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Vimeo or YouTube? Which Video Platform is Better For Your Business?




Get more YouTube views!

There are endless amounts of social media platforms available. Now with channels like TikTok and Instagram exploring shorter ten to fifteen-second videos, it’s making businesses question how and if they should spend time using other longer streaming platforms like YouTube or Vimeo.

In short, the answer is an absolute yes. So how do you know which one to use for your business, if not both? Let’s take a deeper dive into the two different platforms.

Vimeo Pros

Vimeo is a video hosting site that is designed for creators. This means people who are looking to create high-quality videos, such as videographers and filmmakers. Because it’s such a niche market, it creates an incredibly supportive and positive community. You can tell simply by comparing the comments on YouTube versus the comments on Vimeo. 

The other great part about Vimeo is that there are no sponsored ads. Viewers can bypass any spammy advertisements and go directly to watching their desired content.

Vimeo Cons

At the end of the day, Vimeo doesn’t have the same network and reach as YouTube. Because YouTube is owned by Google, content posted on Vimeo won’t rank nearly as high in the search engines.

Another downside to Vimeo is that it costs money to use. There is a free version called the “Basic” package, but it only allows 500MB of upload space per week and 5GB of upload space total. If you’re looking to use one of these channels to upload content regularly, Vimeo won’t be enough to last you very long, and eventually, you’ll want to upgrade.

YouTube Pros

The reality is that YouTube is queen when it comes to video uploading. There are over 1 billion active users. This is equivalent to one-third of all people who are using the internet. With its ever-growing digital population, your content has more opportunity to be seen by significantly more people than on Vimeo.

Did we mention it’s free? No matter what business you are in and how many videos you plan to upload, YouTube is 100% free to use with an unlimited amount of upload space. And as we mentioned before, because it’s owned by Google, you’ll also have a better chance at improving your video rankings than Vimeo.

YouTube Cons

No matter how good YouTube might sound, there are always a few downsides. If you don’t know what you’re doing, most likely your videos will get lost amongst the millions of videos that are regularly uploaded onto the platform. Competition is high and fierce so you’ll have to really start educating yourself on how to effectively use your channel.

Unless a subscriber or viewer is signed up for YouTube Premium, they’ll have to sit through an ad or two, sometimes even three. This is the downside of using a free platform. They have to make money somehow, so your viewers will have to be patient enough to sit through some ads before getting to your content.

Should I Use Both?

A great recommendation is to absolutely use both platforms. You can easily download videos from your YouTube channel using VDownloader and upload them to your Vimeo account. Be selective in which videos you decide to use on your Vimeo account if you are only planning on using the free version.

Save these uploads for your higher quality videos you plan on embedding to websites or sharing for networking and marketing purposes for your business. There is no harm in giving both of them a shot. Just remember that the more social media platforms you have, the more there is to manage, so try not to spread yourself too thin.

The idea of Bigtime Daily landed this engineer cum journalist from a multi-national company to the digital avenue. Matthew brought life to this idea and rendered all that was necessary to create an interactive and attractive platform for the readers. Apart from managing the platform, he also contributes his expertise in business niche.

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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