Learners crave stimulation and engagement, not repetition. Video can transform dry documents into engaging, memorable experiences, but only when used strategically. Matthew Pierce explains how L&D teams can pinpoint the right text content, craft effective videos, and boost learning retention while building on what already works in existing training programmes.
An active brain is closely tied to better memory and sharper cognitive function, and that activity thrives on variety and stimulation. When the mind is fully engaged, learning sticks. But boredom quickly sets in when tasks feel dull or repetitive. The challenge for many training professionals is finding ways to make it more mentally stimulating, so that it not only informs but excites.
The first step is understanding where video can add the most value
For workplace learning, people want content in the form of a video. This is according to the TechSmith 2024 Viewer Trends Report, which gathered insights from 1,000 global participants about their engagement, behaviours, and preferences regarding instructional video content. 83% of people prefer to consume instructional or informational content by watching a video (p.4). Based on this finding, L&D teams can breathe new life into their training programs by mixing traditional text-based content with video. In this article, we’ll explore practical steps for transforming portions of training content into impactful, video-based learning experiences.
Identifying the right content
Video is one of the most dynamic tools for delivering clear instructions and helping people build the skills they need. When applied thoughtfully, it can turn complex topics into digestible experiences that resonate with today’s learners. But as powerful as video is, it works best when used with intention; not every training asset needs to be reinvented for the screen.
The first step is understanding where video can add the most value. That means evaluating the audience and identifying which text-based training documents can truly benefit from a visual format. Rather than attempting to overhaul entire courses, consider selecting sections from longer training manuals or documentation that lend themselves to visual explanation or storytelling.
Another option is to focus on content that employees consistently struggle with or find confusing and unclear. For instance, helping employees understand open enrolment is generally challenging, so that might be an excellent place to begin. L&D teams with access to a learning management system (LMS) can also use analytics to guide their video strategy, prioritising content that receives high traffic or repeated views.
While not every document or slide deck needs a full video makeover, adding video as a complement can be effective in highlighting key takeaways, clarifying complex steps, or sparking interest in deeper content.
Structuring effective videos
Once teams have identified training content they wish to convert to video, it’s time to start planning how to go about it in the easiest possible way. Turning a 25-page training manual into a single video is not only difficult, but it is ineffective. The point of using video is to enhance learning by making content more digestible and engaging, not overwhelming.
There is no one-size-fits-all length for videos. According to our study, viewer preferences for instructional and informational videos vary depending on the type of content being consumed. The key is to keep videos concise and focused while maximising efficiency and clarity. This will ensure it holds a learner’s attention.
Start by identifying the five to 10 most critical points employees need to retain. These key takeaways can serve as the foundation for a concise, impactful video that builds awareness or reinforces understanding.
Training professionals might find themselves trying to teach as much as they can all at once, but that often hurts engagement more than it helps. It can also increase video complexity and the number of potential filming retakes. Focus on one main topic per video and stick to it. An effective approach is to break content into a series of short videos rather than relying on a single, lengthy video. This helps everyone stay focused and improves retention, and makes it easier to revisit specific concepts later without navigating through lengthy footage.
AI can be a valuable tool as a first step in this process. For example, natural language processing (NLP) systems can summarise key points from long-form written materials, providing a solid starting point to build a script or refine it. This type of AI can also help determine the most logical way to partition a video series, making it easier to convert dense documents into engaging, structured learning experiences.
Once teams have reviewed their legacy training materials to confirm they cover all essential steps, key concepts, and core messages, they’ve built a solid foundation for video creation.
From script to screen
Recording a complete overhaul of training content can be daunting, but incorporating video doesn’t need to happen all at once. L&D teams can move at a pace that matches their bandwidth and workflow, whether that means releasing a few videos at a time or phasing them in gradually over months or even years. The process becomes more manageable when tackled one topic at a time and simplified further by using video templates to maintain consistency. Many of the top screen recording and video solutions also have AI avatars for on-demand, uniform delivery that doesn’t need to be phased out over time. It’s also important to remember that training videos don’t need to be overly polished or complex. The real goal is clarity, not perfection.
Aim for content that is relatable, serves the need, and feels genuine to employees. One way to do this is to humanise it. Make sure to incorporate purposeful personal anecdotes, company-specific stories, or relatable examples into the script. This creates a connection and makes the training feel less like a lecture and more like a conversation. When used correctly these can bring the content to life while adding clarity and reinforcing the message.
In post-production, less is more. Editing should be minimal but intentional, keeping the process efficient while enhancing clarity. Brand identity should come through clearly, and leveraging the previously mentioned templates helps ensure consistency without the need for flashy graphics or heavy effects. Instead, focus on practical tools like annotations and focus indicators to direct viewers’ attention and highlight key information. Dynamic captions are another smart addition, making sure essential messages are always front and centre to ensure engagement.
Converting traditional text-based training materials into video doesn’t require a complete reinvention; it’s an opportunity to build on what already works by translating it into a format that’s more engaging and easier to absorb. When thoughtfully created, videos for training can enhance clarity, boost retention, and make learning more accessible across teams. By identifying the right content and shaping it for visual delivery, L&D professionals can strengthen their programs in ways that support both learners and long-term training goals.
Matthew Pierce is Growth and Content Marketing Manager at TechSmith
