Recording and archiving your trainings is very important so that you do not have to keep repeating it for people who join new. It is also a great reference material for folks who attended the training and want to hear parts of it again. However, the recording of the training is even more challenging that delivering it remotely since there is absolutely no chance for engagement. So you have to ensure that you do it well.
- Record again – Most people just record the whole training and then make that video available for future use. This is a bad idea. For one, no one sits through a one hour video recording. I might as well watch a movie instead! Second, there could be bad audio, ambient noise etc. which will also get recorded and will bring down the quality. So spend some time after your training to repeat the training in an empty room and record this. Keep it shorter than your actual training (20 mins tops).
- Modulate your voice – With these recordings, there is the highest chance of boredom. Neither is there a person to conduct these trainings face to face nor is it happening live. So, you need to modulate your voice to ensure that it is not monotonous. This can be the biggest challenge of recording videos.
- Create FAQs – Put down the good questions that came up during the training as FAQs for the next set of people to read.
- Create video library – You might already have an internal portal to upload your recordings. If not, ensure that you have it somewhere that is discoverable, there are links to the reference materials and the user experience is that of a video library. Send this link to all the people who attended your training.
- Use the recordings for new hires – When you have new hires, HR will most likely send a mail out to this employee. Include the link of your video library in the welcome mail so that the employee goes through these videos during the early days.
- Provide assessment questions – While people might or might not like being assessed after a test, it helps to create 5 – 10 quick questions and add it to the end of your video. You could just say that if you want to know how well you have understood this video, try answering these questions. If people feel that their answers are not visible to anyone, there are higher chances of them taking the test. At the same time, if you can collect the answers, then you will have an idea of how good your study material is. So, you will need to decide which approach you would like to take for the assessment archives.
- Keep it updated – Go back every now and then and ensure that all your videos and reference materials are updated. Once you start having outdated material, you will begin losing audience. So set aside time every quarter to ensure all content is correct, updated and reflects the existing requirement.
- Add an introductory animation – Adding a 3 second introductory animation to all your video recordings, makes it look professional as well as gives the audience a feel that this is a part of the same video library. This greatly improves the user experience.
- Send reminders – Send a note now and again about the video library to people. They tend to forget about it during their busy schedule. You can also send it to people who missed your live training. Include it in product newsletters, signatures etc. and when asked for a training, ensure you send them this link rather than conduct the training over and over again.
- Get feedback – Along with the links to reference materials, it is a good idea to provide a link for feedback as well. You could add this at the end of the video too. If needed, you can have just 1 question on rate this video. Either ways, it is important to constantly get this feedback so that you can go and edit your video if its rating is dropping.
Training can be a very gratifying function if delivered well. You will be able to help the organization immensely by being able to shorten the learning time for new products. I have personally witnessed the ramp-up time for new hires reduce from a month to less than a week through well archived and well organized video and text training. Now the cumulative impact of this, when assessed across the globe for all new hires within the company, can add up to many man hours saving the company money and resulting in faster revenue turnarounds.