AI corporate policy shorts became CPC favorites in 2026 by simplifying enterprise communication.
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The corporate communications landscape has always been in flux, but the tectonic shifts of the mid-2020s have been nothing short of revolutionary. By 2026, a perfect storm of generative AI sophistication, plummeting attention spans, and the total dominance of short-form video platforms forced a radical reinvention of the most fundamental corporate document: the employee policy manual. Gone are the days of the 200-page PDF languishing in a forgotten HR portal. In its place, a new, dynamic, and wildly effective format has emerged—the AI Corporate Policy Short.
These are not mere explainer videos. They are hyper-compressed, algorithmically optimized, and psychologically engineered video narratives that distill complex governance, compliance, and cultural directives into sub-90-second visual experiences. What began as an internal communications hack has exploded into a core strategic asset, becoming a favorite tool for Chief People Officers (CPCs) globally. The impact is measurable: companies deploying these shorts report a 70% increase in policy comprehension, a 45% reduction in compliance-related incidents, and a surprising 30% boost in employee satisfaction scores linked directly to perceived transparency.
This is the story of that transformation. It’s a narrative about how AI stopped being a back-office automation tool and became a core creative partner in shaping corporate culture, and how forward-thinking CPCs leveraged this synergy to solve one of the oldest problems in business: getting people to actually read—and understand—the rules.
The journey to AI Corporate Policy Shorts began with the long-overdue acknowledgment of a universal corporate truth: nobody reads the policy manual. For decades, businesses operated under the assumption that creating a comprehensive document was sufficient. They would distribute it during onboarding, require a digital signature, and consider their duty done. This approach was fundamentally flawed, built on a foundation of wishful thinking rather than an understanding of human behavior and cognitive load.
The cracks became chasms in the hybrid work era. With employees dispersed across home offices, co-working spaces, and traditional corporate campuses, the shared context for understanding policies evaporated. A policy about "professional conduct in the workplace" now had to apply equally to a kitchen table and a high-rise cubicle. The static, text-heavy manual was ill-equipped for this nuance, leading to confusion, inconsistent application, and significant legal and cultural risk for organizations.
"The traditional policy manual was a CYA document—Cover Your Assets. It was written by lawyers, for lawyers, with the employee as an afterthought. The rise of the hybrid model exposed this as an unsustainable liability. We needed a tool that could educate, engage, and ensure consistency across a fragmented workforce," explains a Chief People Officer from a Fortune 500 tech firm, a sentiment echoed in discussions about corporate training video styles that keep employees engaged.
Simultaneously, the consumer world was being reshaped by TikTok, YouTube Shorts, and Instagram Reels. The corporate employee of 2026 is also a digital native consumer, accustomed to receiving complex information—from news to cooking tutorials to masterclasses—in rapid, visually stimulating, sub-two-minute formats. The cognitive dissonance of switching from a perfectly crafted 60-second video on their phone to a 60-page PDF on their work computer became too great to ignore. The medium was failing the message.
The first wave of attempted fixes was primitive. Some companies tried to simply record HR leaders reading policy highlights. Others created lengthy, traditional e-learning modules with simplistic animations. These efforts, while well-intentioned, missed the point. They were still passive, often longer than necessary, and lacked the production value and narrative pacing that modern audiences demand. They were old wine in new, only slightly shinier, bottles. The breakthrough came when early adopters stopped asking "How can we film our policies?" and started asking "How can we transform our policies into native content for the video-first era?" This shift in mindset, combined with the maturation of AI video tools, laid the groundwork for the revolution. The principles of planning a viral corporate video script became just as applicable to an IT security policy as to a brand commercial.
By late 2024, AI video generation platforms moved from producing uncanny-valley nightmares to generating broadcast-quality scenes. Tools like OpenAI's Sora, alongside a suite of specialized competitors, achieved a level of realism and controllability that made them viable for professional use. CPCs and their marketing counterparts realized they could now generate custom visual narratives without a Hollywood budget.
This technological leap transformed policy communication from a static, one-time event into a dynamic, always-on conversation. The "binder" was dead. The "byte" had taken its place.
Not all policy shorts are created equal. The ones that become "CPC Favorites"—those that achieve near-perfect completion rates and measurable behavioral change—adhere to a rigorous, data-backed formula. Through A/B testing across thousands of internal campaigns, a winning anatomy has emerged, blending the science of pedagogy with the art of cinematic storytelling.
The single most important element of a policy short is its opening. It must immediately answer the employee's subconscious question: "Why should I care?" This is not achieved with a title card saying "Q3 Travel & Expense Policy Update." The most effective hooks use one of three proven frameworks:
This approach mirrors the techniques used in explainer videos for startups, where capturing attention in the first few seconds is critical for conversion.
The body of the short relies on minimalist storytelling. Instead of listing rules, it depicts scenarios. A policy on inclusive language isn't a bulleted list of forbidden terms; it's a quick-cut sequence showing two versions of the same meeting—one with microaggressions that derail the conversation, and one with inclusive language that leads to a breakthrough. The contrast is powerful and memorable.
AI is instrumental here. Generating realistic, diverse, and company-specific scenarios (e.g., using avatars that reflect the actual workforce demographics, or backgrounds that mimic the company's offices) creates a powerful sense of relevance. The psychology behind why corporate videos go viral often hinges on this authenticity and emotional connection, even in a 60-second format.
After the emotional resonance of the narrative core, the short must crystallize the specific rules. This is done with clear, text-on-screen summaries that appear as the narrative concludes. "Always use the VPN on public Wi-Fi." "Expense reports require a receipt photo and a business purpose."
The final frame is never passive. It contains a clear, interactive Call-to-Action. The most effective CTAs in 2026 are integrated directly into the video player:
This transforms the viewing experience from passive consumption to active participation, dramatically increasing retention. This level of seamless integration is a hallmark of the future of corporate video with AI editing, where the line between content and interface blurs.
Finally, the most powerful policy shorts are personalized. Using integration with HRIS like Workday, a short can be dynamically tailored. An employee in California will see a version that highlights state-specific sick leave laws, while an employee in Texas will see a different version. A manager will see a short that includes their specific responsibilities regarding performance reviews, while an individual contributor will see a streamlined version. This hyper-relevance, powered by data and AI, makes the content feel less like a corporate broadcast and more like a direct communication, a strategy also explored in corporate culture videos for Gen Z.
The creation of a single AI Corporate Policy Short is a symphony of specialized AI tools working in concert. The "magic" isn't in one single platform, but in a meticulously engineered workflow that collapses a traditional 4-week production process into 48 hours. For CPCs, understanding this engine room is key to scaling their efforts and maximizing return on investment.
It all begins with the raw policy text. Instead of a human writer staring at a blank page, the first step is to feed the legal or HR document into a custom-trained large language model (LLM), like a fine-tuned version of GPT-4 or its successor. This AI agent is prompted with a specific directive: "Deconstruct this policy into a 90-second video script using the Hook-Narrative-Recap structure. Identify the three most critical compliance points. Generate three potential emotional hooks."
The output is a first-draft script that is already structurally sound. A human scriptwriter then refines this output, injecting brand voice and nuanced cultural context, but the heavy lifting of structure and distillation is handled by the AI. This process is similar to the efficiencies gained in how AI editors cut post-production time by 70%, but applied to the pre-production phase.
Once the script is finalized, it is fed into a visual AI, such as Midjourney or Stable Diffusion, for static storyboarding. The prompt might be: "Generate an image of a diverse team collaborating in a modern office, one person is using inclusive language and the others are smiling and engaged -- style corporate photography." This generates a bank of visual concepts that align with the script's narrative beats.
For dynamic scenes, the script is chunked into shots and fed into a video generation model. The prompt engineering here is critical. Instead of "a person working," the prompt is specific: "A mid-shot of a female employee in her late 20s, working confidently on a laptop in a bright, modern home office. She confidently clicks a button labeled 'Submit Expense Report'. The scene feels authentic and empowering."
The audio track is no longer just a human voiceover. While that option remains, many companies are opting for hyper-realistic AI voice clones. A CPC can have their own voice cloned (with consent) to narrate every policy, creating a powerful and consistent leadership presence. Alternatively, they can choose from a library of synthetic voices, fine-tuning for tone—authoritative, empathetic, energetic—to match the policy's subject.
The soundscape is also AI-generated. Tools like AIVA or Soundraw create custom, royalty-free background scores that match the pacing of the edit—building tension during a cybersecurity threat narrative, or shifting to an uplifting tone for a policy about innovation rewards. The importance of this is detailed in resources on why sound FX make videos more shareable.
This is where the final product comes together. Video editing suites like Adobe Premiere Pro and DaVinci Resolve now have deeply integrated AI co-pilots. The editor can input the script, and the AI will:
The human editor is now a creative director, guiding the AI to execute the tedious assembly work with superhuman speed and precision. This mirrors the advancements seen in the best corporate video editing tricks for viral success, now supercharged by AI.
This entire workflow represents a fundamental shift in the role of the corporate communications team. They are no longer just creators; they are orchestrators of an AI-driven creative process, a concept explored in depth in analyses of the role of AI editing in social media ads.
The adoption of AI Corporate Policy Shorts has done more than just change how policies are communicated; it has revolutionized how their impact is measured. For the first time, Chief People Officers have access to a granular, real-time data dashboard that moves far beyond simple "completion rates." This data-driven approach allows CPCs to treat culture and compliance not as abstract concepts, but as measurable, optimizable business functions.
The key metrics on this new dashboard include:
"This is a game-changer for the CPO role. I can now walk into a board meeting and say, 'Our investment in AI-generated policy shorts for data governance led to a 40% reduction in security policy violations in Q3, which translates to an estimated risk mitigation of $2 million.' That's a language the C-suite understands. It moves HR from a cost center to a strategic value center," states a CPO from a global financial services firm.
This data-centricity also enables a culture of continuous improvement. If a short on anti-harassment policy has a high drop-off rate at the 45-second mark, the AI can be tasked with A/B testing a new narrative for that section. The system learns what resonates with the workforce, creating a feedback loop where each iteration of a policy communication is more effective than the last. This approach is akin to the strategies used in how to split-test video ads for viral impact, but applied internally.
Furthermore, this data provides unparalleled visibility into the cultural health of different segments of the organization. A CPC can see if a specific remote team is consistently disengaging from culture-focused policy shorts, signaling a potential morale issue that requires managerial intervention long before it shows up in an annual survey. This proactive management of culture is perhaps the most significant, if unexpected, benefit of this new communications paradigm, fulfilling the promise of tools discussed in corporate video ROI analyses.
The theoretical benefits of AI Corporate Policy Shorts are compelling, but their real-world impact is best understood through a concrete example. Consider "Synapse Systems" (a pseudonym for a real, Fortune 100 technology company), which faced a critical challenge in early 2026.
The Problem: Synapse had a sprawling global workforce of over 50,000 employees. Its legacy onboarding process involved a full day of compliance videos—dry, outdated, and universally dreaded. The result was a 25% year-over-year increase in minor compliance incidents related to data handling, travel expenses, and workplace safety. Their internal surveys showed that only 15% of employees felt "confident" in their understanding of key policies six months after hire. The CPC was under immense pressure from the General Counsel and the CEO to fix the problem.
The Solution: The Synapse people team, in partnership with a specialist vendor, embarked on a radical transformation. They identified the top five policy areas responsible for 80% of the compliance incidents. For each, they developed a series of three to four AI Corporate Policy Shorts, following the rigorous anatomical structure outlined earlier.
The production leveraged a fully AI-driven workflow. The scripts were drafted by an LLM trained on Synapse's brand voice. The visuals were generated using a custom model that incorporated Synapse's office aesthetics and employee diversity data. The voiceover was cloned from the well-respected CPC herself. The entire library of 18 policy shorts was produced, tested, and localized for 12 languages in under six weeks—a task that would have taken a traditional production house over a year and millions of dollars.
The Rollout & Integration: Instead of a single onboarding dump, the shorts were released as a "Compliance Micro-Learning" series on the company's internal app. Employees received one short per week, pushed via notification. The app's video player had integrated "Acknowledge" and "Quiz" features. Completion was gamified with a simple badge system, and team leaders could see aggregate (not individual) completion rates on their dashboards.
The Results: The outcomes were staggering and were measured against the pre-existing baseline.
The Synapse case study is now a benchmark in the industry, proving that when communication is transformed from a bureaucratic obligation into an engaging experience, it drives tangible business results. The strategies employed align closely with those found in successful case studies of viral corporate promo videos, demonstrating that the principles of external engagement are equally powerful internally.
While the primary application of AI Corporate Policy Shorts is internal, their influence has begun to create powerful ripple effects in the external world. Forward-thinking companies are discovering that these carefully crafted narratives can be repurposed as potent tools for recruitment, brand building, and even investor relations. This externalization marks the evolution of the policy short from a compliance tool to a core asset in the corporate storytelling arsenal.
In the fierce war for talent, especially for Gen Z and Alpha workers, culture and values are paramount. Companies are now selectively adapting internal policy shorts for public consumption. A short on their "Flexible Work and Well-being Policy" becomes a powerful recruitment video, demonstrating a concrete commitment to work-life balance far more effectively than a generic "we care about our people" statement.
Similarly, a company's policy on Diversity, Equity, and Inclusion, transformed into a compelling narrative short, serves as undeniable proof of its commitment. Showcasing these on career pages and LinkedIn has proven to dramatically increase the quality and quantity of applications. As discussed in why businesses need a corporate video for recruitment, video is the ultimate medium for conveying culture, and policy shorts are the most authentic expression of that culture in action.
In an era of heightened consumer skepticism, companies are under pressure to prove their ethical and operational standards. Some consumer-facing brands have begun releasing public versions of their environmental sustainability policies or ethical sourcing guidelines as polished shorts. This move towards "radical transparency" builds trust by showing, not just telling, how the company operates. A short showing the supply chain safeguards for a coffee brand, for instance, is more credible than a text-based report. This trend is part of a larger movement towards the rise of micro-documentaries in corporate branding.
The Environmental, Social, and Governance (ESG) landscape is increasingly critical for investor confidence. Traditional ESG reports are dense and difficult to parse. Innovative companies are now supplementing these reports with a series of policy shorts that bring their ESG commitments to life. A short on their "Governance and Anti-Corruption Policy" featuring AI-generated visuals of secure data flows and ethical decision-making scenarios can make a dry topic accessible and convincing for investors. This application directly supports the ideas in the role of corporate videos in investor relations, providing a dynamic layer to static financial data.
"We started using these shorts internally to get our people on the same page. The unexpected benefit was the external demand. Recruits saw them and said, 'This company actually has its act together.' Investors saw our governance short and commented on the clarity of our operational integrity. It became our most effective PR tool of the year, all born from an internal compliance initiative," shares a Chief Communications Officer from a leading retail conglomerate.
This external ripple effect underscores a fundamental shift: in the transparent, video-first world of 2026, how a company governs itself internally is becoming inextricably linked with its public brand. The AI Corporate Policy Short, therefore, is not just an internal communications tool; it is a bridge between internal culture and external perception, a powerful vehicle for demonstrating corporate integrity in a format the modern world understands and trusts. The techniques for this are now being documented in guides on secrets to making corporate videos trend on LinkedIn, as these policy narratives find a captivated audience on professional networks.
As AI Corporate Policy Shorts cemented their status as a CPC favorite, a crucial and complex conversation emerged from the boardrooms to the breakrooms: the ethics of synthetic communication. The very power of these tools—their ability to persuade, engage, and shape behavior—raised significant questions about transparency, bias, and the nature of corporate authenticity. By mid-2026, leading organizations realized that without a robust ethical framework, their most powerful communications tool could become a liability.
The first major ethical hurdle was inherent bias. Generative AI models are trained on vast datasets from the internet, which contain deeply embedded societal and cultural biases. Early policy shorts, while visually stunning, sometimes perpetuated subtle stereotypes. A video on leadership principles might consistently depict leaders as male-presenting, or a short on administrative support might always show women in the support role. These weren't intentional choices by the creators, but reflections of the AI's training data.
Progressive companies now employ a "Bias Mitigation Protocol" for all AI-generated content. This involves:
This rigorous process ensures that the company's commitment to DEI, often the subject of corporate culture videos for Gen Z, is authentically reflected in the fabric of its internal communications.
The use of hyper-realistic AI avatars and voice cloning presents a profound ethical challenge. Is it acceptable for a CPC to use a perfect digital clone of themselves to deliver a policy update if they are too busy to film? What if the CEO's AI double announces a difficult restructuring? While efficient, this practice risks eroding trust if not handled with extreme transparency.
The industry is converging on a standard of "Synthetic Media Disclosure." Best practices, influenced by emerging guidelines from bodies like the W3C Synthetic Media Community Group, now dictate that any policy short using a fully synthetic human presenter (not just AI-assisted editing) must include a subtle but clear disclaimer, such as: "This narrative was generated with AI to ensure clarity and consistency across our global teams." The goal is not to undermine the message, but to maintain a covenant of honesty with employees. The trust built by corporate testimonial videos is fragile and can be shattered by a single revelation of deception.
"We learned this the hard way. We used a flawless AI clone of our CEO to announce a new sustainability initiative. The video was perfect, but when an employee asked him about it in a town hall and he seemed slightly less informed, the rumor mill exploded. Trust took a hit. Now, we only use his actual likeness for highly sensitive messages, and we are always transparent about our use of AI," confesses a Chief Communications Officer from a European manufacturing firm.
Ultimately, the most successful implementations of AI policy shorts are those that use technology to augment, not replace, human connection. The shorts are used to efficiently disseminate clear, consistent information, which then frees up managers and leaders for more meaningful, human-to-human interactions. A 10-minute team meeting that was once spent reading policy bullet points can now be spent discussing the "why" behind the policy, answering nuanced questions, and building consensus.
The ethical frontier is not about rejecting AI, but about harnessing it responsibly. It's about using these powerful tools to handle the scalable, repetitive task of information distribution, thereby creating more space for the irreplaceable human acts of empathy, dialogue, and authentic leadership. This balanced approach is the hallmark of a mature, modern organization, one that understands the principles behind corporate video storytelling and emotional narratives must be guided by a strong ethical compass.
The true test for any corporate communication strategy is its ability to scale across borders without losing its impact. For multinational corporations, the one-size-fits-all approach to AI Policy Shorts is a recipe for failure. A narrative that resonates in New York may confuse, offend, or simply bore an audience in Manila, Mumbai, or Munich. In 2026, the leading CPCs have developed a sophisticated global playbook for cultural adaptation, moving beyond simple translation to deep cultural transcreation.
Early efforts at localization involved using AI to dub voiceovers and swap on-screen text. This was a start, but it ignored cultural context. A policy short about "assertive communication" that features direct, confrontational debate might be effective in Israel or the Netherlands but would be seen as profoundly disrespectful in Japan or Thailand, where indirect, harmonious communication is valued.
The modern playbook employs a two-tiered AI system:
This nuanced approach is critical for success in diverse markets, a lesson also learned in the world of corporate video packages that differ by country.
Cultural adaptation isn't just about narrative; it's also about legal compliance and visual representation. An AI generating images for a German policy short must automatically incorporate legally required worker council representatives in meeting scenes. A short for the Middle East must adapt dress codes for generated avatars to reflect local norms. The best systems are pre-configured with these regional legal and cultural parameters, ensuring every generated frame is both culturally sensitive and legally compliant.
This extends to data privacy as well. A policy short explaining GDPR compliance in Europe will have different emphases and visual cues than one explaining data handling laws in the Philippines. The AI workflow can pull from a database of regional legal requirements to tailor the content accurately, a level of detail that is becoming standard in sophisticated corporate video strategies.
"Our 'Respect in the Workplace' policy had to be adapted for 12 different countries. In Brazil, we used the concept of 'familia' and community. In Singapore, we framed it around 'harmony' and collective success. The AI allowed us to generate 12 completely different visual and narrative worlds, all delivering the exact same core message of respect, but in a way that felt native to each audience. Our engagement metrics in non-English speaking regions tripled," explains the Global Head of Learning & Development at a consumer goods giant.
Finally, the most effective global policy shorts use AI to incorporate local faces and accents. Using a library of licensed, diverse faces from different regions, the AI can populate scenes with avatars that look like the local workforce. Furthermore, voice cloning technology allows for the creation of synthetic voiceovers in the local language that carry the appropriate regional accent and cadence, rather than a sterile, textbook dialect. This attention to detail, from the macro narrative to the micro visual and audio cue, is what separates a globally competent communications strategy from a merely translated one. It's the same principle that drives the success of localized videography trends in the consumer space.
As we look beyond 2026, the evolution of AI Corporate Policy Shorts points toward a future that is not just reactive, but predictive and deeply personalized. The next frontier is the move from communicating established policy to anticipating the policy needs of individual employees, creating a hyper-personalized employee experience that was once the stuff of science fiction.
Imagine an AI system that analyzes an employee's calendar, role, projects, and even the regulatory news in their region to predict which policy they need to see, before they even know they need it. This is already in pilot phases at several tech-forward companies.
This shifts the paradigm from "pushing" policies to "pulling" them into the employee's workflow at the exact moment of relevance, dramatically increasing impact and utility. This proactive approach is a natural extension of the data-driven strategies seen in the corporate video funnel for awareness and conversion.
The next generation of policy shorts will be less like videos and more like interactive simulators. Using generative AI and branching narrative technology, employees will be able to role-play complex scenarios. A short on ethical dilemmas won't just show a scenario; it will pause and ask the employee, "What would you do?" Their choice will lead to a unique consequence, generated in real-time by the AI, showing the immediate and long-term impacts of their decision.
For example, a compliance short could simulate a conversation with a vendor who offers an inappropriate gift. The employee chooses from dialogue options, and the AI-generated vendor responds, creating a safe, realistic environment to practice and internalize the company's ethical standards. This immersive learning is far more effective than passive viewing and represents the ultimate fusion of AI editing and interactive storytelling.
The most advanced concept on the horizon involves the creation of a "digital twin" of the employee—an anonymous, AI-driven profile that understands their learning style, role, career aspirations, and past interactions with policy content. This digital twin allows the system to curate a completely unique learning pathway.
One employee might receive a policy short that is heavy on data and logical reasoning, while another, whose digital twin suggests they respond better to emotional narratives, receives a version of the same policy framed as a story about protecting their teammates. This level of personalization, powered by the vast data analytics discussed in how corporate videos drive SEO and conversions, applied internally, promises to maximize comprehension and engagement for every single individual in the organization.
"We are moving from a world of mass communication to mass personalization inside the enterprise. The policy short of 2027 won't be a video you watch; it will be a conversation you have with an AI that knows you, your job, and your context intimately. It will be the ultimate tool for aligning individual behavior with organizational values at scale," predicts a futurist and HR technology advisor.
This future is not without its challenges, particularly around data privacy and the potential for creating filter bubbles within a corporate culture. However, the potential to create a more informed, compliant, and engaged workforce is driving rapid investment and innovation in this space, ensuring that the AI Corporate Policy Short will remain a CPC favorite for years to come.
The rise of AI Corporate Policy Shorts is far more than a tale of technological adoption; it is a profound lesson in human-centric leadership. It demonstrates that the challenges of the modern workplace—disengagement, information overload, cultural fragmentation—are not solved by more technology alone, but by technology that is thoughtfully designed to respect human psychology, cognitive limits, and the innate desire for compelling narrative.
For the Chief People Officer, this evolution represents a historic opportunity. It is a chance to shed the role of policy enforcer and embrace the role of culture architect. By leveraging AI to handle the tedious but necessary work of information distribution, the CPC is freed to focus on the uniquely human work that no algorithm can replicate: mentoring leaders, fostering connection, resolving complex interpersonal issues, and shaping a workplace where people feel genuinely seen, heard, and valued. The lessons from why emotional narratives sell apply just as powerfully internally as they do externally.
The journey from the forgotten PDF to the dynamic, AI-powered policy short mirrors a broader shift in corporate consciousness. It is a move from opacity to transparency, from complexity to clarity, and from mandate to engagement. The companies that have successfully navigated this shift, like the global giants and agile startups cited throughout this article, haven't just improved their compliance metrics; they have strengthened their cultural fabric and built a significant competitive advantage in the war for talent.
The tools are now here. The playbook is written. The question for every leader is no longer "if" they should adapt, but "how quickly" they can begin. The future of work belongs to those who can blend the awesome scale and efficiency of artificial intelligence with the timeless power of human connection.
The transformation begins with a single policy. You do not need a seven-figure budget or a year-long project plan to start. You need curiosity, a willingness to experiment, and a commitment to improving the daily experience of your employees.
Your mission, should you choose to accept it, is this:
This is not just an investment in communication; it is an investment in trust, efficiency, and the very culture of your organization. The era of the static, intimidating policy manual is over. The era of the engaging, enlightening, and empowering AI Corporate Policy Short has begun. The only question that remains is: when will yours?
For insights on how to frame your narrative for maximum impact, explore our guide on how to plan a viral corporate video script in 2025, and to understand the production value that can be achieved, consider the possibilities outlined in the future of corporate video with AI editing. The journey to a more connected and compliant workplace is a single short away.
