Videos are among the most effective communication tools in existence to improve employee engagement. They grab and hold people’s attention, and they’re often very memorable. Even videos with weak production values can have high entertainment and engagement value.
It’s no wonder that so many companies use videos to train staff members and share information. And the following video categories make for particularly enlightening clips.
Before you officially offer a position, you can show job candidates a pre-hire video. It provides a glimpse into your company’s environment and culture by depicting typical workdays. It should also list your rules and beliefs, including the fact that you operate without unions. Testimonials from current employees and customers can likewise illustrate your brand’s character.
A crisp video helps applicants make last-minute decisions. Does your workplace really seem like the right place for them? Do they suddenly realize they’d be a better fit elsewhere?
Once you hire someone, play your new hire video. Reiterate your benefits and basic expectations, and explain them further. Delve into the history and unique features of your brand. Just don’t go into too much detail since new employees have so much to learn.
This video should restate your union-free business model. You could explain how your company isn’t opposed to unions but has established this system for the welfare of all employees.
Another onboarding video is your company philosophy video. It should include information for and about every division in your organization.
Here, explain how your UnionProof culture works — a culture, be sure to mention, that your entire team endorses. Describe how your company makes decisions and how disputes are mediated. You might rely on open-door policies, after-hours meetings or other helpful methods. These are all great tools to improve employee engagement.
Each year, screen your benefits video for employees; you can invite their family members to come in and watch as well. It ought to describe your total compensation package and remind everyone how to take advantage of perks and benefits.
You might discuss how your human resources team can assist, which online forms to complete, how enrollment processes work and so on. In short, be as thorough as you need to be.
Finally, once or twice a year, workers and their families could view a company update video, one that’s full of news and testimonials. It can spell out your organization’s achievements during the past year and its goals for the year to come. Remind everyone, too, of the culture that makes your workplace so special to improve employee engagement.
The purpose of such a video is to inspire and make everyone feel included and valued. Thus, it can be a rousing way to start or conclude a meeting or a conference.
In the end, engaged employees are happier, more productive and likelier to stay with your company for a long time. And videos are great a great tool to improve employee engagement, delivering consistent messages and building a strong UnionProof organization. You can either film these yourself onsite or consider hiring a company proven to create videos that improve employee engagement.
What makes an outstanding employee onboarding video? Of course, the content is vital – you want to make sure your new hires get inspired and confirm that their decision to come on board was a great one. But what makes your orientation video really memorable and impactful? Is it a great customer testimonial? A strong narrative? Good production values? The truth is, it’s all of the above. Here are five examples of killer onboarding videos that optimize employee orientation.
Dunkin’ Donuts doesn’t rely on fancy graphics to get their message across. This simple onboarding video features franchise owner Scott Fanning, who introduces the Dunkin’ Donuts brand and explains to viewers what it’s really like to work for the company.
The video then incorporates reconstructions of several common customer service situations that new hires will find soon themselves in — serving food, communicating with customers, handling payments, etc.
Travel comparison website Trivago introduces viewers to its company culture with a behind-the-scenes look at its headquarters in Dusseldorf, Germany. This documentary-style onboarding video features a “day in the life” of new hires on their first day on the job. Essentially, new hires are watching new hires as they interact with each other and integrate into the company culture. Pieces-to-camera from members of staff punctuate the documentary footage.
The United States Environmental Protection Agency (EPA) uses a combination of on-screen graphics and pieces-to-camera to illustrate its values, objectives, and company culture. Clocking in at over seven minutes, this is one of the longest onboarding videos on this list, but it maintains the attention of viewers by explaining complicated concepts and legislation in an engaging manner.
The video is actually split into two parts: The first half explains why new hires should be proud to work for the organization, while the second half details how the agency operates.
Now for something completely different. Singapore-based software solution company Innocom Technologies has created an employee onboarding video that uses animation throughout. This colorful, creative clip features several animated slides that tell viewers about the company’s long-term strategic goals.
Innocom Technologies starts by declaring their company mission before introducing the current solutions they have incorporated into their business. Animated characters appear on screen as the company presents important information about its structure, core team, and core values. The video ends by asking viewers to contact a member of staff if they have any questions.
This onboarding video from the City of Edmonton covers a day in the life of their waste management department. With high production values, the video introduces new hires to the department’s various members of staff. It tells viewers what Waste Management Services does and what it plans to do in the future.
A narrator engages with the audience and speaks to them directly as if she were in the training room. “You’ll find out why waste staff go home at the end of each day and feel good about what they do. And soon, so will you.” With this onboarding video, the City of Edmonton has done the unthinkable. They’ve managed to make waste management exciting.
Pieces-to-camera, animation, voiceovers, graphics –the organizations above use various filming and editing techniques to introduce new hires to their company culture. These organizations all have one thing in common: They don’t skimp on production values.
Remember, your employee onboarding video could be the most crucial component of your orientation process and set the tone for an employee’s entire tenure. This is why you need to hire an experienced, professional employee communication company to produce a video that’s as good as any on this list.
Social media is no longer optional if you want to engage your employees and build your employer brand. Mobile devices are a primary source of information and communication for most Americans, and platforms like Facebook and Twitter are central to the mobile lifestyle. In short, if you aren’t on social media and you don’t have great social media video, your message isn’t being heard – and that inhibits your ability to attract top talent and retain your most highly-qualified workers.
While it is possible to connect with employees through text-based posts and long-form content, research shows that the most effective way to capture the attention of your audience is through images. When those images are delivered in the form of short, creative videos, you can count on a positive response. One study demonstrated that four times as many consumers would prefer to watch a video about a product than to read about it – and that preference extends to receiving all sorts of information, including your employer branding messages.
Perhaps the most important reason to communicate through social media video is the retention factor. Your employees are 65 percent more likely to remember your content after three days when it is presented in a visual format versus a text-based format. That means more time to consider your message and share it with colleagues, extending your reach dramatically.
Consider the benefits of a strong social media presence. Creative, engaging employer branding encourages job-seekers to become applicants, and it keeps current staff members connected with the company. Employers have successfully leveraged social media video to communicate with current and prospective employees about benefits, company culture, and social responsibility. Some even use this forum to encourage strong connections between management and the workforce, effectively discouraging unions from their attempts to stir discontent.
While it is possible to use the same social media video content across multiple platforms, your social media campaigns should include slightly different strategies for each of the popular sites. Differentiate your content based on the culture promoted by individual channels. These are the basics for today’s top social media platforms:
Getting started on social media doesn’t have to be complicated. Start with Facebook, then expand to other popular platforms. For more information on connecting with your employees through innovative, engaging social media videos, visit Projections, Inc.
Introducing the new workforce: Gen Z (aka iGeneration)! By the year 2020, this youngest generation of workers, Gen Z employees, will account for 20 percent of the workforce. Born during or after 1995, the eldest are 23 years old and are already working side-by-side with four other generations: millennials (Gen Y), Gen X, baby boomers and the silent generation. The oldest millennials are 38 years old, so Gen Z has multigenerational leaders, challenging your organization to develop effective and productive communication systems, leadership skills, and training and development programs.
Every generation has different perspectives about employment and careers, so it’s time for you to dive into understanding Gen Z employees in order to maintain successful HR practices that engage the whole workforce.
Just when you’ve finally learned how to successfully engage millennials, along comes Gen Z. As the first digital-native generation, millennials have driven significant changes in the workplace, from workplace design to embracing social responsibility. Gen Z employees are entering the workforce as employees who are even more comfortable with technology, but their perspective on and experience with technology tools are much different from earlier generations.
A Deloitte study created an informative picture of these young people. Gen Z is skilled with technology. Unlike millennials, they grew up moving rapidly across a variety of technologies — smartphones, tablets and laptops — and social media programs – Instagram, Snapchat, Facebook, etc. They are entering their careers at higher levels as most “typical” entry-level work is now automated.
Gen Z is very concerned about their ability to communicate and forge strong interpersonal relationships. This may be due to the fact that technology has negatively impacted their cognitive skill development, and they recognize that their social skills, like critical thinking and communication, are weak.
Gen Z absorbs information in small bites and is visually oriented. This has implications for your training and communication systems. Learning programs that deliver information in easily digested, intuitive modules are attractive to Gen Z employees. Adding soft skills development, such as problem-solving and leadership skills, to training and development can close technology-created gaps in communication skills. This begins with your onboarding program, which should initiate the education process for developing cognitive and communication skills — and continue through all your training programs.
You should use mixed training media that is visually stimulating, easy to access and use, flexible and available 24/7. Providing mobile access is critical to successful Gen Z training, and enables you to deliver continuous learning opportunities. Your managers will also need to hold in-person meetings to supplement the technology-based training and encourage Gen Zers to collaborate on designing work environments that enable people to work as teams, in person or through collaborative technologies.
Gen Z employees also value diversity and are attracted to employers who have similar values and will provide learning and experiential opportunities to work with people who have diverse backgrounds, origins and preferences. In this regard, they are quite similar to younger millennials. The Ernst & Young survey of Gen Z interns found that they prefer millennial managers over Gen X or Baby Boomer managers, likely because some of their perspectives intersect. Since it’s estimated that millennials and Gen Z employees will make up approximately 75 percent of the workforce by the year 2025, this will become a fact of life anyway.
Your leaders need skills that enable them to create a cohesive, collaborative workforce within the context of a culture that embraces diversity and innovation. Could anything seem more challenging from an HR perspective?
Managing and motivating a four- or even five-generation workforce that is growing younger and older at the same time requires leaders who can build respect and trust among them. With top-down support, it’s the front-line leaders who maintain a positive corporate culture and engage employees. You want to develop leaders who can identify and promote shared values across the generations, creating a bond. A good leader is accessible, helps each employee understand the importance of their role, holds people accountable, challenges employees to perform at their highest level and meets their unique needs. An effective leader understands generational differences and leverages that knowledge to engage employees.
For example, baby boomers prefer face-to-face communication and Gen Z needs to develop interpersonal communication skills. Millennials and Gen Z are deeply interested in working for organizations that are socially responsible. Millennials use social media to collaborate. Gen Z employees are natural collaborators and use social media to facilitate real world connections. Both baby boomers and Gen Z desire face-to-face meeting opportunities.
Do your leaders develop mixed-age collaborative teams? Are younger and older workers given opportunities to interact with knowledge sharing from both directions? Do your managers know how to leverage the differing generational motivations to engage all employees? Do your leaders understand the importance of personalized communication skills? Do they have inclusive skills that strengthen employee engagement among all employee generations? These are the kinds of questions you should be asking about your organization’s leadership skills now to develop positive employee relations in a multigenerational workforce.
Finding common ground to bring people together based on their preferences and needs in a productive manner promotes cohesiveness and creates a foundation for leading a multigenerational team. You can develop customized employee videos, web training and eLearning programs that deliver information in a desired format and leadership training programs that address connecting with and managing a multigenerational workforce.
A multigenerational workforce will be a fact of life for decades to come. Consider this: In 16 years, the oldest of Gen Alpha, the next generation, will be 21 years old and entering the workforce. Learning how to connect with a multigenerational workforce now will prepare your organization to engage all employees well into the future.