Last school year, my daughter had a school project that required making a complex craft model. Like many parents, I turned to video tutorials. We found the perfect step-by-step video online. With clear instructions, visuals, and even a few pauses for us to catch up, we were able to complete the project together—and honestly, it felt like a mini accomplishment for both of us. The beauty of the video was how it broke everything down into simple, manageable steps, which made the task so much easier than I first imagined.
That experience reminded me of how similar video-based learning is in the workplace. Whether it’s mastering a new tool or brushing up on a process, video makes learning accessible, engaging, and efficient. But video-based eLearning is evolving far beyond just tutorials. In this article, we’ll explore the latest trends shaping video-based eLearning and how your organization can leverage them to stay ahead of the curve.
Interactive videos transform traditional learning videos into dynamic, participatory experiences. Unlike passive videos, which require learners only to watch, interactive videos involve the learner in the content through clickable elements, decision-making scenarios, quizzes, and more. This interactive layer adds a dimension of engagement that traditional videos lack, making learning more immersive and effective.
As learners become more accustomed to interactive digital experiences, the demand for interactive videos in eLearning is growing. Organizations are increasingly adopting this format to improve learner engagement and outcomes. Interactive videos are particularly useful in scenarios where critical thinking and decision-making skills are essential. By allowing learners to interact with the content, these videos make learning more personalized and relevant.
Interactive videos offer several benefits, including:
As I’ve previously posted, microlearning is a training strategy that delivers content in small, manageable segments, often focused on a single learning objective. In video-based eLearning, microlearning typically involves short videos—often less than five minutes—that cover specific topics or skills. This format is designed to meet the needs of today’s busy professionals who require quick, focused learning experiences.
As work environments become increasingly fast-paced, employees have less time for lengthy training sessions. Microlearning videos cater to this need by providing concise, relevant content that can be accessed anytime, anywhere. The trend towards microlearning is driven by the need for flexibility and the demand for learning experiences that fit into the flow of work.
Microlearning videos offer several advantages:
To maximize the effectiveness of microlearning videos:
LinkedIn Learning offers a vast library of microlearning videos covering a wide range of business skills. Their short, focused videos allow professionals to upskill quickly, with content that is easily digestible and directly applicable to their roles.
Artificial Intelligence (AI) is playing an increasingly important role in personalizing the eLearning experience. AI algorithms analyze learner data—such as past interactions, performance metrics, and content preferences—to deliver tailored video content. This personalized approach guarantees that each learner receives the most relevant and effective training.
Personalization has become a key focus in eLearning, driven by the recognition that one-size-fits-all training is often ineffective. AI enables organizations to move beyond generic content, offering video-based learning experiences that adapt to individual needs and learning styles. This trend is particularly valuable in large organizations where learners have diverse backgrounds and job roles.
Personalized video content offers several benefits:
Coursera leverages AI to personalize the learning experience for each user. The platform recommends video content based on a learner’s history, preferences, and performance, ensuring a customized learning journey that meets individual needs.
Social learning, which involves learning through observation, interaction, and collaboration with others, has always been a powerful way to acquire knowledge. In the digital age, video platforms are facilitating social learning by enabling employees to create, share, and discuss video content within their organizations.
User-generated video content is gaining traction as organizations recognize the value of tapping into the collective knowledge of their workforce. Employees are encouraged to create videos on topics they are passionate about or areas where they have expertise, which are then shared across the organization. This approach not only fosters a culture of continuous learning but also democratizes knowledge, making it accessible to everyone in the organization.
Social learning through video offers several benefits:
Yammer, Microsoft’s enterprise social network, is an excellent tool for facilitating social learning through video. Employees can create and share video content, participate in discussions, and collaborate on projects, making learning an integral part of daily work life.
Virtual Reality (VR) and Augmented Reality (AR) are two of the most exciting developments in video-based eLearning. These technologies create immersive learning environments where learners can interact with content in ways that are not possible with traditional videos. VR allows learners to enter fully virtual environments, while AR overlays digital information onto the real world.
As VR and AR technology becomes more affordable and accessible, more organizations are incorporating these tools into their training programs. VR and AR are particularly valuable in industries that require hands-on training, such as manufacturing, healthcare, and engineering. By simulating real-world scenarios, these technologies provide learners with practical experience without the risks or costs associated with real-life practice.
VR and AR offer several benefits:
While VR and AR offer significant benefits, they also present challenges:
Strivr is a leader in VR-based training solutions. Their platform is used by major companies like Walmart and Verizon to train employees in realistic, immersive environments. For example, Walmart uses Strivr’s VR training to prepare employees for Black Friday, simulating the chaotic and fast-paced environment to help them practice handling high-pressure situations.
In the age of big data, analytics has become a critical component of eLearning. Enhanced analytics tools allow organizations to track and analyze learner behavior, assess content effectiveness, and measure overall program performance. This data-driven approach is essential for continuous improvement and demonstrating the ROI of training programs.
As organizations increasingly rely on eLearning, the need for sophisticated analytics tools has grown. These tools provide detailed insights into how learners interact with video content, enabling organizations to optimize their training programs. Analytics can reveal patterns in learner behavior, identify content that needs improvement, and measure the impact of training on business outcomes.
Enhanced analytics offer several advantages:
Mindsmith is an eLearning tool designed to help organizations create, manage, and distribute video-based learning content efficiently. Here’s how Mindsmith supports the trends discussed above:
As I learned while working on my daughter’s school project, a clear, engaging video can make even the most complex tasks manageable and enjoyable. The same principle applies to video-based eLearning in the workplace. Whether it's mastering a new tool or training employees for real-world scenarios, video offers a flexible, effective, and scalable way to learn.
By staying informed about trends like interactive videos, microlearning, AI-driven personalization, and immersive VR/AR experiences, HR professionals can ensure their organizations remain competitive and effective in employee development. With the right tools, like Mindsmith, you can create dynamic, engaging training programs that not only educate but inspire.
