How to Create Training Programs for Employees in 7 Steps

As technology continues to evolve at breakneck speed, I’ve seen firsthand how critical it is for organizations to equip their people with future-ready skills. In North America alone, businesses could face $5.5 trillion in potential losses by 2026 due to IT skills shortages, a real wake-up call for forward-thinking organizations.

At the same time, employees want training that’s personalized, actionable, and aligned with their changing roles. When an organization’s training efforts fall short, I’ve watched how quickly engagement drops. You end up with bored employees who aren't giving it their all, and before you know it, they're heading for the door in search of better opportunities. So, the question isn't whether to create training programs – it's how to do it right.

In my experience, a simple, seven-step guide takes the guesswork out of training development. I use it to assess training needs, design engaging content, and measure success, all while keeping it accessible and meeting both employees’ needs and tangible business goals.

What is an employee training program?

Think of employee training programs as your company's way of leveling up its workforce. From my own background creating these programs, I’ve found that using digital tools to help employees learn new skills keeps everyone on top of their game.

Modern training and development programs blend technology with targeted learning to build stronger teams that can roll with whatever changes come their way. Plus, modern tools like Learning Management Systems (LMS) or Learning Experience Platforms (LXP) make it super easy to keep track of how everyone's doing and make sure the training actually helps people do their jobs better.

Here’s why this matters:

• Employees gain confidence and stay engaged.
• Upskilling teams strengthens collaboration and productivity.
• Better training reduces turnover and boosts retention.
• Adapting to remote work becomes seamless with the right skills.

Cutting losses with video-based training

But there’s more at stake when training goes wrong. I’ve seen how inadequate employee training hits businesses where it hurts most – the bottom line. High training costs from constant recruiting and onboarding cycles add up quickly when 40% of employees leave within a year due to insufficient training. Replacing just one team member can cost up to twice their annual salary, making talent loss a multi-million-dollar problem for companies.

Video-based learning flips this equation. I’ve led teams that use AI-powered video creation, cutting costs by 80% compared to traditional methods. Modern teams produce engaging content in hours instead of weeks, reaching employees in multiple languages. The numbers speak for themselves: organizations using video training see 218% higher profit per employee and cut turnover by 45%.

How to create a training program: 7 key steps

I’ve often been asked about the best way to build an employee training program from scratch. Over the years, I’ve distilled my approach into seven key steps to help you build effective training without getting lost in complexity.

1. Conduct a training needs assessment

Before diving into content creation, I always start with a thorough needs assessment. It’s a critical map for where your training needs to go. Smart L&D professionals look for current skills gaps, set clear training objectives, and determine where the organization wants to go.

Getting the full picture means looking at multiple data sources. Employee performance reviews, exit surveys, and customer feedback help pinpoint where training can make the biggest impact. Video analytics from existing training content offer valuable insights, too. Tracking completion rates, engagement patterns, and knowledge retention scores shows exactly where your current programs shine or fall short.

Want to make this process easier? Ask yourself:

• Which teams show the biggest gap between current and required skills?
• What feedback patterns emerge from employee surveys and performance reviews?
• Where do existing training videos see the highest engagement or drop-off?

Once I dig into the data, I can see exactly what my teams need to learn and grow. No more guessing games – your training becomes super focused and actually useful, not just another tedious task to cross off your list.

2. Design engaging microlearning content

Recent research shows that bite-sized learning packs a powerful punch in workplace training. Shorter segments help employees absorb and retain information better, making microlearning an essential strategy for busy teams.

I usually aim for content in quick 1-3 minute chunks. Breaking complex topics into digestible segments lets employees learn at their own pace without feeling overwhelmed. An cybersecurity module like this example might take a friendly, focused approach:

Additionally, storytelling turns dry material into memorable experiences. Each micro-lesson needs a clear narrative arc: introduce the challenge, demonstrate the solution, then reinforce key takeaways.

But no need to stress if that sounds like a lot of work. AI video creation tools speed up this process dramatically. Rather than spending weeks on video production, instructional designers (like me) can now transform scripts into engaging microlearning videos within minutes. Simple text becomes professional training content, complete with AI presenters and voiceovers in multiple languages.

3. Incorporate scenario-based learning

Whenever I’m asked how to build a training program that truly sticks, I say: put your learners in realistic situations.

Modern training shines when it recreates everyday work challenges. Take a customer service scenario: your employee faces an upset client while AI avatars play different customer personalities. Through these interactive roleplays, teams practice their responses in a zero-risk environment, simulating real, on-the-job training scenarios.

Video-based scenarios make this approach scalable. Rather than coordinating live roleplay sessions, L&D teams can create dozens of scenario videos using AI avatars and voices. Better yet, each scenario can be translated into multiple languages, letting global teams practice with culturally relevant examples.

Real-world practice beats theory every time. Your teams build confidence by working through situations they'll face on the job.

4. Develop multilingual training materials

I’ve found that global teams demand training that speaks their language. Literally.

Until recently, creating multilingual content meant expensive translation services and lengthy production cycles. Not anymore. AI-powered video translation has changed everything.

A single training video can now reach employees in 140+ languages without sacrificing quality or consistency. Modern video players automatically detect viewer preferences, delivering content in their language with perfectly synced subtitles and natural-sounding voiceovers.

Each translation maintains your core message while respecting cultural nuances. Even better, your global teams can switch languages on the fly, making training truly accessible to everyone.

5. Implement across key training areas

Over the years, I’ve learned that a good training program needs to touch on several important areas. So, let’s talk about how video learning can change the game for key initiatives:

• Onboarding: First impressions matter. Modern onboarding blends company culture, role-specific training, and practical skills development through bite-sized videos that new hires can revisit anytime.
• Compliance training: Traditionally dry topics come alive through scenario-based video learning. Rather than clicking through endless slides, employees engage with real-world examples that demonstrate why compliance matters.
• Leadership development: Future leaders need practical experience. Video-based simulations let emerging managers practice difficult conversations and decision-making in a safe environment before facing real situations.
• DEI training initiatives: Interactive video scenarios help teams explore diverse perspectives. Through thoughtful role-playing and guided discussions, employees develop genuine understanding and cultural competence.
• Cybersecurity awareness: Security threats evolve constantly. Quick video updates keep teams current on emerging risks. Interactive scenarios test their ability to spot and respond to potential breaches.

By combining these key areas into an integrated video-learning strategy, organizations can build a robust training ecosystem. Teams stay engaged, skills stay sharp, and learning becomes an organic process rather than a forgettable one-time event.

6. Measure training effectiveness

Why stop at creating learning content when you can see its true value through actionable insights?

Modern video analytics make tracking impact straightforward. Quick metrics show unique viewers, completion rates, and drop-off points, helping you spot which content resonates and which needs adjustment.

Beyond the numbers, gather qualitative feedback through surveys and discussions. Your teams can tell you what they've actually learned and how they're applying it.

I look for patterns in watch time and engagement rates to reveal whether employees find the training valuable, while quiz results and assessments measure knowledge retention. These insights help me refine the approach, making each training iteration more effective than the last.

7. Optimize and scale

If there’s one thing I’ve learned, it’s that training programs constantly evolve. Your first version won't be perfect – and that's okay.

Regularly review your analytics and participant feedback to identify areas for improvement. Which modules get the most engagement? Where do learners struggle? Use these insights to refine your content and delivery methods.

When you find training that works, build on that success. Take your most effective programs and adapt them for different departments or regions. Video-based content makes this expansion exceptionally smooth. You can update scripts, translate content, or add new scenarios without starting from scratch.

But let’s be clear: scaling isn't just about making more content. Focus on quality and engagement first, then use technology to reach more learners while maintaining – or even improving – training effectiveness.

What makes modern employee training programs most effective?

From my firsthand experience, today’s most successful training programs share three key elements that set them apart from traditional approaches.

First, personalization improves knowledge retention. Employees learn better when content speaks their language, both literally through localization and figuratively by addressing their specific roles and challenges.

Second, interactive learning transforms passive viewers into active learners. To adhere to best practices in training and development, try adding gamification elements and engaging stories. This will keep employees interested, help them remember information better, and make the learning process more enjoyable!

And finally, successful programs must also scale efficiently. Well-designed video training templates let you maintain consistency while quickly adapting content for different teams and needs. No more reinventing the wheel for each new training module.

Accelerate learning outcomes through video-first training

The path to effective employee training keeps evolving. While knowing how to develop an employee training program remains crucial, the methods have shifted quite a bit over time.

In my own work, modern video-based approaches have made training more accessible, engaging, and measurable than ever before. Start small, measure what works, and build from there. Focus on creating content that resonates with your teams, and let technology handle the heavy lifting of scaling and adaptation. Your training programs will grow naturally alongside your organization’s needs.