Learning and Development (L&D) experts, what tips do you have for companies planning to build video-based employee training classes?

I was involved in developing video training programs earlier in my career, and often make use of them in my current role as well as part of the onboarding and training of new hires in my team. Video-based training can be very effective, but this kind of training also has a reputation for being a boring waste of time. You need to actively push back against this perception and be careful when choosing your video training to avoid having your employees “check out” and miss out on the potential value the training video has. My first tip is to remember the advantages and disadvantages of video-based training. The main strength is that it can be more engaging than slide-based or textbook learning, particularly for visual learners. The main disadvantage is that people can miss key information if they’re not actively paying attention the entire time. To capitalize on the advantages of video training, it needs to be entertaining enough to hold employees’ attention. To do this, use videos that contain an element of storytelling or narrative. This doesn’t need to be an exciting or convoluted plot—even just a hypothetical work day in progress can serve as a solid foundation. That said, if the video features characters employees can relate to, and if they have a problem to solve or challenge to overcome that gives the video some kind of narrative direction, that will be more likely to hold employees’ attention so they absorb the information. To prevent employees from missing information, I have two suggestions: * Use videos that are relatively short—I would say a length of around 5-10 minutes per video is ideal. The longer the video, the more likely the viewers’ attention will wander. * Follow up after the video with a discussion, text recap, or comprehension quiz to reinforce the lesson or information being taught in the video. This way, if someone’s attention did wander, they’ll get a second chance to absorb that key information.

In my role as a L&D Specialist I am to build both engaging and information employee training videos that are easy to digest. When I first joined Patriot, there was a lot of old information that was disorganized due to the growth rate of the company itself. My goal was to organize and update the information, then expand our training content with new, engaging information. That was a few years ago. Today, we have a well-organized Knowledge Center and efficient LMS (Learning Management System). You can achieve this fairly simply. First, make sure you know who all your Content Matter Experts (CMEs) are, and make a list of them if you have to. Then, have some kind of task management system for you and your team (My manager and I use Jira for task and project management). These two things will help keep you organized, which leads to better content creation. Now, we can get to the content creation part. Have CMEs get you whatever information you think you need to cover the topic accurately and use that to write out a script. Doing this help you organize your topic into chapters or sections for easy digestion (of longer topics - 10 mins or greater) or concise delivery (for shorter topics - less than 10 mins). Use or acquire a good video creation platform that meets all your needs. We use Camtasia; and, while it has its quirks, it works well for both video training creation and SCORM file exporting. Have CMEs and other stakeholders review your script and video for accuracy and make changes as necessary. Finally, you want to practice your speaking voice. You don't want to talk too fast and have people miss things or speak too slow and put people to sleep. Also, make sure you have an engaging tone; meaning, don't talk like a robot or monotone. Some people may say to worry about having the best recording equipment, but you can just as easily create with a simple headset or mic. Remember, it is the content that matters. Just get to creating good content, and the rest will follow.

The ultimate goal is to change behaviour because without this learning achieves nothing. The best learning we all did was to learn to drive because this process has learning science built-in, which is why it is so effective. For example, 'spaced repetition' is part of the learning-to-drive process. This piece of science essentially means that we do something, stop, wait, and do something again - one lesson per week. Video-based learning needs to be similar. Here are my top 5 tips for changing behaviours through video-based training: 1. Each video needs to be a maximum of 20 minutes or even less is much better. 2. Get the learner to do something after watching the video; answer a quiz, practice, or reply to a scenario-based question. 3. Have the learner teach someone else within 24 hours of watching the video because by having to put the learning into their own words, they will retain more of it. 4. Have a series of videos. Not just one. Each one poking & prodding the learner's mind in a different way. 5. Make the videos tell stories because stories stay with us much longer than just facts.

If you think words alone might not be enough for your trainees to fully understand the material, consider using whiteboarding. This video style features simple hand-drawn designs and animations, along with voice-over and text. Whiteboarding is an excellent way to visually explain complex concepts, making it easier to break down tough ideas into smaller, more digestible pieces. Whiteboarding is also great for training videos targeting audiences with different levels of technical knowledge. The use of straightforward drawings and animations can make the content more accessible to a wider range of viewers. Make sure to include text on the screen as well, to assist those who might not fully grasp some of the drawings.

First, define clear objectives for the training. Identify what employees should know or be able to do after completing the course. These objectives will guide the content and structure of your videos, ensuring that the training is purposeful and aligned with your company’s goals. Engagement is key to effective training. Aim for concise videos that capture attention and hold interest. Break content into manageable segments and use a variety of formats—such as animations, interviews, and demonstrations—to keep the material dynamic and engaging. Investing in high production quality is also important. Clear audio, sharp visuals, and professional editing enhance the learning experience and help prevent distractions. Poor production quality can undermine the effectiveness of your training and make it less engaging. Incorporating interactive elements like quizzes, reflection prompts, or clickable links can reinforce learning and keep employees engaged. These elements not only aid in comprehension but also make the training more interactive and enjoyable. Ensure your videos are accessible to all employees. Provide subtitles, use clear language, and make sure the videos work well on various devices and platforms. Accessibility helps ensure that everyone can benefit from the training.

If companies are looking to build video-based employee training classes, my advice would be to make it interactive. Keeping employees engaged during training is key, and interactive videos do just that. They test knowledge while making the learning process more enjoyable. Here are a couple of techniques that could help: First, incorporate quizzes. Quizzes are fantastic for getting your employees actively involved. They help reinforce the material and give a sense of achievement. Next, consider giving out worksheets. Have your employees fill them out after watching the video to make sure they've grasped everything. You could also turn the training into a game. Gamifying the process can really hold their attention and make learning fun. Lastly, try adding polls to your videos. Polls can stir up interest and encourage employees to engage more deeply with the content.

When we first started incorporating video-based training at Tech Advisors, we quickly realized the importance of keeping things simple and to the point. Employees don't have the time or patience for lengthy, overcomplicated videos. Breaking content into bite-sized modules worked best for us. Each video focused on a single topic, making it easier for employees to digest information and apply what they learned immediately. I recommend using real-life scenarios that employees are likely to encounter in their daily work. We found that employees responded better when they saw examples directly related to their roles. It helped them see the relevance of the training and motivated them to pay attention. We also used a conversational tone to make the content feel more personal and less like a lecture. After each training session, we opened a Q&A forum where employees could share their thoughts and concerns. It helped make the training more interactive and allowed us to fine-tune future content based on the feedback received.

One of the most common pitfalls to avoid when creating video-based training content is neglecting mobile accessibility. We've learned at Fig Loans that this approach-chiefly, a mobile-first approach-is huge in terms of engagement with our very diverse workforce, especially among those employees that may not have consistent access to computers. For maximum engagement, your training videos should be easily viewable on both smartphones and tablets. That means solid length for your videos, responsive design, and user-friendly platforms that work seamlessly on mobile phones and tablets alike. In catering to their needs in terms of accessibility on mobile, participation rates and knowledge retention will ultimately increase.

Let's face it—video-based training can often be disengaging and boring, so my best tip is to incorporate interactive elements within the videos. This could include quizzes, polls, or prompts for reflection that encourage learners to ACTIVELY engage with the content rather than passively watching. For example—after presenting complex information, you could pause the video to ask viewers a relevant question that they can answer in the comments or through a built-in poll. Also, consider using STORYTELLING techniques to illustrate real-life scenarios related to the training material - so the content could be more relatable and memorable. I think, besides increasing engagement—this method really reinforces the learning objectives by allowing learners to apply concepts to real-life situations-which is the usually the goal of training materials

I have three tips for companies that are planning to build video-based employee training classes that I used in my career- 1. Incorporate Interactive “Choose-Your-Own-Adventure” Scenarios: Move beyond static videos by using interactive video technology to create branching scenarios. Employees can make decisions during training that alter the course of the video, and you can achieve this by simulating real-life situations, so new learners can engage and test their decision-making skills for active learning and better retention. 2. Embed Micro-Reflection Moments: Instead of ending with a single feedback session, embed short "reflection moments" throughout the video where employees pause and reflect on what they've just learned. Use prompts that encourage personal connection, such as “How would you handle this differently?” or “What did you learn from this mistake?” 3. Create “Virtual Shadowing” Segments: Instead of just presenting concepts, film a day in the life of different employees or departments to provide a behind-the-scenes look at how various roles function, so employees can understand interdepartmental dynamics, develop empathy, and appreciate the bigger picture of the company's operations.

When developing video-based employee training classes, it's a must to focus on engagement and clarity. I suggest starting by identifying the core objectives of the training and ensuring that video content is directly aligned with these goals. Keep videos concise and interactive too— ideally, no longer than 10 minutes each to maintain viewer attention. Incorporate visual aids like charts, infographics, as well as real-life examples to enhance understanding and retention. Utilizing a mix of speaking headshots and screencasts can keep the content dynamic and engaging. Other than that, it's also good to make sure that the videos are accessible on multiple devices and platforms, allowing employees to learn at their convenience.

As Learning and Development (L&D) experts, we recommend several tips for building effective video-based employee training classes. Start by defining clear objectives to guide content creation, ensuring the training is focused and relevant. Engage subject matter experts to add credibility and depth to the material. Keep content engaging by using a mix of styles like animations, interviews, and demonstrations, and incorporate real-life scenarios. Break the training into shorter, digestible modules to make it easier for employees to absorb information. Incorporate interactive elements like quizzes and exercises to maintain engagement and reinforce learning. Invest in good quality production to provide clear audio and visuals, making the training more effective and enjoyable. Ensure the videos are accessible to all employees, including those with disabilities, by using captions and transcripts. Include mechanisms to gather employee feedback to refine future content. Regularly update the material to reflect changes in company policies or industry standards, keeping it relevant. Use analytics to track viewership and engagement, which can provide insights into the training's effectiveness and highlight areas for improvement. By following these tips, companies can create compelling and effective video-based training that enhances employee learning and development.

My experience in developing video-based employee training allows me to present the following tip; all content must be brief and to the point. At Display Now we learnt that inserting training content in short modules was beneficial in terms of retention and absorption. again there should be active animations or videos where the learners have to respond to quizzes or questions to facilitate interaction. This will actually not only enhance retention of the content but it will also ensure employees are more attentive to the course. Finally regardless of the delivery of the training, ensure accessibility such as language and even transcripts that can aid in achieving a more inclusive and efficient training.

Any business intending to train its employees through videos should set clear objectives and learning outcomes from the very start. Videos should not be too long—just 10 minutes maximum—to maintain engagement. Ensure engaging visuals, real-life scenarios, and interviews with experts to aid understanding. Add interactive elements, such as quizzes or discussion prompts, that support further learning. Ensure accessibility to users with different styles and abilities of learning. Finally, it allows for the collection of feedback in order that training material can be continuously improved and refinanced, thereby building a culture of continuous learning and development inside the organization.

Building engaging video-based employee training classes requires thoughtful integration of gamification. I've found that incorporating game-like elements, such as quizzes and leaderboards, can significantly boost participation and retention rates. For example, we introduced a scenario-based simulation that allowed learners to make decisions in a safe environment. This not only kept them engaged but also mirrored real-life situations they might encounter in their roles. Encouraging collaboration through team challenges fosters a sense of community, promoting peer learning. Finally, consider gathering feedback after each session to refine your content continuously, ensuring it evolves to meet the needs of your team.

To create effective video-based training, I think it is important to keep it concise and visually engaging. We find that incorporating interactive elements helps significantly to maintain viewer interest and assess understanding. Optimizing videos for mobile devices is crucial for flexible access to the workforce if appropriate, and providing closed captions or similar functions should be considered for accessibility. Test your content with a small group to gather feedback and iterate on improvements. Finally, track engagement metrics to measure the effectiveness and completion of your training and identify areas for enhancement.

Building effective video-based employee training is all about making the content engaging and easy to understand. Start by identifying the key points that you want your team to learn. Focus on clarity and simplicity. Use visuals and real-life examples that relate directly to your employees' daily tasks. When we created training videos at Parachute, we noticed that shorter, focused segments worked better. Employees can digest the information in small chunks, which is less overwhelming. It also makes it easier for them to revisit specific topics when they need a refresher. Consider breaking down complex processes into step-by-step guides, using screen recordings or demonstrations to illustrate each part. Finally, it's essential to include interactive elements. Ask questions, provide scenarios, and encourage employees to apply their learning. At Parachute, we found that quizzes and follow-up discussions helped reinforce the training. Make sure to get feedback from your team on the training's effectiveness.

At PinProsPlus, our journey into video-based training began with a focus on innovation in pin design. We tailored our content to be interactive and visually appealing, reflecting the creativity at the heart of our business. Each module, condensed into bite-sized pieces, allowed our team members to apply new techniques immediately. This approach led to a noticeable enhancement in design quality and a 25% increase in project turnaround efficiency within just a few months. By embracing a flexible learning model, we've not only boosted skills but also sparked a wave of creativity across the team.

I'd say that it is ESSENTIAL to identify the specific learning objectives before creating video-based employee training classes. Clearly defined goals will guide the content creation process, ensuring that the videos are tailored to meet the needs of the learners and the organization. Additionally, engaging storytelling and interactive elements should be integrated into the videos to enhance retention and reinforce the learning experience. For example—scenario-based training videos can simulate real-life situations and allow employees to practice their skills in a safe environment. This not only helps them apply the knowledge gained but also builds confidence. Moreover, it is important to keep the videos concise and to-the-point. Long, dragged-out videos can be overwhelming for learners and may lead to disengagement. Chunking the content into shorter videos with specific learning points can make the material more digestible and easier to retain.

I'm Emelie Linheden, VP of Marketing at Younium. I have over 15 years of experience building fast-growing teams and driving global SaaS strategies. When creating effective video-based employee training, it's essential to blend engaging content with strategic delivery to maximize learning outcomes and ROI. Here are a few key tips: 1. Keep the content relevant and brief: Training videos should be focused and concise. Aim for short, topic-specific segments (5-10 minutes) that directly address the skills or knowledge employees need. This makes it easier for learners to digest and retain information, allowing them to revisit specific topics as needed. 2. Incorporate interactive elements: Engage employees by including quizzes, reflection questions, or scenarios within the video. This reinforces learning and keeps viewers actively involved, making the training more effective. Tools like interactive video platforms can help with this. 3. Use real-life scenarios and storytelling: Bring the content to life by using real-world or situational examples and storytelling techniques that resonate with your learning class. Whether it’s a customer service scenario or a case study relevant to your industry, making the content relatable helps employees see the practical application of what they’re learning. Cheers, Emelie