Common Enterprise Video Learning and Adoption Myths

It’s no secret that many people turn to video learning when trying to acquire a new skill. In fact, on Youtube alone, 1 million learning-related videos are uploaded and accessed 500 million times every day.

Enterprises often explore the possibility of implementing this format for their own corporate training but persistent myths surrounding video learning make some offices apprehensive about the technology. Many of these arguments were formulated before the development of advanced equipment and the video online support that we have now. Let’s bust these one-by-one.

“Video is Too Expensive”

Back in the days when shooting a video required big, heavy, very costly equipment that only video experts know how to use, this was true. Now, there are endless options for video recording and playback options, thanks to advances in modern technology. Smartphones have become powerful enough to create edit, and broadcast high-quality video content.

“My Team Won’t Be As Engaged If We Use Video Learning”

It’s a common misconception that video learning promoted individualism over group learning, something that has been addressed by online platforms by offering video conferencing and interactive webinars. Now, learners don’t have to miss out on opportunities to learn from colleagues, while also collaborating and building social connections with each other. By platforms like CircleHD take this one step further by enabling further engagement through quizzes and other knowledge checks in video content.

“Video Won’t Allow Me to Control the Pace of Learning”

The idea that learning with videos is fast-paced may have come from the fact that visuals are processed 60,000 times faster compared to plain text. Content paired up with images is also easier to remember because information goes straight to the long-term memory. Video courses allow employees to access the content at their own time and go through lessons at their own pace. They can pause the video and even playback a section as many times as they need to fully understand the lesson.

“Video Takes Up Too Much Bandwidth”

Many enterprises are concerned whether their internal networks will be able to handle the bandwidth requirement of video courses. There are concerns about the videos causing networks to slow down and get saturated. Truth is, it will take a thousand simultaneous views to cause problems to a network segment. Uploading video content to the internet requires compression which makes it easily accessible even by the lower bit rate wireless connections.

At CircleHD, we understand how video learning can help you achieve your employee learning and development goals. We help set up your system so that video content is easily uploaded, shared and streamed by anyone within your organization. Videos are searchable and accessible even on mobile devices. Book a demo with us and we will show you how video learning can transform your employee training for good.


The Power of Employee Video and Self-Broadcasting for Enterprises

At CircleHD, we believe opportunities made available by employee video can transform knowledge into company wealth. While many are moving the needle with self-broadcast in video, it often does not go past the top 10% of performers. In order to break through that barrier, a newer, faster experience is needed to replace legacy roadblocks to adoption.

There are some best practices organizations are implementing to operationalize video into learning, while encouraging peer-to-peer and knowledge sharing to encourage team skills growth. Here’s just a few:

  • Cambridge Engineering & CircleHD: I believe the epicenter for employee generated video is in Chesterfield, Missouri. Marc Braun is a primary lead in a consortium of 500 companies, hacking culture with video.

    As President of Cambridge Engineering, Marc doubled revenue and tripled operating profit in an industry with a CAGR of just 6.62%. Marc’s employees are told, “if you see a problem or waste, you have the job autonomy to fix it.” Just shoot a 1-min before / after video, and it’s played next morning at the all-hands meeting.

    “I have learned video takes courage to make. There is mastery in self-broadcast. And when video is given a purpose, the gift is people that outgrow the company.”

    This video interview was released to LinkedIn, where it got 7,600 views, and 69 likes.
  • Dell: Video lets employees bypass the organizational chart and connect with colleagues in other silos in the pursuit of better customer experiences. Dell uses Sonic Foundry’s Mediasite to connect its salespeople with subject-matter experts.

    “There are a lot of salespeople at Dell, but there are only a few ph.D.s in big data or machine learning,” said Lawrence Grafton, Solutions Product Manager at Dell. “Those ph.D.s can post an explainer video so that sales can better understand the topic. 
  • Moffitt Cancer Center uses an enterprise video platform to deliver content externally. The Moffitt Cancer Center uses its enterprise platform from vBrick to deliver video externally to patients.

    “We use it internally but also use a guest portal for external use,” said John Maass. He added that a doctor could curate or record videos to help patients understand their specific prognosis, “rather than go out to WebMD and get scared.” 
  • Video for Sales Training: ‘In fact, peer-to-peer instruction is one of the main pillars of modern learning programs and the majority of reps prefer peer knowledge sharing over corporate or manager-generated content. 

    Our survey of sales reps and their managers found the majority (65 percent) of sales representatives agree that sales pitch advice from peers is more effective than training from the corporation and that top-performing sales organizations are 76 percent more likely to utilize peer-generated video content for training than other firms. 
  • CISCO Shorty Awards: While more social in nature, the results from Cisco in 2016 for employee-generated video and content are outstanding. Get tips from this Shorty awards entry
  • Video in HR: “Employees want that guidance in an easy-to-access format to help them translate a complex topic in a way that will lead them to the right decision. Advanced HR teams have picked up on this, making video their medium of choice and incorporating into their open enrollment communications strategy.” 

CircleHD is the first cloud-native enterprise video platform for employees and teams of any size. For more information about how we can help your organization implement video learning, schedule a demo.


Should You Choose a Learning Management System or Video Platforms for eLearning

eLearning constantly evolves to adapt to the changing needs of the organization and its learners. Once upon a time, a Learning Management System (LMS) was enough to handle all your training needs. But since video has become an integral part of corporate learning, the LMS deemed quite inadequate.

If you’re still contemplating whether getting a dedicated video platform is worth it, this list will help you decide.

Many Learning Management System’s are not designed to handle video requirements

Sure, there are LMS that support video but when it comes to features and functionality, they are very limited. Since LMS cannot support large video files, there are often bandwidth issues and no HD video capability. It also has compatibility issues with different devices and video conferencing tools. If you require on-screen video capture or live streaming of lessons, you’ll probably need a more powerful video platform.

A Learning Management System is not conducive to social learning

Video learning encourages collaboration and knowledge sharing among peers and colleagues. By recording and sharing his own video, an employee will be able to contribute his own inputs/feedback to the learning system. Retiring subject matter experts can also use video to capture their institutional knowledge which will be stored and be shared with generations of employees to come. An LMS won’t be enough to handle the creation and sharing of videos and therefore would limit your social learning potential.

A Learning Management System does not support video analytics

If you want a more comprehensive analysis of your employees’ viewing behavior, you’ll need an upgrade from your LMS. A separate video platform not only tracks whether a video is clicked but also whether the videos were watched until the end. Knowing at which part of the video the learners stop viewing will help course creators tweak the course content as needed.

A Learning Management System cannot build interactive video features

Games and other interactive features such as tests and quizzes make video courses more fun and engaging for learners. LMS cannot make these modifications due to its limited video support capabilities.  

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A Learning Management System is a good reliable platform for your corporate learning. But if your e-learning modules are heavy on video content, you might want to get a dedicated video platform. Not only will it be able to provide all your video requirements and customizations, but it also manages video-related issues way better.


4 Ways to Build An Effective Sales Onboarding Program

A new team member is always exciting. In order to create a successful future for them at your company, you’ll want to engage them right from the start with an effective sales onboarding program. One example of this is to implement a “pre-hire program”, which will feature everything they need to know about working with your company. This will set the foundation for their tenure with your company and give them a structured engagement model that will enhance productivity.

How can you set your sales onboarding program up for success? Let us count the ways:

Start Before Their Hire Date

Since your pre-hire program will set the stage for the rest of the onboarding schedule, you’ll want to get them engaged with the company before they even start. You’ll want to show them your company’s value and mission and this can be done before their first start date. You can provide them with things like a mentor, an introduction to the team, provide them access to group technologies and more. This way they are more familiar with their job even before they start.

Be Structured and Consistent

Meet that new hire’s expectations with consistency and structure. This can be done in a number of ways, such as giving them a welcome package, linking them with a mentor or doing icebreakers with the team so that they feel excited about working with your company. You want new hires to feel excited because they’ll be more effective at their sales goals.

Have a Team Mentoring Program

It can be daunting coming into a new sales team, which is why a formal mentoring program might be a good idea. Have them link up with a more experienced member of the sales them so that they can see what’s expected of them at the company. This will also accelerate their professional development and help get the accumulated with how things are done.

Have a Sales Onboarding Playbook

Creating one sales playbook will provide new hires with specific knowledge on things should go, including product knowledge, selling activities and approaches. Give them a detailed understanding on how the sales process goes within your company so they can easily follow it.