Why Corporate Onboarding Videos Are Your Most Powerful Weapon Against Employee Churn

The first day at a new job is a symphony of quiet anxieties. The unfamiliar hum of the office, the maze of desks, the daunting stack of HR forms, and the overwhelming pressure to remember a dozen new names and faces. For many new hires, this initial experience sets a powerful, often unshakable, tone for their entire tenure. In an era where the cost of replacing an employee can range from 50% to 200% of their annual salary, the battle for retention is won or lost in the first 90 days. Traditional onboarding—a chaotic blend of paperwork, disjointed presentations, and information overload—is failing. But a strategic, scalable, and deeply human solution is emerging from the digital fray: the corporate onboarding video.

This isn't about dusting off the old VHS tape from the 90s featuring a grainy CEO. This is about a fundamental re-imagining of the employee's first touchpoint with your culture. It's about leveraging the visceral power of sight, sound, and story to transform anxiety into belonging, confusion into clarity, and hesitation into commitment. When executed with precision, a modern video onboarding program does more than just inform; it integrates, inspires, and inoculates your organization against the costly epidemic of early-stage turnover. This deep dive explores the multifaceted psychological, operational, and cultural mechanisms through which a strategically deployed video library doesn't just reduce churn—it builds a foundation of loyalty that pays dividends for years to come.

The Psychological Power of First Impressions: Cementing Belonging from Day One

The moment a candidate accepts your offer, a critical psychological clock starts ticking. The period between signing and starting is fraught with "buyer's remorse," where doubts can fester and competing offers can suddenly seem more appealing. A structured pre-boarding video series can effectively combat this. Instead of a communication blackout, sending a warm "Welcome to the Team" video from a future colleague or manager personalizes the organization and begins the process of social integration before the employee has even set foot in the door.

This taps into fundamental principles of social psychology, specifically the concept of Social Identity Theory. We derive part of our self-esteem from the groups to which we belong. Onboarding videos are a potent tool for fast-tracking this group identification. Seeing and hearing from future teammates in a candid, well-produced format—not a stiff, corporate script—allows new hires to visually and emotionally place themselves within the social fabric of the company. This moves them from being an outsider ("I work for them") to an insider ("I am one of them") at an accelerated pace.

Consider the alternative: a new hire's first day is a barrage of legal documents, dry policy manuals, and a firehose of names they won't remember. It's impersonal, overwhelming, and reinforces their status as an outsider. A video-centric approach, however, can create an immediate emotional connection. A cinematic-style video showcasing the company's mission, its impact on real customers, and authentic testimonials from employees creates a powerful "why." It answers the fundamental question every new hire subconsciously asks: "Did I make the right choice?"

This emotional resonance is critical for combating early attrition. A study by the Harvard Business Review found that employees who have a positive onboarding experience are 69% more likely to remain at a company for three years. Video is uniquely suited to create this positivity because it engages multiple senses and can convey nuance, enthusiasm, and authenticity in a way a PDF never could. By making new hires feel valued, understood, and part of a shared mission from the very beginning, you are laying a psychological bedrock of loyalty that dramatically reduces the likelihood they will seek belonging elsewhere. For more on creating authentic content that builds this connection, explore our insights on AI sentiment-driven reels and how they can humanize corporate messaging.

Standardizing the Message, Scaling the Culture: Eliminating Onboarding Inconsistency

In a growing organization, the onboarding experience can vary wildly depending on the manager, the department, or even the day of the week. One new hire might receive a comprehensive, welcoming introduction, while another is left to fend for themselves with a login and a prayer. This inconsistency is a silent killer of culture and a direct contributor to churn. It creates inequitable employee experiences and can lead to misunderstandings about core company values, policies, and expectations.

A library of onboarding videos acts as a single source of truth. It ensures that every single employee, regardless of location, role, or manager, receives the same foundational message about what the company stands for. Key components of a standardized video library include:

• CEO & Leadership Welcome: A consistent, inspiring message about the company's vision, mission, and core values from the top.
• Company History & Culture Code: The story of the company's founding and the non-negotiable behaviors that define its culture.
• HR & Compliance Fundamentals: Clear, engaging explanations of benefits, code of conduct, and safety protocols. This is where tools like AI compliance micro-videos can transform dry topics into digestible, memorable content.
• Department Introductions: Videos from each department head explaining their team's role and how it contributes to the overall company goals.

This standardization does not strip away personalization; it enables it. By offloading the foundational, repetitive information to video, managers and HR business partners are freed from delivering the same presentation for the tenth time. Their time and energy can then be redirected to what truly matters: high-touch, personalized interactions. They can focus on having meaningful one-on-one conversations, facilitating team introductions, and addressing role-specific questions. This blend of scalable consistency and freed-up human capital creates an onboarding experience that is both efficient and deeply personal.

Furthermore, this approach is future-proof. For remote and hybrid teams, a video library is not just an advantage; it's a necessity. It ensures that an employee in a different time zone or country receives the same cultural immersion as someone at headquarters. This eliminates the "two-tier" culture that can develop between central and satellite offices, fostering a more unified and cohesive global workforce. The principles of creating effective remote training content are explored in our analysis of AI HR orientation shorts, which are designed for maximum engagement in a distributed work environment.

Clarifying Role and Purpose: The Antidote to Early-Stage Uncertainty

One of the most common drivers of early employee churn is a profound sense of role ambiguity. A new hire who is unsure of their responsibilities, how their performance will be measured, or how their work ladders up to the company's broader objectives is an employee at high risk of disengagement and departure. This ambiguity creates anxiety, reduces productivity, and can make a new recruit feel isolated and ineffective.

Strategic onboarding videos are a powerful tool for providing crystal-clear role clarification. Instead of a vague job description, new hires can be given access to a suite of videos that visually and concretely define their place within the organizational ecosystem. This can include:

1. Role-Specific Mission Videos: Featuring senior team members or high-performing peers in the same role, explaining the core objectives, key metrics for success (KPIs), and common challenges and triumphs.
2. Cross-Functional Collaboration Guides: Videos that map out the interplay between different departments. For example, a video for a new sales hire could explain how to work effectively with the marketing and product teams, featuring short interviews with leaders from those very teams.
3. Project Walkthroughs: Showcasing past or ongoing projects to illustrate the complete lifecycle of work, from ideation to execution, highlighting where the new hire's role fits in.

This visual and narrative context is invaluable. It moves abstract responsibilities into the realm of tangible action. When an employee can see and hear a successful colleague talk about "a day in the life," it demystifies the role and builds confidence. It answers the "how" and "why" behind the "what." This clarity is empowering. It allows new hires to hit the ground running with a clear sense of direction, reducing the frustrating period of guesswork and uncertainty that often characterizes the first few months.

This approach directly impacts productivity and retention. A study by Gallup consistently finds that employees who strongly agree they understand what is expected of them at work are significantly more likely to be engaged. By using video to explicitly set and visually demonstrate expectations, you are not only accelerating time-to-productivity but also building the engagement that keeps employees invested in their roles and the company's success. The power of visual demonstration is also a key component in effective B2B explainer shorts, which break down complex products or services into clear, actionable insights.

"You cannot expect a new employee to navigate the complex social and operational landscape of a new company alone. Onboarding videos act as a curated map, highlighting the paths to success and clearly marking the pitfalls, all while showing the breathtaking view from the summit—their potential future with the organization."

Accelerating Time-to-Proficiency: The Ultimate ROI Driver

From a pure business perspective, every day a new employee is not fully productive represents a tangible financial loss. The traditional "sink-or-swim" approach to onboarding elongates this unproductive period, costing organizations thousands in lost output and managerial time spent on remedial coaching. A video-based onboarding system is one of the most effective levers for compressing this time-to-proficiency.

The science of learning strongly supports the use of video. The brain processes visual information 60,000 times faster than text. Furthermore, people retain 95% of a message when they watch it in a video compared to 10% when reading it in text. This makes video an unparalleled medium for delivering complex operational knowledge, software tutorials, and process walkthroughs that a new hire needs to master.

Imagine onboarding a new financial analyst. Instead of handing them a 100-page manual on the company's reporting software and data protocols, you provide them with a curated playlist:

• A 3-minute micro-video on accessing the primary database.
• A 5-minute screen-recorded tutorial on generating the standard weekly report.
• A video interview with the VP of Finance explaining the "so what" behind the key metrics.

This method is not only faster but also more effective. It respects the cognitive load of the new hire, delivering information in bite-sized, searchable, and replayable chunks. If they forget a step in a process two weeks later, they can rewatch the 90-second tutorial instead of interrupting a busy colleague. This self-sufficiency builds confidence and reinforces learning. The use of AI caption generators ensures these tutorials are accessible and can be consumed in sound-sensitive environments, further increasing their utility.

The return on investment is clear and multi-faceted. You gain more productive hours from your new hire, sooner. You free up your seasoned experts from constant basic questioning. You create a scalable knowledge repository that grows with your company. This operational efficiency directly counteracts the frustration that can lead new hires to feel ineffective and seek employment elsewhere, where they hope to make a quicker impact.

Fostering Deep Social Integration in a Digital-First World

Humans are social creatures, and work is a profoundly social endeavor. Feelings of isolation and a lack of connection to colleagues are among the top reasons employees leave, a challenge magnified exponentially in remote and hybrid work models. You can have the most exciting mission and the most competitive salary, but if an employee feels alone, they will eventually disengage and leave.

Onboarding videos can be strategically designed to bridge this social gap and foster a sense of community from day one. This goes beyond the standard "meet the team" slide. It's about creating content that reveals the human beings behind the job titles. Effective strategies include:

• "A Day in the Life" Reels: Short, authentic videos where employees from different departments film snippets of their workday, their workspace, and share a personal hobby. This builds familiarity and creates natural conversation starters.
• Virtual Coffee Chat Prompts: Include in a video a challenge for the new hire to book a virtual coffee with someone featured and ask them about a specific hobby or experience they shared.
• Company Tradition Highlights: Videos showcasing company events, holiday parties, volunteer days, or quirky internal traditions. This allows new hires to visually participate in the culture before they've experienced it firsthand.

This content performs a vital function: it facilitates what sociologists call "weak tie" formation. Strong ties are close friendships, but weak ties are the casual, familiar acquaintances that make an office feel like a community. In a physical office, these form organically at the coffee machine or in the hallway. In a digital world, you must create these "digital hallways" and "virtual water coolers" intentionally. Video is the medium that most closely replicates the nuance of these in-person interactions.

By embedding these social touchpoints directly into the onboarding curriculum, you signal that connection is not an extracurricular activity but a core part of your company's culture. You are giving new hires permission and a pathway to build their social network within the company. This proactive approach to social integration is a powerful churn-reduction strategy, as a robust internal network significantly increases an employee's "social stickiness" and overall job satisfaction. The techniques for creating engaging, personality-driven content are similar to those used in successful AI lifestyle vlogs, which prioritize authenticity and relatability.

Building a Living, Breathing Knowledge Repository for Ongoing Success

The value of a world-class onboarding video library does not expire after an employee's first 90 days. In fact, its most significant long-term impact on retention may be its evolution into a dynamic, ever-growing knowledge repository for the entire organization. When onboarding is treated as a one-time event, knowledge becomes siloed and stale. But when it's built as a living system, it becomes a cornerstone of continuous learning and development—a key factor in long-term retention.

Consider the lifecycle of a video. A "Product Deep Dive" video created for new sales hires is also an incredible resource for a marketing manager crafting a new campaign or a customer support agent handling a complex query. A "Leadership Philosophy" video from the CTO is not just for new engineers; it's a guiding light for any employee making a technical decision. By organizing and tagging this content in an easily searchable internal portal (a "corporate YouTube"), you democratize knowledge and break down departmental silos.

This living repository directly combats churn by supporting career growth. Employees who see a path for development within their company are far more likely to stay. When an employee considers a lateral move to another department, they can access that team's onboarding and role-clarification videos to make an informed decision. When they are promoted, they can access leadership and management training modules. This creates a culture of internal mobility and continuous upskilling, showing employees that the company is invested in their long-term journey, not just their immediate output. The infrastructure for this is similar to that needed for effective corporate announcement videos, which ensure consistent and clear communication across the entire organization.

Furthermore, the process of creating this content often reveals gaps in institutional knowledge and forces clarity in communication. The act of scripting a video on a core process requires you to define that process explicitly, which in itself has immense organizational value. This living system, therefore, becomes a catalyst for operational excellence and cultural cohesion, creating an environment where employees feel supported, informed, and equipped to succeed throughout their entire career lifecycle, not just at the start. This long-term perspective is crucial, as explored in our piece on AI annual report animations, which turn complex long-term data into an engaging narrative of growth and opportunity.

This living system, therefore, becomes a catalyst for operational excellence and cultural cohesion, creating an environment where employees feel supported, informed, and equipped to succeed throughout their entire career lifecycle, not just at the start. This long-term perspective is crucial, as explored in our piece on AI annual report animations, which turn complex long-term data into an engaging narrative of growth and opportunity.

Measuring Onboarding Impact: From Anecdotes to Actionable Data

For too long, the success of onboarding programs has been measured anecdotally—a positive comment from a new hire or a manager's gut feeling. To truly combat churn and prove the ROI of a video-centric strategy, you must move from intuition to data. A modern onboarding video platform provides a wealth of analytics that transform the onboarding process from a black box into a transparent, continuously optimized engine for employee integration.

Key metrics to track include:

• Completion Rates: Are new hires watching the videos to the end? A low completion rate on a specific video about company values, for instance, could indicate that the content is too long, not engaging, or not relevant, allowing you to refine it.
• Engagement Heatmaps: See which parts of a video are being rewound and rewatched. This pinpoints confusing concepts or critical information that needs to be clarified or broken out into its own micro-video.
• Knowledge Check Performance: Embed short quizzes after key videos to gauge comprehension. This provides immediate feedback on the effectiveness of the content and identifies hires who may need additional support.
• Time-to-Proficiency Correlations: Correlate video engagement data with performance metrics down the line. Do sales hires who complete the "Product Deep Dive" playlist close their first deal faster? This is the holy grail of onboarding analytics.

This data-driven approach allows for a continuous feedback loop. Instead of a static program reviewed annually, your onboarding becomes a living curriculum that evolves based on actual user behavior and performance outcomes. You can A/B test different video styles—for example, a talking-head presentation versus an animated explainer on the same topic—to see which leads to better retention of information. This level of optimization, often seen in AI-driven content strategies, ensures your onboarding investment is constantly improving and delivering maximum impact.

"What gets measured gets managed. By applying a data lens to onboarding, we stop guessing about what makes a new hire successful and start building a proven, repeatable system for creating high-performing, long-tenured employees."

Furthermore, this data is invaluable for predicting and preventing churn. If you notice a pattern where employees who disengage from the cultural onboarding videos within their first month are more likely to leave within six months, you have a powerful early-warning system. HR or managers can proactively check in with these at-risk hires, address their concerns, and re-engage them with the company's mission, potentially saving a valuable employee. This proactive, data-informed intervention is the ultimate weapon in the fight against turnover.

The Technical Blueprint: Building a Scalable Video Onboarding Ecosystem

A strategy is only as good as its execution. Building a scalable video onboarding program requires a thoughtful approach to technology, production, and content management. The goal is to create a system that is easy to maintain, update, and access, avoiding the common pitfall of a one-off project that quickly becomes outdated.

Choosing the Right Platform

The foundation is a robust video hosting and management platform that goes beyond a simple YouTube channel. An ideal corporate video portal should offer:

• Secure, Branded Access: Integration with Single Sign-On (SSO) so employees have one-click access without another password.
• Advanced User Permissions: The ability to control which videos are visible to which departments or roles.
• Detailed Analytics: As discussed in the previous section, comprehensive data on viewer engagement is non-negotiable.
• Playlist and Curation Tools: The ability to easily assemble and assign curated video playlists for different roles (e.g., "Onboarding for Engineers," "Manager Fundamentals").

The Production Workflow: Quality vs. Speed

Perfection is the enemy of progress. You do not need a Hollywood budget to create effective onboarding videos. A balanced, tiered approach to production works best:

1. High-Production Value "Anchor" Videos: For the CEO welcome, company mission, and core values. These set the tone and are worth a higher investment as they have a long shelf life.
2. Prosumer-Grade Departmental Videos: Equip department heads with good webcams, microphones, and simple lighting to create consistent, clear "meet the team" and role-introduction videos.
3. Rapid-Fire Screen Recordings & Micro-Videos: For software tutorials and process walkthroughs, tools like Loom or similar are perfect for creating quick, asynchronous explanations. The principles behind these are similar to creating effective B2B explainer shorts—clarity and conciseness are key.

Content Governance and Refreshing

A stale video library is a useless one. Assign a content owner or a small team responsible for the onboarding video ecosystem. Their role is to:

• Audit the library quarterly for outdated information (e.g., a video referencing an old software version).
• Encourage and facilitate new video creation from across the organization.
• Manage a content calendar to ensure a steady stream of updates and new material, keeping the repository alive and relevant. This proactive approach to content management is a cornerstone of modern corporate storytelling.

Case Study in Action: How a Tech Unicorn Slashed Churn by 35% with Video-First Onboarding

To move from theory to practice, consider the real-world example of "Syntaxis AI," a hypothetical but representative 500-person SaaS company facing a crisis. Their voluntary turnover for employees with less than one year of tenure had skyrocketed to 25%, costing them millions in recruitment fees and lost productivity. Their onboarding was a classic example of what not to do: a week of monotonous, in-person PowerPoint presentations, inconsistent manager training, and no pre-boarding process.

Their transformation involved a complete overhaul to a video-first model, implemented in three phases:

Phase 1: The Pre-Boarding "Welcome Kit"

Upon offer acceptance, new hires received a digital welcome kit featuring three key videos:

• A personalized welcome video from their future manager.
• A dynamic, 2-minute animated video showcasing the company's mission and impact.
• A short, clear guide on how to complete Day 1 logistics (IT setup, where to go).

This simple intervention reduced pre-start date drop-offs by 15% and generated a flood of positive feedback, with new hires stating they felt "valued before they even started."

Phase 2: The Modularized First Week

They replaced the "death by PowerPoint" week with a curated playlist of 20 core videos, totaling just 3 hours of content, which hires could watch at their own pace. This was supplemented by live, interactive Q&A sessions with the video presenters. The videos covered everything from company history to a deep-dive into the product, all produced in the engaging style of a micro-vlog to maintain attention. Managers reported that new hires were asking more sophisticated, product-level questions by the third day than the old hires were after three weeks.

Phase 3: The 90-Day Journey

Onboarding was extended beyond the first week. At the 30, 60, and 90-day marks, new hires were automatically assigned new video playlists. The 90-day playlist, for instance, included videos on career pathing, mentorship programs, and advanced product training. This signaled a long-term investment in the employee's growth.

The Result: Within one year, Syntaxis AI saw its first-year voluntary churn plummet from 25% to 16%—a 35% reduction. Their time-to-productivity metric for sales development representatives decreased from 4 months to 2.5 months. The program was so successful that it became a key selling point for recruiters and is frequently cited in exit interviews from *departing* employees as a high point of their experience—a powerful testament to its impact.

Overcoming Common Objections and Pitfalls

Transitioning to a video-centric onboarding model is not without its challenges. Leaders often raise valid concerns, but each has a strategic counter.

Objection 1: "It's Too Expensive and Time-Consuming to Produce."

This is the most common hurdle, but it stems from a miscalculation of the true cost of the status quo. The financial drain of high churn and slow productivity far outweighs the initial production investment. Start small. You do not need to build the entire library at once. Begin with the five most critical videos: the CEO welcome, company values, HR basics, and two key role-specific tutorials. Use affordable tools and internal talent. The ROI story, as demonstrated in the Syntaxis AI case study, is compelling and rapid. Consider it not as a cost, but as a capital investment in your human infrastructure, similar to investing in a new startup pitch animation to secure funding.

Objection 2: "Videos Will Make Onboarding Impersonal."

This confuses the tool with the strategy. Video should replace the impersonal elements of onboarding—the monotonous reading of policies, the repetitive software demos—not the human connections. By automating the information transfer, you free up managers and HR for more meaningful, high-touch interactions: one-on-one coaching, team lunches, and mentoring. Video handles the scalable "what," allowing humans to focus on the irreplaceable "why" and "how."

Pitfall 1: Letting Content Go Stale

A video explaining a process that changed six months ago is worse than having no video at all, as it actively misinforms. The solution is to implement the governance model discussed earlier. Assign clear ownership and establish a quarterly review cycle for all core onboarding content. Treat your video library like a product that requires ongoing maintenance and updates.

Pitfall 2: Ignoring Accessibility and Inclusion

A video program that isn't accessible to everyone is a failure. This is non-negotiable. Every video must have accurate closed captions for the hearing impaired and those who prefer to watch without sound. Transcripts should be available for all content. Furthermore, ensure your videos reflect the diversity of your company and your audience in the people featured and the examples used. This commitment to accessibility, much like the technology behind AI voice cloning for global reels, ensures your message reaches and resonates with every single new hire.

The Future of Onboarding: AI, Personalization, and Immersive Experiences

The evolution of corporate onboarding has only just begun. The next frontier is being shaped by artificial intelligence and immersive technologies that will make the current state of video onboarding seem rudimentary. Forward-thinking organizations are already experimenting with these concepts to build an unassailable competitive advantage in the war for talent.

Hyper-Personalized Onboarding Journeys

Imagine an onboarding platform powered by AI that curates a unique video playlist for each new hire based on their role, department, location, and even stated interests. Using technology similar to that which drives AI-personalized content engines, the system could analyze a new marketing manager's background and automatically serve them videos on the specific marketing tech stack the company uses, case studies from their industry vertical, and an introduction to the digital marketing team. This level of personalization accelerates relevance and connection from day one.

AI-Powered Interactive Videos and Mentors

Static video will give way to interactive experiences. New hires could engage with a video where they make choices that branch the narrative, exploring different aspects of the company culture or problem-solving common scenarios. Furthermore, AI-driven digital humans or sophisticated chatbots, trained on the company's entire video library and knowledge base, could act as 24/7 onboarding assistants, answering questions instantly and guiding new hires through their first days. This is the natural progression of virtual influencer technology applied to internal comms.

The Metaverse and Virtual Reality Onboarding

For fully remote companies, the ultimate tool for fostering connection and replicating the "office experience" may lie in the metaverse. New hires could don a VR headset for their first day, not to watch a video, but to *experience* it. They could attend a virtual reality all-hands meeting, network with colleagues' avatars around a digital water cooler, and even participate in a immersive, gamified tour of the company's history. While still emerging, platforms like Microsoft Mesh are making this a tangible reality, offering a sense of shared presence that 2D video cannot match. A study by PwC found that VR learners were up to 275% more confident to act on what they learned after training—a stunning statistic that hints at the potential for immersive onboarding.

"The future of onboarding is not about watching the company story; it's about stepping into it. It's an active, personalized, and deeply immersive induction into a community, designed from the first second to make an employee feel like they have finally come home."

Conclusion: Transforming Onboarding from a Cost Center to a Growth Engine

The evidence is overwhelming. The traditional, haphazard approach to employee onboarding is a silent, costly leak in your organization's talent pipeline. It fosters uncertainty, delays productivity, and directly contributes to the devastating financial and cultural drain of early employee churn. In its place, a strategic, video-first onboarding program emerges not merely as an improvement, but as a fundamental necessity for any company that wishes to thrive in the modern talent landscape.

This is not a trivial shift in methodology; it is a strategic re-prioritization of the employee experience. By leveraging the psychological power of first impressions, standardizing your cultural message, clarifying roles with unmatched clarity, and accelerating the journey to proficiency, you are doing more than just orienting a new hire. You are building an unbreakable foundation of belonging, purpose, and capability. You are demonstrating through action, not just words, that you value this individual and are invested in their success from the moment they say "yes."

The scalability of video ensures this high-touch experience can be delivered consistently across a global, hybrid workforce. The data it provides turns HR from a reactive function into a predictive, strategic partner capable of identifying and mitigating churn risks before they lead to a resignation letter. When treated as a living knowledge repository, your onboarding program becomes a permanent engine for continuous learning and internal mobility, keeping talent engaged and growing within your company for years to come.

The call to action is clear. Stop viewing onboarding as an administrative checklist to be completed. Start treating it as the most critical investment you can make in your people and your company's future. The initial cost of building a video-centric program is dwarfed by the monumental returns: reduced recruitment costs, a faster, more productive workforce, a stronger, more resilient culture, and ultimately, a significant and sustainable reduction in the costly cycle of employee churn.

Your First Steps

Begin today. You don't need a massive budget or a production studio. You need a strategy and a commitment.

1. Conduct an Audit: Map your current onboarding process. Where are the pain points? Where is information inconsistent or overwhelming?
2. Identify Your "Anchor" Videos: Choose the 3-5 most critical messages that every single employee must hear (e.g., Mission, Values, CEO Vision).
3. Start Small and Simple: Film your CEO with a smartphone and a lavalier microphone. Create a screen recording of your most common software demo. The goal is progress, not perfection.
4. Choose a Pilot Group: Roll out your first few videos to a small cohort of new hires and gather their feedback relentlessly.

The journey to slashing employee churn and building a legendary workplace culture begins with a single, powerful tool: the record button. It's time to press it. For guidance on producing these first critical videos, explore our resources on our video production process or contact our team to discuss how to build a program tailored to your organization's unique needs. The future of your team is waiting to be onboarded.