Introduction:
Employee training is often synonymous with boring slide decks or dry lectures that send staff scrolling on their phones. But it doesn’t have to be that way. In the era of hybrid and remote work, engaging training videos have become critical for companies to educate and inspire their teams from anywhere[1]. When done right, video-based training can even outperform traditional in-person training in learning outcomes[2]. Studies show employees overwhelmingly prefer video over text – they are 75% more likely to watch a video than read documents or emails[3]. And importantly for HR, effective learning content boosts retention: 76% of employees say they’d stay at a company that offers continuous training[4]. In this article, we’ll explore how to create training videos that employees love – from using storytelling and interactivity to high production quality – so that mandatory learning (like compliance or onboarding) transforms from a “have to” into a “want to.”
Why Engaging Training Videos Matter
Keeping employees engaged during training isn’t just a nice-to-have – it’s essential for knowledge retention, workplace safety, and even morale. Unfortunately, too many corporate training videos fall flat. In a recent survey, 22% of employees admitted they stop watching training videos when the content is boring, and 9% tune out due to poor video quality[5]. Boring, text-heavy videos lead to disengagement – workers start multitasking, speeding up playback, or just clicking through without paying attention[6]. The result? Little to no learning. Research on memory suggests that people forget up to 90% of what they learn within a month if the material isn’t engaging or reinforced[7][8]. In contrast, engaging videos can dramatically improve knowledge retention – one meta-study found learners recall 95% of a video’s message versus just 10% from text[9].
From an organizational perspective, engaging training content also drives real business outcomes. When employees are invested in learning, they perform better and feel more connected to the company mission. Case in point: providing learning opportunities has been linked to higher employee loyalty (as noted, three-quarters say continuous training makes them more likely to stay)[4]. Engaging videos can turn compliance refreshers or safety trainings into something interactive and memorable, reducing costly mistakes. Whether you’re training new hires in an office or upskilling frontline workers across Kansas and Oklahoma, making your training videos captivating will ensure the message sticks. It’s a win-win: employees enjoy a better learning experience, and the company benefits from a more skilled, motivated workforce.
Use Storytelling and Scenarios to Spark Interest
One of the most powerful ways to make training videos more engaging is to tell a story. Ditch the monotonous voice-over reading policy points off slides – instead, create a narrative or scenario that employees can relate to. Scenario-based training videos (where actors or animations play out real-world situations) are proven to motivate learners and improve retention[10]. They put lessons into context, showing why the training matters. For example, rather than a static list of safety rules, a scenario video might dramatize a day on the factory floor in Wichita where an accident is narrowly avoided thanks to proper procedures. Employees get invested in the storyline and characters, which holds their attention far better than bullet points.
Story-driven videos can be adapted to any industry or topic. In healthcare settings, training videos might follow a patient case from admission to discharge, so nurses and hospital staff see compassionate care principles in action. For a sales training, you might film a scenario of a salesperson handling a tough client, demonstrating communication tactics. Even sensitive topics like harassment or diversity training benefit from scenarios – showing an example of inappropriate behavior and how to correctly respond is far more impactful than simply stating the rules. Indeed, scenario videos are commonly used for compliance and soft-skill training because they feel authentic and less “preachy”[11]. By presenting a realistic story, you engage employees’ emotions and empathy, making the lessons more memorable.
Tips for using storytelling: Develop characters or situations that mirror your audience’s daily work life. This could mean setting the scene in a familiar environment (e.g. an office, a construction site, a classroom). Introduce a conflict or challenge and show how it’s resolved using the training points you want to teach. Keep the storyline concise and relatable – a little humor or drama can help, but ensure it serves the learning objective. Finally, consider ending with a quick recap or takeaway message to reinforce what was learned (for instance, highlighting the “moral” of the story or key steps the characters took). When employees see scenarios that reflect their world, they are more likely to connect with the content and remember the lessons [12].
Keep Videos Short and Focused
When it comes to training videos, length matters – and shorter is usually better. Modern employees have limited attention spans (a recent study clocked the average adult attention at barely 60–70 seconds before the mind may drift)[13]. Long, rambling training videos virtually guarantee that viewers will zone out or start multitasking. Research confirms that engagement peaks around the 6-minute mark of a video, no matter how long the video is[14]. After about 9–10 minutes, viewers’ attention drops off sharply, with many not even watching half of longer videos[15]. The takeaway: break content into bite-sized videos whenever possible.
For best results, design your training content as a series of focused micro-learning modules. Instead of one 30-minute video covering five topics, create five short videos (3–6 minutes each), each targeting a specific topic or skill. For example, if you’re producing an onboarding series for new employees in Kansas City, have one video on company culture, another on IT security policies, another on customer service protocols, etc., rather than an all-in-one marathon. Shorter videos not only hold attention better, but they also fit more easily into a busy employee’s day – someone can watch a 5-minute tutorial between meetings or on a break without feeling overwhelmed.
Keeping videos concise forces you to prioritize the most important information. Trim out the fluff and “nice-to-know” details; focus on the “need-to-know” core messages for that segment. If a topic truly requires more than a few minutes, consider dividing it into a numbered series (Part 1, Part 2, etc.) or using chapter markers so viewers can pause and return later. Always respect your employees’ time – by showing you value brevity and clarity, you’ll earn more of their attention. And as an added bonus, shorter videos are quicker and cheaper to produce. Remember, it’s far better to have employees deeply engage with a 4-minute video than to have them tune out of a 20-minute one. As one large-scale study put it, “the median engagement time is at most six minutes” for training videos[16], so aim to stay in that optimal zone for maximum impact.
Make It Interactive (Quizzes, Polls & More)
Engagement is not a one-way street. The best training videos don’t just talk at employees – they invite employees to participate and interact. By building interactivity into your videos, you transform passive viewers into active learners. One straightforward method is adding quiz questions or knowledge checks at intervals in the video. For instance, after explaining a concept or demonstrating a skill, pause and present a quick multiple-choice question on screen: “What would you do next in this scenario?” When employees select an answer, you can immediately display feedback or the correct answer before continuing. This approach, known as interpolated testing, has been shown to significantly improve retention – employees who engaged with periodic quizzes in a training video scored higher on follow-up tests and remembered the material longer than those who just watched straight through[17]. Quizzes make the experience active and also reinforce key points in real time.
Interactivity can go beyond quizzes. Here are a few ideas to level up engagement in your training videos:
- Knowledge Check Polls: Use quick polls (“Did you spot the safety violation in that scene? Yes/No”) to keep viewers thinking critically.
- Branched Scenarios: Create choose-your-own-adventure style videos where viewers decide what the character should do next. This is great for soft skills training (e.g. handling a difficult customer – the employee chooses an approach and the video shows the outcome).
- On-Screen Prompts: Include pause prompts encouraging viewers to reflect or discuss. For example, “Pause the video and think of a time you faced a similar challenge. Jot down how you handled it.”
- Gamification Elements: Incorporate game-like features – perhaps points, badges or a friendly competition. You might say “See if you can spot all 5 safety hazards in this video” and then reveal them at the end for self-scoring.
Today’s technology (LMS platforms, interactive video tools like H5P or Adobe Captivate) makes it easier than ever to add interactive layers to videos. In fact, many companies are investing more in assessment tools – spending on learning assessment tech jumped to 31% of training budgets in 2024 (up from 12% the year prior)[18][19], indicating how important feedback and interaction have become. By making training feel like a two-way conversation, you keep employees mentally present. Interactive videos also provide valuable data – you can track which questions people miss or where they drop off, helping you improve future content. The bottom line: when viewers have something to do during the video, they’re far less likely to tune out and more likely to retain the lessons.
Invest in High-Quality Production
Let’s face it – we’ve all seen those cringey, low-budget training videos filmed decades ago, and they’re hard to watch. Production quality matters a great deal in holding your audience’s attention. In fact, 9% of employees in one survey said they stopped watching a training video because of poor quality (blurry visuals, bad audio, etc.)[5]. A polished, professional look isn’t about vanity; it signals to the viewer that the content is credible and worth paying attention to. Think of it this way: if the company didn’t put effort into the video, why should the employee put effort into watching it? On the other hand, a video with clear audio, sharp visuals, and engaging editing will draw people in and keep them watching.
You don’t necessarily need a Hollywood budget, but do pay attention to fundamentals:
- Audio clarity: Use a good microphone and minimize background noise – muffled or echoey audio is a quick turn-off.
- Lighting and visuals: Ensure scenes are well-lit and footage is steady. If recording on-site (e.g. a manufacturing floor in Wichita or an office in Overland Park), scout the location for good lighting or bring supplemental lights. Use screen captures or slides in HD quality for readability.
- Editing and pacing: Tight editing can make a world of difference. Cut out dead air, switch angles or add graphics to illustrate points. Use b-roll footage or animations to visually reinforce what the narrator is saying. Dynamic pacing (with cuts every few seconds or on-screen text highlights) helps maintain interest.
- Branding and professionalism: Align the style with your company’s branding for a cohesive look. Include a brief intro/outro with your logo, and use consistent fonts/colors for any text. This not only looks professional but also fosters trust and recognition.
According to training experts, high production quality conveys professionalism and keeps learners engaged[20]. It doesn’t mean every video must be a big production number – sometimes a simple well-shot talking head or screencast with clear audio is perfect. The key is to avoid technical issues that distract from the content. If video production isn’t a core strength of your team, consider partnering with professionals (like our team at LHP) who specialize in training videos. We ensure that even “boring” topics like compliance are delivered in a slick, viewer-friendly format. The investment in quality pays off when employees actually enjoy watching the video and take it seriously. Remember: your training video is representing your organization – good production quality reflects well on your brand and shows respect for the learner’s time.
Ensure Accessibility and Flexibility
An engaging training video isn’t effective if employees can’t access or consume it easily. In today’s diverse workforce, you should assume people will be accessing training in different environments and with different needs. Make your videos accessible and convenient so everyone can learn without frustration. This starts with allowing flexibility in when and where employees complete training. Hosting videos on a mobile-friendly platform (like a learning management system or even an internal YouTube channel) lets staff watch on their own schedule – whether a salesperson is reviewing a module from their tablet on the road, or a remote worker in a home office catching up after hours. On-demand access is crucial; as noted, video learning lets employees get training “at the time and place most convenient for them,” which increases participation[3].
Captioning and transcripts are another must-have. Not only do captions make videos usable for those who are deaf or hard of hearing, but many employees without hearing issues still prefer captions on – for example, if they’re watching in a quiet (or noisy) environment or if English isn’t their first language. Providing subtitles or translated versions can dramatically broaden the reach of your training content. Also, consider that 20% of the workforce may have learning or attention difficulties (e.g. ADHD, dyslexia)[21]. Video actually can help address some of these needs by combining audio and visual modes, but you should also include features like adjustable playback speed, pausing, and replaying. Encourage employees to take training at their own pace – some might watch a video twice or slow it down to digest complex info, while others might speed up parts they already know. By giving control to the viewer, you accommodate different learning styles.
Additionally, don’t overlook deskless and frontline workers. If a large portion of your workforce isn’t sitting at a computer (think retail staff, floor managers, field technicians), ensure your training videos are accessible via smartphones or tablets, and perhaps downloadable for offline viewing. One study pointed out that 80% of the global workforce is deskless, and these employees might not have regular computer access[22]. Providing training content in a flexible format (mobile video, maybe with an audio-only option if someone wants to listen podcast-style) can make a huge difference in engagement. The easier it is to access the training, the fewer excuses there are to put it off – and the more likely employees will complete it with focus. In summary: remove barriers to viewing, and your carefully crafted engaging video will actually get the audience it deserves.
Engaging Training Videos in Various Industries
Engaging video-based training is a winning strategy across the board, but the approach can look different depending on the industry and audience. Here’s how different sectors can apply these principles (with a local twist for Midwest companies we often serve):
- Manufacturing & Industrial: Safety and procedure trainings are vital but often dull. Use dramatized factory safety scenarios to demonstrate both wrong and right ways to do things (e.g. a clip showing improper machine use leading to a near-accident, followed by the correct procedure). Keep these videos short and focused on one process at a time. A Wichita-area plant, for example, could film on-site for authenticity.
- Healthcare & Medical: Compliance training and skill refreshers can be brought to life with storytelling. Try patient-case vignettes – e.g. a scenario of a nurse handling a difficult patient, or a doctor navigating a new digital health record system. Interactive elements like decision quizzes (“What’s the next step in care for this patient?”) work well. In a hospital network from Kansas City, such human-centered stories make protocols more relatable.
- Non-Profits & NGOs: Volunteer training and staff onboarding should reinforce the mission. Use emotional storytelling – perhaps a short documentary-style video showing the people or cause benefited by the nonprofit’s work, with testimonials. This engages the heart as well as the mind. Non-profits often have limited budgets, so focus on impactful narrative over flashy production. A charity in Topeka or Oklahoma City might, for instance, create a heartfelt video that inspires and trains volunteers on how to handle real-life scenarios in the field.
- Corporate Offices (HR/Finance/Tech): For standard office roles, topics like onboarding, software training, or ethics compliance can be made engaging by using a bit of humor and real-world examples. We’ve seen companies (even more conservative industries) successfully use lighthearted skits to show, say, phishing email risks or proper expense-reporting. The key is brevity and clarity – a fintech company in Overland Park might release a series of 3-minute tip videos for new hires to learn company tools, rather than a dense one-hour orientation lecture.
- Real Estate & Sales Teams: Training realtors or sales reps? Keep it very visual and practical. For example, create an interactive video that walks an agent through a virtual home showing, pointing out best practices via pop-up tips (like a gamified walkthrough). Or use role-play videos demonstrating sales techniques with different client personalities. A real estate brokerage in Tulsa could film two agents in a mock client meeting to illustrate do’s and don’ts, making the training engaging and directly relevant to closing deals.
No matter the sector – be it an aircraft manufacturer in Wichita or a healthcare startup in Norman, OK – the core principles remain: tell stories that resonate with your people, respect their time by keeping it concise, involve them interactively, and deliver a quality viewing experience. By tailoring the content and style to your industry’s context, you ensure each employee can see themselves in the training and understand why it matters to their job.
Conclusion: Make Learning an Experience Employees Love
In a world where employees are bombarded with information and tasks, training content needs to earn its place in their schedule. The days of forcing folks to sit through an hour-long dull video are (thankfully) fading. By implementing the strategies above – story-driven content, bite-sized videos, interactive features, high production values, and flexible access – you can transform your training videos from a chore into an engaging experience. When employees genuinely enjoy and value a training video, learning becomes less of a “check-the-box” compliance task and more of an opportunity for growth.
Remember, creating videos that employees love doesn’t just boost quiz scores – it fosters a culture of continuous learning and improvement. People retain more knowledge, apply new skills on the job, and feel more connected to the company that invested in quality training. Given the choice, most of your team would rather watch a well-crafted video than read a 20-page manual[3]. So meet them where they are: on their screens, with content that captivates and educates.
Lundblade House Productions (LHP) is here to help along that journey. We specialize in bringing corporate training topics to life through compelling video. Whether it’s compliance training that doesn’t put folks to sleep, or onboarding modules that energize new hires, our team can partner with you to create videos that hit the mark. In the era of digital learning from Wichita to beyond, there’s no reason training can’t be both informative and enjoyable. With the right approach, your next training video could become the one that employees actually talk about – for all the right reasons.
FAQs
What makes a training video engaging for employees?
Engaging training videos grab attention through storytelling, interaction, and relevance. Rather than a dry lecture, they often use real-life scenarios or narratives that resonate with viewers. They also incorporate things like quizzes, prompts, or pauses that encourage the employee to actively think and participate, rather than passively watch. High-quality visuals and a reasonable length (under about 6 minutes) also keep employees interested[23][5]. Essentially, an engaging video feels more like a personalized learning experience and less like “training homework.”
How long should an employee training video be?
It’s best to keep training videos short and focused – ideally just a few minutes per module. Research indicates that viewer engagement drops off sharply after about 6–9 minutes of video[23][15]. Many effective training videos are in the 3–5 minute range, especially if covering a single topic or procedure. If you have a lot of content to cover, consider breaking it into a series of bite-sized videos rather than one long video. This micro-learning approach fits modern attention spans and schedules better, ensuring employees watch the whole video and retain more.
Why do employees prefer video training over reading manuals or documents?
Videos are a more engaging and efficient way to learn for most people. Surveys have found that employees are 75% more likely to watch a video than read through written documents or emails[3]. With video, complex concepts can be shown visually (through demos, animations, etc.), which often makes them easier to understand and remember. Video also combines audio and visuals, catering to multiple learning styles at once. Plus, learners can replay or pause videos at their own pace. In short, a well-made video is often more accessible, memorable, and convenient than text-heavy materials – so employees naturally gravitate towards it.
What are interactive training videos and are they effective?
Interactive training videos are videos that let the viewer engage and make choices, turning a passive watching session into an active learning session. This could include embedded quiz questions, clickable decision points (branching scenarios), polls, or even game-like elements that the viewer responds to. They are highly effective for learning – by prompting the learner to think and respond, the material is reinforced. For example, inserting quiz questions throughout a video has been shown to improve information retention and test performance for employees[17]. Interactive videos also tend to keep people watching longer because they’re actively involved in the experience. Overall, adding interactivity makes training more engaging and personalized, which boosts its effectiveness.
How can I measure if our training videos are actually working?
To gauge a training video’s impact, you’ll want to track both engagement metrics and learning outcomes. On the engagement side, look at analytics like completion rates (what percentage of the video do employees watch on average), re-watch rates, and whether they interact with quizzes or pause/rewind on certain sections. Many platforms provide these metrics. For learning outcomes, you can compare pre- and post-training quiz scores or job performance indicators. For instance, if the video is on safety training, have incidents or errors decreased after employees watched it? You can also gather feedback: ask employees via a quick survey how clear and helpful they found the video. Lastly, track if there’s an improvement in retention of knowledge – perhaps do a follow-up quiz a month later to see how much they remember. If you find, for example, that employees retain most key points (or that those who completed the video perform better than those who haven’t), that’s a good sign your training video is effective. Don’t forget to iterate – use the data and feedback to improve future videos.
Sources
- Panopto (Forrester Research) – Statistic on employee preference for video: “Employees are 75% more likely to watch a video than to read documents, emails, or web articles.” (Panopto Blog, Oct 2024)[3]
- Panopto (LinkedIn & SHRM research) – Impact of training on engagement and retention: 70% of employees said learning improves connection to company, and 76% say they’re more likely to stay at a company that offers continuous training[4].
- Training Magazine – Remote work drives video training: With remote/hybrid work becoming the norm, in-person training is less viable; adopting video training can exceed in-person training in outcomes when done properly[2].
- Research.com (TechSmith survey) – Why videos must be engaging: 22% of employees stopped watching a training video because it was “boring,” and 9% stopped due to poor quality[5]. Highlights need for lively, high-quality content.
- Research.com – Employee distraction stats: Many employees multitask during training videos – 46% play videos while multitasking or speed them up, and 14% just click through without engaging[6]. Underlines importance of interactive elements to hold attention.
- Ebbinghaus Forgetting Curve – Need for engaging/reinforced training: People forget ~90% of training info within a month if not reinforced[24]. Emphasizes why engaging, memorable video (with reinforcements like quizzes) is critical.
- Research.com (Guo et al. study) – Optimal video length: Median engagement time for videos is ~6 minutes, and engagement drops after 9–12 minutes[25][15]. Supports using shorter videos for training.
- Research.com (Okano et al. 2018) – Quizzes improve retention: Employees who watched videos with periodic quiz questions retained information better and scored higher on follow-up tests than those who watched without quizzes[17].
- MiniMatters – Scenario-based training effectiveness: Scenario-based training videos motivate learners and improve retention, with lower cognitive load than text slides and more sensory engagement[10]. Frequently used in medical, safety, and HR training contexts.
- Research.com – Importance of production quality: High production value (clear audio, good visuals) helps maintain engagement. Tips include focusing on audio clarity, visuals, editing, and aligning with brand to convey professionalism[20].
[1] [2] Why Companies with Remote Employees Should Adopt Video Training
https://trainingmag.com/why-companies-with-remote-employees-should-adopt-video-training/
[3] [4] [21] Increasing Employee Engagement with On-Demand Video Training – Panopto
https://www.panopto.com/blog/increasing-employee-engagement-with-on-demand-video-training/
[5] [6] [7] [8] [9] [13] [14] [15] [16] [17] [18] [19] [20] [22] [23] [24] [25] 28 Video Training Statistics: 2025 Data, Trends & Predictions | Research.com
https://research.com/education/video-training-statistics
[10] [11] [12] Scenario Based Training Videos – Video Production Washington DC – MiniMatters Video Production Washington DC