Tag Archives: PR

YTMA …. to be continued?

Perhaps the most poignant criticism of the YMTA event could be that YouTube apparently ignored its audience when it changed the terms of its brand proposition.

The online empire built its powerbase by providing convenient on-demand content that suited the sometimes fickle, sometimes impatient and seemingly meandering viewing habits of its audience. Additionally, a great number of early viewers fled to YouTube as it seemed like a relative haven compared to the saturation of advertising and overt corporate sponsorship of conventional television.

To any of the above viewers, this event must have felt like a 90-minute gavage of self-serving experimental indulgence for YouTube, the music video “Industry” and KIA, the main corporate sponsor.

Perhaps the intent wasn’t to draw a live audience but to have some lasting video content legacy?

The YouTube MusicAwards Spotlight channel has disabled the view count for the archive of the entire show on the home page but looking at the back end statistics, as of NOV 5, 301 people had viewed it in the 48 hours since the show.

The top 4 YTMA highlight videos (the “live music videos”) captured from the performance have less than 3 Million views in the same period.

In comparison, the Official Video for Pentatonix’s Daft Punk medley has captured 1.7 M views in the first 12 hours of it being uploaded to YouTube.

From this point of view, if YTMA’s strategic goals are aligned with conventional televised music awards shows, the YTMA did not live up to expectations.

— November 28 viewership update and check in —

YTMA Show Archive – 3.7 Million views (12 K thumbs up, 6 K thumbs down)

Pentatonix’s Daft Punk has over 22 Million views.

The most highly viewed YTMA recordings:

Lady Gaga, “Dope” 15 Million views

Eminem “Rap God” 11.7 Million views

Currently, the Lady Gaga video has the highest views of any other Lady Gaga video produced in the past month but Eminem has 3 other videos posted this month that have in excess of 30 Million views each.

So, if the design of the event is to create critical viewership mass through archived content, the event sponsors may still be deliberating whether or not this was a success for them.

One thing is certain, we have seen an increasing number of conventional television viewership migrating to online, on-demand archived services but it doesn’t appear that relationship reciprocal? The “conventional” on-demand viewership does not appear to be flocking to live-streamed television-like programming.

There seems little doubt that YouTube would likely put on a YTMA in 2014 but the real questions to be answered are:

  • what should it look like in terms of format? (archive vs live feed)
  • how does it make it more relevant to its native audience?
  • how can it expand its reach to new audiences better?
  • how can it serve the needs of large format sponsors?

Framing the Outcome – A tale of two Crisis

 In the Social Media Era, the digital public expects a response, or at the very least acknowledgement, to a perceived crisis almost immediately. The following are official brand responses to a perceived crises, both handled in very different ways. 

GAP recently was praised for its “rocket-fast” response to racist vandalism of one of its Ads in a New York subway.  GAP’s reaction was quick, decisive and sought to correct the problem immediately. Read…

Lululemon was recently the victim of a self-inflicted crisis where the founder dismissed an apparent product flaw by blaming larger women’s body shapes for exacerbating the issue. This ignited like a molotov cocktail of negative sentiment. Lululemon was roasted in social media channels for not living up to its inclusive and progressive brand values. (Lululemon Manifesto)

So, what led to success for the GAP and failure for Lululemon?

Timeliness of Response:

The GAP responded immediately, within 18 hours of finding the issue through monitoring social media channels.  It is important to note that the Tweet of origin occurred at 5:00pm and the GAP sprung to action just before noon the next day. One can reasonably assume GAP waited until just before lunch to try to capitalize on peak Twitter traffic. (see below) GAP wanted its audience to know that it had acknowledged the issue and is taking swift action.

Lululemon took nearly 4 days to formulate the apololgy. The negative press started almost immediately after the interview aired and Lululemon’s silence on the subject not only added to the negative sentiment but apparent ambivalence is almost worse than a direct admission of guilt in the Social Media ecosystem. Mistakes can potentially be forgiven but ignoring there is a problem incites rage among those offended.

Substance of Apology:

The GAP contacted the author of the original Tweet to message them privately with more information about the location of the ad. The implication with the framing of this response is that the GAP is owning the responsibility to remedy the situation rather than simply the offence on an outside party. GAP doesn’t even attempt to deflect or attribute blame.

The GAP then changed the home page picture as a measure of support and a reinforcement of the intent of the original message which is about inclusiveness and racial harmony. The perception of their response is that they are primarily concerned with the feelings of the public who are offended and less concerned with punishing the vandals that defaced their marketing materials.

Lululemon’s apology was framed as an internal-facing address, Chip Wilson  apologized directly to the employees of the company for the bad publicity he brought the company and putting them in a difficult position. There was no attempt to accept responsibility for his own actions, which was initially caused by deflecting responsibility for the previous apparent product flaw. In a sense, the audience that was originally offended was left out of the apology entirely, further compounding the negative sentiment due to late response.

Avenue/Audience of Address:

GAP chose to broadcast its action in a very public venue, Twitter. This appears to have had an inclusive effect, bringing the public “in” on the solution and making a very clear statement that the brand will accept racial intolerance.

Lululemon’s apology was constructed in a way that the public seems to be eavesdropping on an internal communiqué. Mr Wilson turns the prospective apology into a self-deprecating appeal to thank his employees for their service and strength while the brand moves forward despite his mistakes. The apology seems to suggest the company itself is the victim. This further enrages the negative sentiment inferno and tarnishes brand value (the extent of which is difficult to measure).

Each response had an greater affect on brand sentiment than the original crisis itself.

The net short-run result is that GAP was able to add an element of social concern  to its brand value proposition by dealing with this issue promptly and effectively. GAP’s response seemed at the same time effortless and socially conscious. This is great value for a brand that can get great mileage from this particular flavour of differentiation. It is predominantly known for conservative, middle-American values and the response adds an element of freshness and progressiveness.

Lululemon, on the other hand, distances itself from the image it tries to impart with its brand value proposition. It’s response seemed clumsy, cumbersome and seemed to lack leadership, foresight and direction. The mishandling of this issue makes it look uncaring and old-fashioned, with an attitude more fitting of a 60’s male-dominated corporate boardroom than the preferred brand image of a progressive, female-empowering “fro’yo and yoga” lifestyle brand.

Terms of Engagement ?

Balancing an Employees’ Freedom with Brand Image Control in the Social Media Landscape

An American National Labour Relations Board ruling in January allowed a group of employees terminated for an online discussion about their employer to file suit for wrongful dismissal. Five people were fired for criticizing, on a public Facebook thread, the employer’s apparent inequitable distribution of the workload.

This ruling set a precedent in labour regulations that social media forums are entitled to the same protections as any public space where employees can freely express their concerns about their work environment without fear of censorship or retribution.

This case outlines a conflict that many firms struggle with. How can one manage their employee’s impact on the firm’s the brand image without infringing on the fundamental freedoms of expression and association?

The below graph, sourced from BusinessInsider.com , can suggest that as social media forums become an increasingly important means of workplace communication and in 2011, it surpassed e-mail as the most used (by time) method of global communication in study conducted by Morgan Stanley.

The dated Command and Control strategies that many firms employ to protect the public-facing trademarks and brand image cannot simply be extrapolated to cover employees’ public communications about the firm. There is no widely accepted model of how to balance employee freedoms and the firm’s need for brand value protection in the social media landscape.

Some firms have tried to get ahead of this potential public-relations grenade by mandating company-wide social media training. The idea of training is great.  It shows that this is something important and should be taken seriously. This then begs a bigger question- what do you teach?

Jeanne Meister of Future Workplace, an executive development firm, proposes that best way to prevent a social media disaster is to encourage employees to participate in an active, identifiable (ie non-anonymous) and responsible social media behaviour. The main point of her training program is to encourage the employees to consider the long-term consequences of posting negative or harmful messages before they post. Specifically, what would be the impact of posting these messages in the personal and future professional relationships? What would it look like to a perspective employer if a candidate repeatedly airs their laundry in a public forum?

There is significant evidence that firm’s do consider social media posting in recruiting processes: (courtesy of Business2Community.com)

By raising an employee’s awareness of the impact of social media participation on their own personal brand, a level of decorum can be expected where personal concerns about the employer are more likely to be expressed, and possibly addressed, in a productive and respectful way. To encourage this mutual respect, Ms. Meister proposes that firms do not simply impose a strict set of rules but rather encourage employees to enter this discussion with a strategy of how to elevate the level of decorum. A great starting point would be what she calls, “The 5 R’s of Social Media”:

  1. Reason. Simply put: use reasonable etiquette, the same as you would offline.
  2. Represent yourself. Anonymous profiles lend themselves to more negative content.
  3. Responsibility. Make sure that what you’re saying is factually correct, and also that it doesn’t violate any legal guidelines that prohibit revealing information that is material to a company’s stock price.
  4. Respect. What you say online is a permanent record, so don’t say anything online you wouldn’t feel comfortable saying to the whole office – with a camera rolling.
  5. Restraint. Before you hit that send button, pause and reread. If you wouldn’t want that particular thought or contribution forever associated with your name, don’t post it.