Training Videos That Don't Suck: A Chicago Guide to Employee Engagement

A training video should help an employee do something specific. Start with the task, the audience's existing knowledge and how the organization will check that the person can perform it. Then decide what needs a demonstration, a scenario or a reference document.

Five Core Elements of Effective Training Video

1. Story-First Structure

For a scenario-based module, set up the situation, introduce the challenge, demonstrate the response and show the consequence. For a procedural task, a clear step-by-step demonstration may be more useful. Choose the structure around the learning objective rather than requiring a story in every lesson.

2. Interactive Elements

Use decision points, knowledge checks or scenario branches when they let the learner practice a relevant judgment. Confirm that the learning platform can deliver and record those interactions. Compare quiz results and task performance; completion alone does not establish understanding.

3. Production Value Matters

Make the demonstration easy to follow: clear speech, readable labels, useful camera angles and enough time to see each action. A webcam recording may be sufficient for some explanations; a physical task may need additional coverage. Choose the production setup for what the learner needs to see and hear.

4. Strategic Humor

Use humor only when it reinforces the training point and fits the audience. Read the scene with the subject-matter expert and test whether the joke obscures the instruction. For safety-sensitive or mandatory material, clarity and accuracy take priority over entertainment.

5. Measurable Results

Build assessment into the video itself. Pre- and post-viewing quizzes, scenario-based evaluations, and skill demonstrations provide data on whether the training achieved its learning objectives.

Common Pitfalls

The Try-Hard Trap

Forced humor, cringe-worthy skits, and 'fellow kids' language are worse than dry content. If the production team cannot execute comedy at a professional level, opt for clear, authentic, and well-paced instead.

One-Size-Fits-None

Different roles need different training. A modular approach lets you customize paths for different audiences while reusing core content modules.

Feature Creep

Give each module a clear learning objective. Break complex training into focused episodes when that helps employees find, practice and revisit the steps. Check that the sequence still explains how those steps fit together.

Business Impact

Define the measures with the training owner before production. Compare similar roles and conditions, and record other changes that could affect the results:

• Employee retention over a defined period, without assuming training video is the sole influence
• Time to demonstrated proficiency for a specified task or role
• Training costs, including production, updates, platform fees and staff time
• Assessment scores and observed task performance against the learning objectives

Five-Step Action Plan

• Audit existing training content: what is working, what is not, what is missing
• Prioritize by impact: start with onboarding or the highest-volume training need
• Agree how the production team will work with your instructional designer and subject-matter reviewers
• Build a modular content architecture that scales
• Measure, iterate, and expand based on data

To scope the filming, bring the approved learning objectives, demonstration tasks and review requirements to Bada Bing's production team. Your training owner should retain responsibility for instructional accuracy and assessment.