Common Mistakes to Avoid in Training Video Production
Training videos are one of the most effective ways to educate employees. But if done poorly, they can lead to confusion, disengagement, and wasted resources. Many businesses across Chicago, Naperville, and throughout the region rush into creating training content without a clear plan — and end up making costly mistakes that undermine their learning objectives.
Whether you're a growing company in Aurora, an established corporation in Oak Brook, or managing teams across multiple locations from Schaumburg to Elgin, understanding common pitfalls in training video production helps you avoid expensive errors and create content that actually works.
In this article, we'll cover the most common training video production mistakes businesses make and, more importantly, how to avoid them so your company can deliver engaging and effective employee training that drives real results.
FAQs- Quick Answers
Q1: What are the biggest mistakes in training video production?
A: Common mistakes include skipping clear objectives, making videos too long, poor audio/visual quality, information overload, lack of interactivity, ignoring accessibility, and failing to measure effectiveness.
Q2: How can I make my training videos more engaging?
A: Keep them short (3-7 minutes), use storytelling and real scenarios, add compelling visuals and graphics, and include quizzes or interactive elements that require active participation.
Q3: Why should I avoid DIY training videos?
A: DIY videos often suffer from low production quality, unclear messaging, and poor engagement — which can actually disengage employees and hurt your brand's credibility across all your locations.
Q4: How much do these mistakes cost companies?
A: Beyond production costs, ineffective training leads to knowledge gaps, compliance risks, lower productivity, and higher turnover — often costing far more than investing in proper production from the start.
Q5: Can training videos be fixed after they're made?
A: Yes, but it's more expensive and time-consuming than doing it right initially. Some issues require complete re-filming rather than simple editing fixes.
Mistake 1: Skipping Clear Objectives
A video without clear goals quickly becomes an unfocused information dump that fails to teach anything effectively. This is perhaps the most fundamental mistake companies make — starting production before defining what success looks like.
Why this mistake happens:
Teams often jump straight to production because they know they "need a safety video" or "want onboarding content" without taking time to specify exactly what employees should know or do differently after watching. This leads to videos that cover topics without actually teaching skills or changing behaviors.
The consequences:
Videos become too broad, trying to cover everything and effectively teaching nothing
Employees can't identify the key takeaways or how to apply information
No way to measure whether training succeeded
Wasted resources creating content that doesn't meet actual needs
Difficult to update or improve because goals were never clearly defined
The fix:
Start every training video project with specific, measurable learning objectives. Ask yourself:
What specific knowledge or skill should employees gain?
What should they be able to do after watching that they couldn't do before?
How will we know if the training was successful?
What behaviors should change as a result of this training?
For a company with operations in Carol Stream and Plainfield, for example, a safety training objective shouldn't be "teach about safety" but rather "employees will demonstrate proper lockout/tagout procedures by correctly identifying all five steps in the process."
Good vs. bad objectives:
Bad: "Teach employees about customer service"
Good: "Employees will use the LEARN method to de-escalate frustrated customers, achieving resolution in 80% of initial contacts"
Bad: "Explain company policies"
Good: "New hires will correctly identify the approval process for expense reports under $500 versus over $500"
Clear objectives guide every production decision — from script content to visual choices to how you'll measure success. They're the foundation that prevents all other mistakes from happening.
Mistake 2: Making Videos Too Long
Employees lose focus quickly, yet many organizations create 20-, 30-, or even 60-minute training videos that feel like watching paint dry. Long, lecture-style videos overwhelm viewers and dramatically reduce both completion rates and information retention.
Why this mistake happens:
Subject matter experts want to include everything they know about a topic. Decision-makers think longer videos provide more value. Teams try to consolidate multiple training topics into one video for "efficiency."
The consequences:
Completion rates plummet (often below 50% for videos over 15 minutes)
Viewers multitask or disengage, missing critical information
Employees can't find specific information when they need to reference it later
Cognitive overload prevents information from moving into long-term memory
Training feels like punishment rather than professional development
The reality of attention spans:
Research consistently shows that engagement drops dramatically after 6-7 minutes. For training videos specifically, optimal length is 3-7 minutes per distinct topic or learning objective. Videos in this range see completion rates of 80-95%, compared to 40-60% for videos over 15 minutes.
The fix:
Keep training videos short and modular — break comprehensive topics into focused segments. For businesses training teams across Naperville, Schaumburg, and other locations, shorter videos also make it easier for employees to fit learning into their actual work schedules.
How to structure modular training:
Instead of one 45-minute "Customer Service Training" video, create:
Module 1: Greeting customers effectively (5 min)
Module 2: Active listening techniques (6 min)
Module 3: Handling complaints (7 min)
Module 4: Upselling appropriately (5 min)
Module 5: Closing interactions positively (4 min)
This modular approach allows employees to:
Watch one module during a break without losing focus
Easily reference specific skills when needed
Progress at their own pace
Feel achievement after completing each short segment
When longer videos are necessary:
Some complex topics genuinely require more time. In these cases:
Break content into clear chapters with timestamps
Allow viewers to pause and return without losing their place
Include recap sections every 5-7 minutes
Use varied visuals and interactive elements to maintain engagement
Consider requiring breaks between sections
Mistake 3: Poor Audio and Visuals
Blurry footage, bad lighting, echo-filled audio, or muffled narration distract from your message and make training feel unprofessional. DIY production attempts in Oak Brook conference rooms or Elgin warehouses often fall into this trap despite good intentions.
Why this mistake happens:
Teams underestimate how much production quality affects engagement and credibility. Someone says "my nephew has a nice camera" or "we can just record on Zoom" without understanding that professional-looking video requires much more than consumer equipment.
The consequences:
Employees struggle to see demonstrations clearly
Poor audio forces viewers to replay sections or give up entirely
Unprofessional appearance undermines the importance of training
Brand credibility suffers — if the company won't invest in quality training, why should employees take it seriously?
Accessibility issues for hearing or visually impaired employees
Audio is more critical than video:
Here's a key principle: viewers will tolerate imperfect visuals, but they'll abandon videos with poor audio. Muffled voices, background noise, echo, or inconsistent volume make content literally unwatchable.
Common audio problems:
Recording in echo-prone rooms without sound treatment
Using built-in laptop or camera microphones
Background noise from HVAC systems, traffic, or nearby conversations
Inconsistent volume levels between speakers or segments
Poor music choices that overpower narration
Common visual problems:
Insufficient or improper lighting creating shadows or washed-out appearances
Blurry footage from low-quality cameras or poor focus
Shaky handheld camera work
Distracting backgrounds or cluttered scenes
Poor color quality or white balance issues
Text that's too small to read on mobile devices
The fix:
Invest in professional training video production for high-quality visuals and sound. Professional producers bring:
Proper equipment: Professional cameras, lighting kits, and audio gear
Technical expertise: Knowing how to use equipment effectively in different environments
Location assessment: Identifying and solving potential audio/visual issues before filming
Backup systems: Redundant recording to prevent losing footage
Post-production capabilities: Color correction, audio mixing, and professional finishing
For companies throughout the Chicago area needing to film at multiple locations — perhaps at your Aurora distribution center, Plainfield office, and Carol Stream facility — professionals know how to maintain consistent quality across different environments.
If you must DIY:
At minimum, invest in:
A quality external microphone (at least $100-200)
Basic lighting (even affordable LED panels dramatically improve visuals)
A tripod for stable footage
A quiet location with minimal echo
Test recordings to identify problems before final filming
Mistake 4: Overloading with Information
Packing too much content into a single video leaves employees confused and overwhelmed. This often happens when subject matter experts want to share everything they know, or when companies try to make training "more efficient" by covering multiple topics simultaneously.
Why this mistake happens:
Well-intentioned trainers think "while we have their attention, let's teach them everything." Companies want to minimize time employees spend in training. Teams don't understand cognitive load theory and how much information people can actually process and retain.
The consequences:
Employees retain little or nothing from information-dense videos
Viewers can't distinguish critical information from nice-to-know details
Training feels overwhelming rather than empowering
Employees avoid watching because videos feel like work rather than learning
Knowledge gaps persist despite "completing" training
Understanding cognitive load:
Human working memory can hold approximately 5-7 chunks of information at once. When training videos present dozens of facts, procedures, or concepts rapidly, they exceed cognitive capacity. Information doesn't move into long-term memory — it simply disappears.
The fix:
Break training into focused, bite-sized modules that address one specific topic or skill per video. Use graphics and visuals to simplify complex ideas rather than just describing them verbally.
Strategies to avoid information overload:
Prioritize ruthlessly: Distinguish between must-know, should-know, and nice-to-know information. Create videos only for must-know content. Make other information available as optional resources.
One topic, one video: Each video should have a single, clear focus. If you're tempted to say "and while we're on that subject...", you're probably adding too much.
Use visual hierarchy: Help viewers identify what's most important through:
On-screen text highlighting key concepts
Visual emphasis (color, size, animation) for critical information
Verbal cues like "the most important thing to remember is..."
Recap sections that reinforce essential points
Chunking and sequencing: Break complex processes into logical steps presented sequentially. For example, rather than one overwhelming "How to Use Our CRM System" video, create separate videos for:
Logging in and navigating the interface
Creating and managing contacts
Logging activities and notes
Running basic reports
Advanced features for power users
Provide job aids: Not everything needs to be memorized. Complement videos with downloadable checklists, quick reference guides, or templates employees can use on the job.
For organizations across Schaumburg, Naperville, and surrounding areas, focused training that respects cognitive limits leads to better retention and actual behavior change.
Mistake 5: Forgetting Engagement and Interactivity
A static "talking head" video where someone lectures for minutes on end won't hold attention or facilitate real learning. Yet many training videos are essentially recorded PowerPoint presentations with narration — passive experiences that employees endure rather than engage with.
Why this mistake happens:
It's the easiest format to produce. Someone who knows the content sits in front of a camera and talks. No additional planning, scripting, or creative thinking required. Teams don't realize that engagement isn't optional — it's essential for learning.
The consequences:
Employees mentally check out while videos play in the background
Information doesn't stick because learners aren't actively processing it
Training feels boring and tedious
Completion rates drop as viewers lose interest
Learning objectives aren't met despite employees technically "watching" the content
The engagement principle:
People learn by doing, not just by watching or listening. Effective training videos transform viewers into active participants who think, respond, and apply information rather than passively absorbing (or ignoring) content.
The fix:
Use varied formats, compelling visuals, scenarios, and interactive elements to keep learners engaged throughout your training content.
Engagement strategies that work:
Scenario-based learning: Present realistic situations employees might encounter, then show how to handle them. This works especially well for customer service training in retail operations throughout the Chicago area, or for leadership scenarios managers face daily.
Interactive quizzes: Embed questions that pause the video and require responses before continuing. This forces active engagement and provides immediate feedback on comprehension.
Roleplay demonstrations: Show real or simulated workplace interactions rather than just describing concepts. Employees at your Oak Brook or Aurora locations can see themselves in these scenarios.
Visual variety: Alternate between different visual styles:
On-camera presenters
Screen recordings for software training
Animated explanations for abstract concepts
Real workplace footage showing processes
Graphics and infographics highlighting data
Problem-solving exercises: Present challenges and have viewers think through solutions before showing the recommended approach.
Branching scenarios: For advanced training, create videos where viewer choices determine what content they see next, mimicking real decision-making.
Discussion prompts: Include moments where videos pause and prompt viewers to reflect on how concepts apply to their specific role or location.
Gamification elements: Progress bars, achievement badges, or points for completing modules make training feel more engaging.
For companies with diverse workforces across Elgin, Carol Stream, Plainfield, and other communities, engaging training that respects viewers' time and intelligence leads to better outcomes than passive lectures.
Mistake 6: Ignoring Accessibility
If videos lack captions, translations, or visual clarity, some employees are excluded from training — creating both ethical concerns and potential legal liability. Yet accessibility is often treated as an afterthought or skipped entirely due to perceived cost or complexity.
Why this mistake happens:
Teams don't think about diverse employee needs during planning. Captions and translations feel like optional extras rather than essential features. Companies don't understand legal requirements or the business case for accessibility.
The consequences:
Hearing-impaired employees can't access training content
Non-native English speakers struggle to understand narration
Employees in sound-sensitive environments (open offices, production floors) can't watch effectively
Legal compliance issues, particularly for required training
Reduced effectiveness even for hearing employees (many people prefer captions)
Company culture message: "we don't value all employees equally"
The accessibility imperative:
Beyond legal and ethical requirements, accessible training is simply better training. Studies show that videos with captions see 40% higher engagement and completion rates because:
Viewers can watch without sound in shared spaces
Non-native speakers can read along while listening
Captions reinforce narration, improving retention
Viewers can search caption text to find specific information
The fix:
Always include captions, clear visuals, and adaptable formats that ensure all employees can engage with training content regardless of ability, language, or viewing environment.
Accessibility best practices:
Professional captions: Not auto-generated captions that contain errors and miss context. Accurate, properly timed captions that include speaker identification and relevant sound descriptions.
Multiple language options: For diverse workforces across the Chicago metropolitan area, consider providing captions or full translations in languages your employees speak.
Visual clarity:
High contrast between text and backgrounds
Large enough text to read on mobile devices
Clear, uncluttered visuals
Color choices that work for colorblind viewers
Audio descriptions: For complex visual information, describe what's being shown so audio-only listeners understand completely.
Transcript availability: Provide full transcripts that employees can read, search, or use with screen readers.
Flexible playback: Allow speed adjustments, pause/rewind, and chapter selection so employees can control their learning experience.
Mobile optimization: Ensure videos display properly on phones and tablets, not just desktop computers.
Testing across devices: Verify that training videos work on the actual devices employees use, whether that's computers in Naperville offices or tablets on warehouse floors in Aurora.
Mistake 7: No Measurement or Follow-Up
Creating training videos and hoping they work isn't a strategy. Without tracking engagement, comprehension, and behavior change, you can't tell if training is effective or identify areas for improvement.
Why this mistake happens:
Teams focus entirely on production, treating distribution as the finish line. Companies lack systems for measuring training effectiveness. Leaders assume completion equals learning. No one is assigned responsibility for analyzing training outcomes.
The consequences:
No way to demonstrate training ROI to leadership
Ineffective training continues unchanged
Resources wasted on content that doesn't work
Knowledge gaps and compliance risks go undetected
Can't identify which employees need additional support
No data to guide improvements or future training investments
What completion rates don't tell you:
Many companies only track whether employees watched training videos. But completion doesn't equal comprehension, and comprehension doesn't guarantee application. You need deeper metrics to understand real effectiveness.
The fix:
Use platforms and processes that measure completion rates, knowledge retention, and behavior change. Follow up with employees to ensure concepts are being applied in their actual work.
Comprehensive measurement framework:
Engagement metrics:
View counts: How many employees accessed the training?
Completion rates: What percentage watched the entire video?
Drop-off points: Where do viewers stop watching?
Rewatch frequency: Are employees referencing content again?
Time to complete: How long does training actually take?
Learning metrics:
Pre-training assessments: What do employees know before training?
Post-training assessments: What do they know immediately after?
Delayed assessments: Do they retain information 30-90 days later?
Practical demonstrations: Can they perform the actual skill?
Question patterns: What do employees consistently struggle with?
Behavior change metrics:
On-the-job observations: Are employees applying new skills?
Performance data: Have error rates decreased? Productivity improved?
Manager feedback: Do supervisors notice changes?
Customer feedback: For customer service training, are satisfaction scores improving?
Compliance incidents: For safety and regulatory training, are violations decreasing?
Business impact metrics:
Cost per trained employee compared to previous methods
Reduction in training time
Improved employee retention
Decreased turnover in first 90 days
Quantified productivity gains
Follow-up strategies:
Scheduled check-ins: 30, 60, and 90 days after training, assess whether employees are applying concepts.
Manager involvement: Equip supervisors across your Schaumburg, Oak Brook, and other locations with tools to reinforce training and observe application.
Peer discussion: Create opportunities for employees to discuss training content and share application examples.
Refresher content: Based on assessment data, create short refresher videos addressing common knowledge gaps.
Continuous improvement: Use metrics to refine existing videos and inform future training development.
For organizations operating across multiple Chicago-area locations, consistent measurement across all sites reveals whether training works equally well everywhere or if certain locations need additional support.
Why Avoiding These Mistakes Matters
Training videos should save time and money while improving employee performance — not waste resources on ineffective content. By avoiding these pitfalls, businesses ensure their training content is engaging, professional, and impactful.
The cost of mistakes:
Poor training videos don't just fail to teach — they actively harm your organization:
Wasted production costs: Money spent creating videos that don't work
Wasted employee time: Hours spent watching content that doesn't teach anything
Opportunity costs: Better training could have improved performance or reduced turnover
Compliance risks: Ineffective required training creates liability
Cultural damage: Low-quality training signals that employee development isn't valued
Competitive disadvantage: Companies with effective training attract and retain better talent
The partnership advantage:
Partnering with a professional production team prevents costly errors and guarantees polished results. Experienced producers:
Ask the right questions during planning to define clear objectives
Structure content appropriately to avoid information overload
Bring professional equipment ensuring quality audio and visuals
Create engaging formats that hold attention
Include accessibility features from the start
Implement measurement systems to demonstrate effectiveness
For businesses across Naperville, Aurora, Carol Stream, Plainfield, Elgin, Schaumburg, Oak Brook, and throughout the Chicago area, professional partners understand local business needs and can film at your actual locations when needed for authentic, relevant content.
Getting Training Videos Right From the Start
Before production begins:
Define clear, measurable objectives for what employees should know or do after training
Identify your audience and their existing knowledge, learning preferences, and viewing contexts
Outline modular structure breaking content into focused 3-7 minute segments
Plan for accessibility including captions, translations, and multiple formats
Establish measurement systems determining how you'll track effectiveness
During production:
Invest in quality audio, visuals, and professional guidance
Create engaging content using scenarios, visuals, and interactive elements
Respect cognitive load focusing on essential information presented clearly
Test with real users before company-wide rollout
Build in flexibility allowing updates as content needs evolve
After distribution:
Track comprehensive metrics beyond simple completion rates
Gather employee feedback about clarity, relevance, and applicability
Assess behavior change through observation and performance data
Refine and improve based on what data reveals
Celebrate successes sharing positive outcomes to demonstrate training value
Final thoughts
Effective training videos require more than just recording content and hoping for the best. By avoiding these seven common mistakes — unclear objectives, excessive length, poor quality, information overload, lack of engagement, accessibility oversights, and missing measurement — you'll create videos that truly support your employees' growth and your business goals.
Whether you're training new hires in Naperville, ensuring compliance across your Aurora and Carol Stream facilities, developing leaders throughout your Schaumburg operations, or onboarding remote teams across the entire Chicago metropolitan area, these principles apply universally.
The difference between training videos that sit unwatched and training videos that transform employee performance lies in avoiding these preventable mistakes. Don't risk ineffective training that wastes time, money, and opportunity.
Don't risk ineffective training. Partner with us for professional training video production and ensure your videos deliver real results that improve employee performance, reduce costs, and support your business objectives across all your locations.
Acclaim Media is a Chicago-based video production company helping brands nationwide create high-impact content—from marketing and corporate messaging to training and events. With 25+ years of experience and hundreds of successful projects, we make video production simple, strategic, and results-driven.