Five Ways in Which a Corporate Video Platform Can Promote Employee Engagement

We live in an age where businesses operate across multiple locations and timezones. As more employees adapt to a remote work environment, it is more important than ever that you can communicate with your teams effectively. The question remains: How can you communicate and ensure productivity clearly? A Corporate Video Platform can empower and engage your team, ensure a smooth onboarding process, and roll-out knowledge sharing sessions.

Five Ways in Which a Corporate Video Platform Can Promote Employee Engagement

Two women collaborating

1. Video Editing Capabilities to Create Engaging Onboarding Material

Findings indicate that enterprises with a standardized onboarding process experience 62% greater new hire productivity, along with 50% greater new hire retention. The existence of an established onboarding experience is vital to ensure retention – and a Corporate Video Platform can help organizations do so in a fashion that is cost-effective and efficient.

With a Corporate Video Platform, you can create video content to ensure that your new employees undergo an engaging onboarding experience:

  • Welcome Videos:
  • Training Videos
  • Department Overviews

The YuJa Enterprise Video Platform also offers fully integrated video editing capabilities that allow content creators to create professional and polished media content without the use of third-party applications.

Regardless of what videos your team decides to record, a Corporate Video Platform can ensure that new hires are provided the necessary content to ensure a smooth transition to your team.

2. A Media Management System Promoting Knowledge Sharing

Within an individual organization, information can be held by a handful of individuals. This can result in significant lags or delays during the day if it is not efficiently disseminated. Without proper knowledge sharing tools, this can lead to wasted time and productivity, as well as employee frustration. A Corporate Video Platform can provide your staff with the tools they need to effectively share information.

Workers in an office work space

A Corporate Media Management System accessible throughout your organization can facilitate knowledge sharing, as well as provide the tools needed to upload files, record presentations, share videos, and save video conferences. Information should be organized in logical ways, with powerful search tools that enable users to find what they need and when they need it. This can help empower your staff with the information that they need to do their jobs to the best of their ability.

3. Engagement with On-Demand Video Streaming

Whether you need to hold a team meeting or share company-wide financial results, on-demand video streaming accessible using hyperlinks are a great way to disseminate content across a large audience. In fact, according to Forrester Research, employees are 75% more likely to watch a video than read documents, emails, or web articles. A Corporate Video Platform keeps your employees up-to-date on the latest company news and announcements and with the YuJa Enterprise Video Platform, your organization has access to high-quality, secure video streaming across all device platforms.

YuJa’s optimized HD video pipeline and streaming also utilize bitrate technology to ensure the smoothest viewing experience. Further, in a remote working environment, allowing your staff to access meetings from anywhere can help organizations ultimately reduce travel and employee time. Whether you are looking to supplement online classes or facilitate employee onboarding, a Corporate Video Platform is an ideal tool suited for any industry.

In-video quiz feature

4. In-Video Quizzing Capabilities for Interactive Assessments 

With a Corporate Video Platform, digital-based quizzes help ensure that employees are engaging with all of your training and work-related content. In-Video quizzing capabilities also facilitate knowledge transfer and are much more efficient compared to quizzes conducted on paper. Your corporate trainers can analyze quiz results within minutes and receive actionable data from learners that provide the opportunity to create differentiated instruction.

5. Search-Inside-Video Capabilities

Assuming you are an organization that shares hundreds of on-demand content yearly, housing content within a traditional file structure can become a cumbersome process that can lead employees searching through months’ of content for a single file. By housing your digital content within a Corporate Video Platform that provides text-based search, stored content can be searchable by employees based on its topic and name, notes, comments, or video within minutes. Your media content can also be published to Corporate Media Channels which are easily accessible by staff on any device.

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Improve Employee Retention with Video Onboarding Strategies

Employee retention is an issue in many organizations. Reduced retention increases training costs and can have a significant impact on both productivity and morale. One of the ways organizations of all sizes can reduce employee turnover and increase retention–and employee satisfaction–is to improve employee onboarding. This allows employees to master necessary job tasks and skills more quickly, reduces frustration, and improves overall performance.

Understanding Onboarding

Many organizations confuse the process of employee orientation and employee onboarding. Orientation, or a one-time session introducing the company, policies, benefits and other information, is only one part of onboarding. Most organizations have effective employee orientation practices in place, but may not have well-organized onboarding available for various positions.

Onboarding is an ongoing training process that introduces the department, supervisors and co-workers. It includes training in any job systems and tasks, as well as mentorship with a more experienced employee, in many cases. The onboarding process should, depending upon the job, continue for some time–in some cases, around 90 days. In addition, effective onboarding provides regular opportunities for conversation with a manager. In essence, within all types of organizations, onboarding sets a new hire up for success, providing them the tools and training needed to do the job effectively. 

Creating an Onboarding Plan

Human resources departments often lead the way in planning employee onboarding. Ideally, onboarding may even begin before the hiring process starts, and should continue through the first months of employment.

  • Use an organizational website or print materials to share significant information about organizational culture with potential employees. If you attract the right employees, you will increase overall employee retention and can simplify the hiring process.
  • Provide legal forms and an employee handbook by email or postal mail prior to the employee’s start date. This can reduce the time spent on paperwork on the first day, and increase the time available to start onboarding.
  • Have the employee’s work area and computer ready; provide a simple list of answers to common questions prior to the first day. Depending upon the company, this might include parking and check-in information, scheduling information, an intranet user ID and password, and even information about how to find the bathroom.
  • Integrate line managers and other staff into the onboarding process. This may be a direct supervisor or a higher-ranking employee. Encourage engagement from experienced staff with new employees. 
  • Individualize onboarding where possible and appropriate. Different people respond differently, so you may find it helpful to ask about learning and management styles early in the onboarding process.

Video as a Tool for Onboarding

While some aspects of onboarding require in-person engagement, the video provides a valuable tool for onboarding during all aspects of the process. With video, you can effectively inform and prepare employees and reduce training time. 

Provide benefits information

Video is an ideal way to provide basic information on benefits, enrollment in health insurance and retirement plans, and payroll information. Depending upon the organization, you can even provide this information after hiring and prior to the start date to reduce the time and involvement required on the employee’s first day at work.

train employees on internal systems

Use video to provide training on internal systems used by many or all employees. This might be the company intranet or other systems exclusive to a single or a few departments. While some amount of hands-on training may still be needed, you can reduce the amount of training time required with video. In addition, video training can be made accessible for review and study as needed.

Use Video for ongoing training

Provide videos to build on learned skills or introduce other products, tools, or tasks. Video is an ideal tool for independent learning and provides the ability for employees to pace themselves on tasks. Assessment tools enable trainers and managers to check their mastery. 

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Using Video Capture to Improve Employee Onboarding

Effective employee onboarding helps to maximize productivity, reduce stress, and improve staff retention. In fact, employee onboarding is one of the best uses of HR teams, providing significant reward for both new employees and corporations or institutions. Well-executed onboarding leads to both increased profits and improved employee satisfaction.

Understanding Common Onboarding Strategies

Before you can think about modern onboarding or ways to improve, you need to identify typical onboarding strategies used in many companies.

Onboarding Goals

The goals of onboarding are relatively simple; companies wish to help employees adjust to the corporate culture, provide needed information for employees to do their jobs, and improve overall productivity of new hires. In companies that have devoted more time and attention to onboarding, the following goals may guide their onboarding processes.

Quality onboarding:

  • Aligns new hires to corporate themes, culture, and goals.
  • Provides self-sufficiency for new employees.
  • Increases employee satisfaction.
  • Builds a good image of your company.

Onboarding Flaws

Even well-designed onboarding programs can have some flaws, or fail at meeting all of their goals.

  • Employee onboarding is, at many companies, short. It may, at some companies, last only a day to a week. Even in industries with longer training periods, onboarding is rarely longer than a few weeks.
  • Onboarding programs may bore new hires or may fail to meet the needs of different types of learners.
  • Common onboarding strategies may not provide insights or information about the skills of new employees.

Implementing Pre-boarding in your Company

Onboarding often begins on the first day of work; however, more and more companies are introducing pre-boarding. In pre-boarding, a new hire received essential information before they begin, typically during the notice period at a previous employer.

Pre-boarding does not have to be intensive to be effective, and it doesn’t even need to be face-to-face.

  • Provide employees with information about where to go, who to see, and how their day will go before the first day. Make sure that details about parking, security, and the cafeteria are included. Video tours are an ideal way to share this with your new hires.
  • Take care of essential paperwork ahead of time. This reduces the work required on the first day and allows employees to move straight to more active onboarding. Online video tutorials are an effective support for this paperwork.
  • Make sure employees have the name and contact information for key staff, including their supervisors and human resources.

Pre-boarding can be done via email, online, or through video. You can even provide pre-boarding information on paper when an employee is hired.

Improving Onboarding for your Hires

Modern onboarding is moving out of the traditional classroom, and in new directions. Implementing some of these ideas can make onboarding more exciting for your employees, help them get on-target with productivity, and work to create a unified (and happy) corporate culture.

  • Skip the long lectures in class. Consider using short videos and increased amounts of discussion and activity, particularly when working with groups.
  • Game up your onboarding. Think about the activities used at corporate retreats to help people bond and form relationships and integrate those into your onboarding.
  • Extend onboarding. While it may not be practical to lengthen full-time onboarding, assigning new employees an experienced mentor who isn’t a supervisor provides them with additional support, learning opportunities, and the ability to excel.
  • Encourage open dialog and set up regular check-ins with new employees to make certain they’re adjusting well.

Good onboarding makes a difference for companies, for managers and for new hires. Setting up your new employees for success benefits everyone in the office, from the top down.

Using Flipped Learning for Employee Onboarding

Flipped learning turns the traditional learning model on its head. The classroom becomes a place for discussion and activities, while the lectures take place on-line, in the form of video learning content. Flipped learning is changing university and college classrooms across the country, but it can also reshape employee onboarding at large institutions and corporations, providing an efficient and effective way to get your employees up-to-speed and ready to perform well for your company.


Flipping Employee Onboarding

Flipping your employee onboarding takes a bit of preparation work, whether you’re planning on a single hire for a position or you’re filling multiple positions, as you might in a large-scale call center. The planning and preparation stage should involve your HR staff, any hiring-specific staff and departmental supervisors or managers.

  • Make a list of what the employee should know; skills, knowledge and information.
  • Figure out what you have available already, including printed materials, PowerPoint files, or other information.
  • Create new resources to guide your new employee or employees through the training process.
  • Provide new hires with access to these resources when they’re hired,  and before they begin. They can arrive on the first day with the basics in place, and be ready to move on to meeting new people and learning their job tasks in a hands-on way.

The Benefits of Flipped Onboarding for the Employer

While creating flipped onboarding materials does require a time investment, it’s an investment that pays off in a number of different ways for employers.

  • Reduced staff time devoted to new hires. Since your new hires are more prepared to begin their jobs, staff can spend less time onboarding.
  • Flipped onboarding materials are reusable. Once created, materials can be used by many different employees, and only require occasional updates as processes, procedures or tasks change.
  • Current staff can access materials to answer their own questions or can rely upon newly created onboarding materials when procedures or job skills change.

How Flipped Onboarding Supports Your New Hires

Regardless of whether it’s your first job or your tenth, the first day at a new job is a nerve-wracking experience. New employees often find themselves with a range of questions, ranging from “Where’s the bathroom?” to “Who do I report to?”. Flipped onboarding:

  • Increases employee confidence. They enter the building on their first day knowing some of what they need.
  • Supports their choice to take the job. In reviewing your flipped learning materials, they can see that you’re prepared and interested in helping them to succeed at your institution or company.
  • Reduces time spent on HR-related paperwork. With flipped learning, you can guide your new hires through the employee manual, and they can turn all HR paperwork in before they start.

Recorded Video for Employee Onboarding and Training

YuJa offers a smart way to manage employee onboarding or organizational socialization. Onboarding helps new hires at your company adjust to company expectations about performance and socialization quickly and easily. This improves employee success and retention and should be a priority for human resources departments at corporations and institutions of all sizes.

Female speaker giving presentation to group in conference room

Effective employee onboarding not only communicates information about a company, but also helps new hires to feel competent, comfortable and to become part of the team. There are two distinct types of onboarding: formal and informal. Formal onboarding is based on written guidelines and procedures, while informal onboarding relies upon casual on-the-job interactions.  While informal onboarding can supplement formal onboarding, formal onboarding provides more reliable, positive results for both companies and employees.

The Four Levels of Onboarding

The four levels of onboarding are sometimes called the four C’s: compliance, clarification, culture and connection.

  • Compliance is the lowest level and includes teaching employees basic legal and policy-related rules and regulations. When employees are provided with an employee handbook, and explanations about rules and regulations, this is an example of compliance onboarding.
  • Clarification refers to ensuring that employees understand their new jobs and all job-related expectations. This may include support by supervisors and co-workers. Clarification provides information about job tasks.
  • Culture is a broad category that includes providing employees with a sense of organizational norms— both formal and informal. Every company is different, and employees adjust best when they know and understand what is expected, behaviorally, in the company.
  • Connection refers to the vital interpersonal relationships and information networks that new employees must establish. Establishing connections supports teamwork, and helps employees to feel a sense of belonging.

How YuJa Can Help with Onboarding

While YuJa can’t take the place of some forms of onboarding, like personal connections with co-workers, it can help to support employee onboarding in several key ways.

  • Provide additional support for rules and policies with video-based learning. Videos created with YuJa lecture capture tools are an ideal way to teach employees about security policies, time off procedures, and how to clock or log in and out.
  • Teach common or shared job tasks using lecture capture tools. Employees can easily refer to these over and over again as they master tasks.
  • Show employees the company culture–share videos of events and activities to help new employees learn more about the company and get a better idea of who the employees are and how they interact.
  • Encourage the use of online social tools to help employees connect. If your company uses an internal system, be certain to train new hires. If not, YuJa provides a number of tools for social connection, including always-on video chatrooms, text-based chat and real-time discussions.

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