A single post from an employee can get 8x more engagement than the same update on your company page.

Why? Because people do not connect with logos. They connect with people.

• When a founder shares the thinking behind a product decision, it reveals how the company works.
• When a product manager talks about a lesson from a customer, it shows what the company values.
• When a support lead explains how they solved a tough issue, it proves how the company responds under pressure.

In fintech and SaaS, this matters. Buyers need to see the people behind the product – how they think, solve, and build – long before they see a demo. Yet most company pages serve up polished updates that disappear in the feed.

Here’s why that model is broken, and what to do instead.

Why Most LinkedIn Company Pages Don’t Work Anymore

Scroll through a few company pages and you’ll notice the pattern fast: perfect brand colors, safe captions, maybe a repost of an industry article. Polished? Yes. Memorable? No.

That’s the problem. Company content is built to pass approvals, not to be read. By the time it clears the stakeholder maze, it ends up vague, flat, and forgettable. No wonder engagement rates sit below 1%. Most people scroll past it without remembering a thing.

Compare that with content shared by people. A quick note from someone from the trenches – fixing a client issue, building a new feature, or sharing a small win – can get 5 to 8 times more engagement. In B2B, where trust drives deals, the voice behind the message matters more than the logo in the corner.

Research backs this up: 88% of buyers say authenticity influences their brand choices, and more than half will spend more with brands they feel connected to. When your team speaks, their words carry credibility that no polished graphic can match.

This is why the best LinkedIn company pages don’t try to outshine their people – they use them as the engine.

How to Get Your Team to Posting

Getting a team to post consistently is about having a system that makes low-pressure and part of the weekly rhythm. This is how to set that up in a way your team can actually stick with.

Step 1: Ask One Focused Question Per Week

Most teams don’t post because they don’t know what to say. Asking them to “write content” is too vague, and for non-marketing roles, it feels like homework.

A better approach is to give them one clear question each week, based on work they’ve already done. Examples:

• What’s one client question you had to explain clearly this week?
• What’s something you fixed that others might run into later?

These prompts pull out useful ideas without adding pressure. They’re easy to answer because they come from real work, not from trying to think up a topic. One short response per week is enough to build the habit (three to five sentences work).

Step 2: Let Team Members Write in Their Own Voice

Once your team answers the weekly question, it’s time to turn it into a short LinkedIn post in their own style. It doesn’t have to be perfect. What matters is that it sounds like them.

Some people can write their posts quickly. Others may need help shaping their ideas. If the process stalls or the team is too busy, bring in a copywriting partner who knows your industry and audience, and can keep posts moving without stripping away authenticity.

Too busy to keep the rhythm going? We can turn your team’s day-to-day work into weekly posts that build trust with the right audience without losing their voice. Book a quick call and we’ll show you how.

Step 3: Keep the Review Process Light

For employee advocacy to work, focus on the purpose of each post, not polishing every sentence.

Review quickly for clarity, relevance, and brand protection. Remember: these posts are part of your team’s personal brand as well as the company’s. Keep the voice authentic to the person, not just the marketing style guide.

Step 4: Set a Consistent, Low-Frequency Rhythm

Three posts per person per week is plenty, especially when spread across multiple voices. It creates a steady stream of relatable content without exhausting the team or flooding the feed.

Use a simple content calendar to track who’s posting and when. Some will prefer to post themselves, others will want their posts scheduled for them. Either way the key is consistency.

Step 5: Share the Wins

People are more likely to stick with posting when they can see results.

When a post sparks a DM from an investor, a reply from a dream customer, or even a useful conversation, share it back with the team. These moments keep the habit alive.

Example: How a Founder Built an Audience Before Launch

A fintech founder we worked with began posting weeks before his new platform launched in the UAE and Saudi Arabia. There was no product in the market yet, no press release, no ad spend.

Instead, he wrote about the challenges he was tackling: navigating regulations, earning user trust, bridging infrastructure gaps. His posts reached exactly the audience he wanted (investors, founders, and early adopters) and they started engaging with him directly.

By the time the platform launched, he wasn’t introducing himself to the market for the first time. The right people already knew him, trusted him, and were paying attention.

Launch Your Team-led Growth System

Company pages don’t build trust – people do.

With the right system, your team can post consistently, sound authentic, and reach the people who matter most long before a sales conversation.

We run this approach inside Kalimatic every week, for ourselves and our clients, and we know how to make it stick.

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If you’re ready to turn employee advocacy into a working system inside your company, one that your team can actually follow and sustain, we’ll handle the entire process with you.

‍Book a free consultation and let’s build a team-led content engine that grows your brand.