Training Video: achieve your corporate educational goals

Even if your e-learning video should not be longer than a certain amount of time, at the risk of losing the trainees’ attention, take the time to define terms. Without them, it will be impossible to go any further in the learning process. Devote one or more sequences to the definitions: you can even combine voice over and running text for this purpose.

You need to prioritise your knowledge, at the risk of discarding some of it if it overwhelms the audience with too much information. There are several ways to highlight key concepts:Divide your video content into chapters, delimited by sequences that announce the next chapter. Numbering them will make it easier for your users to find their way around (step 1, step 2, etc.),Highlighting key words and notions, with an attractive font: think about this when you edit your video with visual sequences.You can even use basic shapes, such as circles, around the concepts to be displayed (a button, an icon to be clicked on, a URL, a toolbar, etc.).

Golden rule : one concept (or one topic) per educational video. This rule has led many companies to introduce microlearning in a video lasting no more than five minutes, with knowledge that is quickly understood by viewers. Your teams can take a short training session during their working hours, which will not disrupt their entire schedule, unlike time-consuming training sessions, which can last several days and contain lots and lots of information.

In addition, if your video is segmented into distinct concepts, it will be easier for learners to identify which points have been assimilated and which ones need to be reviewed.

Animation will be better absorbed than face-to-face speech in an e-learning video. But it is also important not to just stick to vague concepts and generalities.

• The storytelling aspect, and this is perhaps the most important: think about “telling a story” to your audience.
• Soundtrack. Make sure you choose the right sound, but also the right volume.
• Tone: be reassuring, articulate, and don’t give a harsh impression.

Making video tutorials a training tool means allowing your employees to learn from home. 

Each training video tutorial should have a specific goal. For example: how to use a software? How to create a corporate video with the online editing tool? How to use the CRM tool?

Organising your Drive is a way to make life easier for the different departments: each department has its own tutorial video, according to its specific needs (e.g.: HR payment software, emailing software for marketing, etc.).

Thanks to this content library, you can considerably reduce certain costs, such as the travel costs of external trainers.

You will also be able to make quick updates to refresh information if needed.

This practice should be an integral part of your onboarding process, so that new employees quickly become familiar with your tools, your values and your product or service.

On your internal Drive, store all of your tutorial videos so they can be viewed at any time. This way, you won’t have to bring in an outside person every six months to train new hires; they can always watch your videos.

Thanks to the tutorial video, you’re saving time.

Video promotes memorization and autonomy.

Here are some figures:

• 59% of executives prefer to watch a video rather than read a text,
• 96% of companies say that video improves the quality and speed of their employees’ training.

The advantage of a video, compared to a traditional training, is that you can consult it as many times as you want. Rather than having to pick up the most important information on the fly, you can watch a tutorial video several times and go step by step. Everyone can learn at their own pace, and in complete autonomy.