who was paid appropriately the previous year might have grown so much that they deserve a large raise or promotion now. We then sit down with this information and make the hard decisions about how to allocate our available dollars. If we’ve done our job, everyone is paid according to role, performance, and ability, and gender is not a factor.
&
We also make special effort to ensure that new people entering NewsCred don’t throw off internal pay equity. We have had cases where the salary we are ready to commit to with a new person is greatly higher or lower than someone in a similar role internally. We have some hard questions then. Is the new person significantly different in current ability? Has the market changed for the role and we should adjust the existing salaries internally (always up, never down)? Should we increase the salary beyond what the candidate thought was fair? Should we not make the offer? All of this takes judgement and serious consideration.
&
Can I guarantee that everyone at NewsCred feels they’ve gotten everything they want? No. There may be differences of opinion about performance (in which case we owe feedback) or what the right salary would be for particular performance (in which case we have to communicate what we can). But do I feel comfortable that we do our best towards this goal? Yes. And have our market corrections trended heavily towards women? Also yes.
&

Pay Equity Is Not Just About Pay Equity

I said before that there’s one big caveat where you can’t just ignore gender. That’s in the area of who is in what roles.&
&
Our diversity council did an anonymous survey recently using the transparency and analytics company Pluto. Some of the data it analyzes is whether pay inequities exist, across multiple dimensions including not just gender but also race, background, education, and parental status. The data showed that the median salary for NewsCred women overall is still materially below the median salary for NewsCred men.
&
It was my turn to be shocked, frustrated, and ultimately motivated. Was this a selection issue with who responded to the survey? Were the responders giving biased data to fit a conclusion? And then when I’d found my bearings:& How the heck could we do all this work and still so completely miss the mark?&
&
We investigated further and found that we’d done the job I’d thought on pay equities for each role. But the Pluto finding was real. In the NewsCred US office, there is a non-insignificant difference in median salaries. The difference is explained almost entirely by greater proportion of men vs. women in specific functions. As such, comparing the aggregate is not truly apples to apple. However, it gives us motivation to make sure each functional area has equal representation. At NewsCred, for example, we have more male engineers than female. For our content strategists, it’s the opposite. If you take the aggregate median pay, you will find differences in some comparisons between groups.& Thus, we still have work to do.&
&
We are proud of what we’ve done so far. But if we want to be a company where the median salary for men and women is equal, recruiting is the key. We are a year into a major effort to increase the diversity of our pipeline, and it has already paid off in our engineering department. But there’s more to do. If you’re interested in being part of a company that works this hard and transparently towards equity, we have a number of roles open.
&
Randal Vegter is NewsCred’s Head of People Ops.

The post Lessons for Startups from NewsCred’s Battle with the Gender Pay Gap appeared first on Insights.

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How much time and energy do you put into writing your email subject lines? Many people spend so much time focusing on what’s inside the email that they completely neglect their subject lines. And more often than not, their open rates take a hit as a result.

Optimizing your email subject is a crucial step in maximizing your marketing campaign. After all, if your subject blends in with the rest of your readers’ inbox, they’re probably going to skip right over your message.

So, how do you write subject lines that grab the recipient’s attention? Here are six tips to help you get started.

1. Personalize your email subject lines

A guaranteed way to improve the effectiveness of your targeted email campaign is to personalize your subject lines.

The simple act of adding your subscriber’s name in the subject can increase your email open rate by 26%. That’s because a name in the subject line makes subscribers feel as though your email was meant specifically for them.

Not only that, email personalization techniques are useful for custom tailoring your email campaigns to suit the needs and expectations of the individual, making your content stand apart from the rest.

2. Create email subject lines that target specific audiences

Building segmented lists can go a long way in helping you deliver content to the people who value it the most. List segmentation allows you break followers up into various demographics, which helps you to adjust your tone and content to best suit each grouping. This includes age and location demographics, buying habits, and more.

For example, you might send one email to a segment of people interested in a specific type of product you sell (like shoes), while another segment gets an email focused on your new clothing products.

3. Get right to the point

The average desktop client shows roughly 65 characters in a subject line, while mobile phones display as little as 25-30 characters. For this reason, it’s important to make your point known to the reader right away.

We recommend using as little as five or six words to convey your message. That’ll give you a subject line that’s optimized for both desktop and mobile users, which is important considering more emails are opened on mobile devices than desktops.

4. Put your important words at the beginning of the subject

Your subject line is the reader’s first impression if your email. And if you’re unable to effectively capture their attention, it might be your last impression as well. Avoid this by being strategic with your word placement, putting the most important words at the beginning of the sentence where you know they’ll be spotted.

Consider the following examples:

In the first example, we don’t know that clothes are half off until the very end of a 43-character subject line. The second subject, on the other hand, tells us the most important information at the beginning of the sentence. As a result, the second example does a better job at attracting the reader’s attention.

5. Lose the filler words

Starting your subject line with filler words and phrases like “hey there,” “hello,” and “nice to meet you” creates unnecessary clutter by taking away from your intended point. And in the age of mobile browsing, the last thing you want to do is use some of your prime subject line real estate on words that have no real value.

One phrase that does have value, however, is “thank you.” Great for strengthening the relationship with your following, simple expressions of gratitude tell your readers that you recognize and appreciate their support.

6. Run A/B tests

There are going to be times when you perform every subject line tip in the email marketer’s handbook and your subjects still fall flat. Fortunately, with the help of A/B testing, you can reduce the chances of creating a boring and uneventful subject line.

Marketing platforms like Campaign Monitor make it easy to test open rates for different titles. All you have to do is come up with a list of subject lines that vary in length, tone, and the usage of power words.

Some example of A/B tests include:

Once finished, you’ll be able to check the results of your A/B tests and see which subject lines had the highest open rates. This not only helps you choose the best subject for your next newsletter, it also gives you a better understanding of what subject line styles work best with your readers.

Wrap up

Remember, your subject line is almost as important as your email content itself. With the help of this guide, you’ll be more likely to create attention-grabbing emails that speak directly the reader—not your mailing list.

Want to learn more about building the perfect email campaign? Reach out today to learn more about our all-inclusive email marketing platform. We make it easier to develop customized email campaigns designed to target specific segments of your following.

The post 6 Subject Line Tips to Break Through the Clutter appeared first on Campaign Monitor.

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How much time and energy do you put into writing your email subject lines? Many people spend so much time focusing on what’s inside the email that they completely neglect their subject lines. And more often than not, their open rates take a hit as a result.

Optimizing your email subject is a crucial step in maximizing your marketing campaign. After all, if your subject blends in with the rest of your readers’ inbox, they’re probably going to skip right over your message.

So, how do you write subject lines that grab the recipient’s attention? Here are six tips to help you get started.

1. Personalize your email subject lines

A guaranteed way to improve the effectiveness of your targeted email campaign is to personalize your subject lines.

The simple act of adding your subscriber’s name in the subject can increase your email open rate by 26%. That’s because a name in the subject line makes subscribers feel as though your email was meant specifically for them.

Not only that, email personalization techniques are useful for custom tailoring your email campaigns to suit the needs and expectations of the individual, making your content stand apart from the rest.

2. Create email subject lines that target specific audiences

Building segmented lists can go a long way in helping you deliver content to the people who value it the most. List segmentation allows you break followers up into various demographics, which helps you to adjust your tone and content to best suit each grouping. This includes age and location demographics, buying habits, and more.

For example, you might send one email to a segment of people interested in a specific type of product you sell (like shoes), while another segment gets an email focused on your new clothing products.

3. Get right to the point

The average desktop client shows roughly 65 characters in a subject line, while mobile phones display as little as 25-30 characters. For this reason, it’s important to make your point known to the reader right away.

We recommend using as little as five or six words to convey your message. That’ll give you a subject line that’s optimized for both desktop and mobile users, which is important considering more emails are opened on mobile devices than desktops.

4. Put your important words at the beginning of the subject

Your subject line is the reader’s first impression if your email. And if you’re unable to effectively capture their attention, it might be your last impression as well. Avoid this by being strategic with your word placement, putting the most important words at the beginning of the sentence where you know they’ll be spotted.

Consider the following examples:

In the first example, we don’t know that clothes are half off until the very end of a 43-character subject line. The second subject, on the other hand, tells us the most important information at the beginning of the sentence. As a result, the second example does a better job at attracting the reader’s attention.

5. Lose the filler words

Starting your subject line with filler words and phrases like “hey there,” “hello,” and “nice to meet you” creates unnecessary clutter by taking away from your intended point. And in the age of mobile browsing, the last thing you want to do is use some of your prime subject line real estate on words that have no real value.

One phrase that does have value, however, is “thank you.” Great for strengthening the relationship with your following, simple expressions of gratitude tell your readers that you recognize and appreciate their support.

6. Run A/B tests

There are going to be times when you perform every subject line tip in the email marketer’s handbook and your subjects still fall flat. Fortunately, with the help of A/B testing, you can reduce the chances of creating a boring and uneventful subject line.

Marketing platforms like Campaign Monitor make it easy to test open rates for different titles. All you have to do is come up with a list of subject lines that vary in length, tone, and the usage of power words.

Some example of A/B tests include:

Once finished, you’ll be able to check the results of your A/B tests and see which subject lines had the highest open rates. This not only helps you choose the best subject for your next newsletter, it also gives you a better understanding of what subject line styles work best with your readers.

Wrap up

Remember, your subject line is almost as important as your email content itself. With the help of this guide, you’ll be more likely to create attention-grabbing emails that speak directly the reader—not your mailing list.

Want to learn more about building the perfect email campaign? Reach out today to learn more about our all-inclusive email marketing platform. We make it easier to develop customized email campaigns designed to target specific segments of your following.

The post 6 Subject Line Tips to Break Through the Clutter appeared first on Campaign Monitor.

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In high school, one of my friends was determined to find the perfect time to post her Instagram photos to maximize the amount of likes she got. She was surprisingly scientific about it, posting at different times of the day and jotting down each of her posts’ “likes per minute”. After weeks of testing, she figured out which post time raked in the most likes, and, from then on, she could easily get 200 likes on all her Instagram posts.

My friend’s rather scientific method to maximize her Instagram likes still makes me chuckle to this day. But since I’m a marketer now, her desire to build a strong Instagram presence also resonates with me.

To build a sizable Instagram following, you need to create compelling content that your audience actually craves. But if you don’t post your content at the right time, most of them will never see it.

So how do you figure out the optimal post time for your specific audience?

The best way to find an ideal posting time is by testing the timing of your posts to see which post time generates the most audience engagement.

But if you don’t have enough resources or time to conduct your own tests, Sprout Social, a social media management platform with over 24,000 customers, has you covered. This year, they analyzed their customer data to see what time and day their social media posts generated the most engagement. They also segmented the data by social network and industry.

Looking at their aggregate customer data for Instagram, you can see that the following days and times (in Central Time Zone) are ideal for generating the most engagement on the social network:

Here are some more insights about optimal post timing extracted from their data:

This general data about optimal post timing is a great starting point for growing an engaged Instagram audience, but if you want to get more granular, here are the best times to post on Instagram if your organization is in the technology, B2C, education, healthcare, and non-profit industries, according to Sprout Social’s research.

Best Times to Post on Instagram for Technology Companies

Best Times to Post on Instagram for B2C Companies

Best Times to Post on Instagram for Educational Organizations

Best Times to Post on Instagram for Healthcare Companies

Best Times to Post on Instagram for Non-Profit Organizations

Timing is Key

Every brand’s audience is different. To build a sizable, engaged Instagram audience, you need to know who your followers are. And one of the best ways to get to know your audience and capture their attention is by knowing exactly when they like to surf the app.

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In high school, one of my friends was determined to find the perfect time to post her Instagram photos to maximize the amount of likes she got. She was surprisingly scientific about it, posting at different times of the day and jotting down each of her posts’ “likes per minute”. After weeks of testing, she figured out which post time raked in the most likes, and, from then on, she could easily get 200 likes on all her Instagram posts.

My friend’s rather scientific method to maximize her Instagram likes still makes me chuckle to this day. But since I’m a marketer now, her desire to build a strong Instagram presence also resonates with me.

To build a sizable Instagram following, you need to create compelling content that your audience actually craves. But if you don’t post your content at the right time, most of them will never see it.

So how do you figure out the optimal post time for your specific audience?

The best way to find an ideal posting time is by testing the timing of your posts to see which post time generates the most audience engagement.

But if you don’t have enough resources or time to conduct your own tests, Sprout Social, a social media management platform with over 24,000 customers, has you covered. This year, they analyzed their customer data to see what time and day their social media posts generated the most engagement. They also segmented the data by social network and industry.

Looking at their aggregate customer data for Instagram, you can see that the following days and times (in Central Time Zone) are ideal for generating the most engagement on the social network:

Here are some more insights about optimal post timing extracted from their data:

This general data about optimal post timing is a great starting point for growing an engaged Instagram audience, but if you want to get more granular, here are the best times to post on Instagram if your organization is in the technology, B2C, education, healthcare, and non-profit industries, according to Sprout Social’s research.

Best Times to Post on Instagram for Technology Companies

Best Times to Post on Instagram for B2C Companies

Best Times to Post on Instagram for Educational Organizations

Best Times to Post on Instagram for Healthcare Companies

Best Times to Post on Instagram for Non-Profit Organizations

Timing is Key

Every brand’s audience is different. To build a sizable, engaged Instagram audience, you need to know who your followers are. And one of the best ways to get to know your audience and capture their attention is by knowing exactly when they like to surf the app.

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object(App\SubCategories)#340 (23) { ["table":protected]=> string(14) "sub_categories" ["connection":protected]=> NULL ["primaryKey":protected]=> string(2) "id" ["perPage":protected]=> int(15) ["incrementing"]=> bool(true) ["timestamps"]=> bool(true) ["attributes":protected]=> array(14) { ["id"]=> int(21) ["parent_id"]=> int(2) ["priority"]=> int(1) ["title"]=> string(9) "Affiliate" ["slug"]=> string(9) "affiliate" ["scroll_type"]=> string(10) "pagination" ["show_in_menu"]=> int(1) ["show_in_sidebar"]=> int(1) ["show_in_footer"]=> int(1) ["seo_keywords"]=> string(0) "" ["seo_description"]=> string(0) "" ["created_at"]=> string(19) "2017-03-13 03:16:48" ["updated_at"]=> string(19) "2017-03-13 03:16:48" ["mega_menu_posts"]=> object(Illuminate\Database\Eloquent\Collection)#342 (1) { ["items":protected]=> array(0) { } } } ["original":protected]=> array(13) { ["id"]=> int(21) ["parent_id"]=> int(2) ["priority"]=> int(1) ["title"]=> string(9) "Affiliate" ["slug"]=> string(9) "affiliate" 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string(2) "id" ["perPage":protected]=> int(15) ["incrementing"]=> bool(true) ["timestamps"]=> bool(true) ["attributes":protected]=> array(14) { ["id"]=> int(22) ["parent_id"]=> int(2) ["priority"]=> int(1) ["title"]=> string(8) "Blogging" ["slug"]=> string(8) "blogging" ["scroll_type"]=> string(10) "pagination" ["show_in_menu"]=> int(1) ["show_in_sidebar"]=> int(1) ["show_in_footer"]=> int(1) ["seo_keywords"]=> string(0) "" ["seo_description"]=> string(0) "" ["created_at"]=> string(19) "2017-03-15 01:39:55" ["updated_at"]=> string(19) "2017-03-15 01:39:55" ["mega_menu_posts"]=> object(Illuminate\Database\Eloquent\Collection)#343 (1) { ["items":protected]=> array(0) { } } } ["original":protected]=> array(13) { ["id"]=> int(22) ["parent_id"]=> int(2) ["priority"]=> int(1) ["title"]=> string(8) "Blogging" ["slug"]=> string(8) "blogging" ["scroll_type"]=> string(10) "pagination" ["show_in_menu"]=> int(1) ["show_in_sidebar"]=> int(1) ["show_in_footer"]=> int(1) ["seo_keywords"]=> string(0) "" ["seo_description"]=> string(0) "" ["created_at"]=> string(19) "2017-03-15 01:39:55" ["updated_at"]=> string(19) "2017-03-15 01:39:55" } ["relations":protected]=> array(0) { } ["hidden":protected]=> array(0) { } ["visible":protected]=> array(0) { } ["appends":protected]=> array(0) { } ["fillable":protected]=> array(0) { } ["guarded":protected]=> array(1) { [0]=> string(1) "*" } ["dates":protected]=> array(0) { } ["dateFormat":protected]=> NULL ["casts":protected]=> array(0) { } ["touches":protected]=> array(0) { } ["observables":protected]=> array(0) { } ["with":protected]=> array(0) { } ["morphClass":protected]=> NULL ["exists"]=> bool(true) ["wasRecentlyCreated"]=> bool(false) } } } ["post_count"]=> int(3266) } ["original":protected]=> array(14) { ["id"]=> int(2) ["title"]=> string(17) "Digital Marketing" ["slug"]=> string(17) "digital-marketing" ["scroll_type"]=> string(10) "pagination" ["show_in_menu"]=> int(1) ["show_in_sidebar"]=> int(1) ["show_in_footer"]=> int(1) 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string(19) "2017-05-29 15:49:58" ["updated_at"]=> string(19) "2018-05-10 09:01:08" } ["original":protected]=> array(6) { ["id"]=> int(3552741) ["title"]=> string(4) "Gear" ["slug"]=> string(4) "gear" ["views"]=> int(354) ["created_at"]=> string(19) "2017-05-29 15:49:58" ["updated_at"]=> string(19) "2018-05-10 09:01:08" } ["relations":protected]=> array(0) { } ["hidden":protected]=> array(0) { } ["visible":protected]=> array(0) { } ["appends":protected]=> array(0) { } ["fillable":protected]=> array(0) { } ["guarded":protected]=> array(1) { [0]=> string(1) "*" } ["dates":protected]=> array(0) { } ["dateFormat":protected]=> NULL ["casts":protected]=> array(0) { } ["touches":protected]=> array(0) { } ["observables":protected]=> array(0) { } ["with":protected]=> array(0) { } ["morphClass":protected]=> NULL ["exists"]=> bool(true) ["wasRecentlyCreated"]=> bool(false) } [8]=> object(App\Tags)#371 (23) { ["table":protected]=> string(4) "tags" ["connection":protected]=> NULL 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