28 Video Training Statistics: 2025 Data, Trends & Predictions

by Imed Bouchrika, Phd

Co-Founder and Chief Data Scientist

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All data points, statistics, trends, and predictions presented in this article have been gathered by the Research.com team led by Imed Bouchrika, Ph.D. You are free to quote, share, and distribute the information here for your own purposes without any limitations.

Employee training takes up a considerable amount of a company’s budget. According to 2024 industry data from Training Magazine, more than 140,000 companies in the United States spent $774 on training per learner. Creating instructional video materials, specifically, can be very costly. The average cost for an instructional video is estimated to be $400 to $2,000 per minute. 

As of 2024, 90% of businesses are still using learning management systems (LMS) for training and evaluation comments. Newer methods, however, are catching up in terms of popularity. These include virtual classrooms, webcasting, and video broadcasting. 

Given the time and money that companies pour into video training, it begs the question of whether or not investing in video training is worth it. What environmental conditions and employee behaviors do companies have to factor in when considering video training? Most importantly, how can companies ensure that video training is effective? To answer these questions, this article will discuss the important video training statistics you should know for 2025.

Video Training Statistics Table of Contents

1. The State of Video Learning at Work
2. How can video training be accessible and inclusive for all learners?
3. Video-Based Training Challenges of Employees
4. How effective is video training?
5. How can video training bolster professional certification outcomes?
6. How to Make Video Training Effective
7. How can companies measure the ROI of video training?
8. How can video training complement competency-based education?
9. How can companies achieve high production quality in video training?
10. How does video training influence career advancement?
11. How can video training be integrated with formal higher education?
12. FAQs

The State of Video Learning at Work

Even though instructor-led classroom training remains a popular way to conduct corporate training, recent surveys have shown that video is a widely used learning platform for corporate training. Likewise, it is adaptive to different learning methodologies, and it can readily be integrated with the latest technologies that impact learning. 

Moreover, there is now more technology available to make the process of making videos more affordable and efficient. One example is rapid e-learning tools that allow users to quickly convert PowerPoint slides into online course content. Examples of these tools with PPT to video converter capabilities include Articulate 360, Adobe Captivate 9, Lectora Inspire 17, and iSpring.

Learning videos are popular even outside the office. Statista reports that as of the third quarter of 2024, more than 46% of internet users aged 16 to 24 watched online tutorials, how-to videos, and other types of learning videos. 

These are some of the factors that make video training a positive addition to an organization’s training toolkit. Today, a majority of companies are using video to train employees.

• Industry data shows that the use of virtual classrooms, webcasting, and video broadcasting is highest among large companies. In 2024, 88% of large companies used these technologies.
• On the other hand, 84% of midsize companies and 70% of small companies reported using these tools. 
• In 2024, instructor-led webcasts or virtual classroom training (39%) and online or computer-based methods (36%) were the top training delivery methods used in large companies (10,000 or more employees). 
• Meanwhile, midsize companies (1,000 to 9,999 employees) relied on online or computer-based methods (33%) more than instructor-led webcasts or virtual classroom training (26%). This was also the trend in small companies, where 34% used the former training delivery method and 24% used the latter. 
• In a 2024 TechSmith survey, 83% of respondents expressed how they prefer watching videos to consume instructional or informational content over audio or text. 
• Furthermore, 75% watch at least one instructional or informational video each week. 
• 38% of respondents agreed they would prefer coworkers to share knowledge in the form of video.
• 50% of videos accessed were formal or informal training videos and live streams or webinars.
• According to Statista, tutorials or how-to videos are ranked 7th among the most popular video content types worldwide, with 25.6% of internet users watching such content in 2024. 
• The global video learning platform market is projected to reach a value of $9.7 billion by 2032. 

Moreover, pursuing a multimedia or game developer degree has grown in popularity in the past few years, increasing the number of people capable of producing these video outputs.

This chart presents how many companies use video training with percentages for each company size. 

VR, AR and AI

Companies are also making plans to incorporate virtual reality (VR), augmented reality (AR), and artificial intelligence (AI) into their training. VR is a fully simulated environment, while AR is a real-world environment enhanced by computer-generated objects. AI models are now also more advanced and have the capability to process text, audio, and video. 

• Training Magazine reports that 8% of companies anticipated spending a portion of their 2024 training budgets on AR and VR.
• In the same year, 4% of companies used AR and 7% used VR as a learning technology tool in their organization.
• Large companies are the top users of augmented reality and virtual reality for training, with 13% of such organizations using AR and 22% using VR. 
• Meanwhile, artificial intelligence may not be a widely used single delivery method for training, but AI usage greatly increased from 9% in 2023 to 25% in 2024.
• Large companies are still the top users of AI, with 46% using this technology. They are followed by midsize companies (25%) and small companies (17%). Adopting new learning technologies, such as AI-generated videos, is typically easier and more popular among large companies since they have bigger budgets and require efficient and scalable training tools. 
• 75% of respondents to the 2024 survey from TechSmith said they are receptive to watching informational or instructional video content created with the help of AI. 
• However, it should be noted that 45% also said they worry about the accuracy of AI-generated video, stressing the need to fact-check the content before creating videos. 
• In addition, 87% of viewers prefer a real person rather than an AI avatar or animated character when watching videos online. 

With AI, companies can create personalized employee learning that blends video training with other methods. AI can learn a trainee’s strengths, weaknesses, and learning preferences to recommend the appropriate training courses for the employee. One such example is LinkedIn learning, which suggests courses based on what skills the user needs and what courses their peers are taking.

Testing in video-based and other types of training can likewise be improved through AI. For instance, the automatic detection of the affective state of the user via AI-based classification of facial expressions can be used to analyze if a video is the right tool to deliver training. Moreover, an AI-powered training program can design tests for individual learners based on a trainee’s skill level. Subsequent courses taken after the assessment can then be tailored based on the trainee’s test results.

How can video training be accessible and inclusive for all learners?

Companies must design video training with inclusion in mind to reach a diverse workforce. Implementing features such as closed captions, transcripts, and language options can increase accessibility and comply with legal standards. Moreover, integrating adaptive learning elements and interactive components can address varied learning styles and abilities. This approach not only supports learners with disabilities but also benefits those who require flexible pacing or additional reinforcement to grasp complex topics. For further educational alternatives that foster continuous learning, consider exploring online colleges that accept FAFSA.

Video-Based Training Challenges of Employees

Video training is not without obstacles. Any organization that is integrating or plans to integrate video in their training toolkit must anticipate the following issues if they want to optimize learning outcomes.

• Currently, 80% of the global workforce does not work behind a desk. These employees, including salespeople on the road or retail associates on the store floor, do not always have access to a dedicated computer to watch video training.
• 9% of respondents to the TechSmith survey said they stopped watching a video because of poor quality, while 22% expressed that the content was boring or uninteresting. This emphasizes the need to create engaging, lively, and high-quality learning videos. 
• Employees are distracted when watching a training video. They skim through videos, watch videos without sound, or listen to it while doing something else. It does not help that young adults tend to have an attention span of approximately 76 seconds, while it is 67 seconds for their older counterparts, according to a 2023 study by Simon, A. et al. 
• Data from Moodle published in 2025 reveals that 46% of employees let training videos play while they are multitasking or speed them up to finish faster. 
• Additionally, 14% (one in 10) click through questions without actually participating or mute their laptops when watching training videos. 

While video-based learning presents certain challenges, companies can still use these training tools effectively if they know how to create the right kind of content and when to use this medium. 

How effective is video training?

Over time, humans forget what they have learned, which creates an obstacle to making video training effective. One of the famous theories that explain this phenomenon is the Ebbinghaus forgetting curve. Sometime in 1879, German psychologist Hermann Ebbinghaus discovered that people quickly forget what they learned 20 minutes after they have learned it (Finkenbinder, 1913). When applied to training, this means that on average, employees will forget about 90% of the information learned during training within one month.

In a similar vein, video training can reportedly help learners retain information for up to a month.

• Trainees who played a video simulation game had higher declarative and personal knowledge than those trained using other ways. One interesting application of video is the use of video games for corporate training. For instance, one study found that trainees who used simulation games had declarative knowledge which was 11% higher than the comparison group. They also had 14% higher procedural knowledge versus the comparison group (Sitzmann, 2011).
• Another study compared documentary-style video versus lecture-style video. The study found that the group that watched the documentary-style video performed better than the group that watched a lecture-style video, garnering an average of 3.5 out of 4 aspects of team coordination taught to both groups versus 2.5 out of 4, respectively.
• Likewise, employees who watched a video with a quiz scored higher than their colleagues who only watched the video and/or only talked about the video with others. A recent study on workplace digital learning compared a video group that watched the video only, a structured discussion group that discussed the video with an instructor and a spontaneous discussion group that talked about the video without a formal structure. Test results showed that employees in the structured discussion group retained knowledge 25% better than the other two groups. On the other hand, those in the interpolated testing group also performed better by 26% (Okano et al., 2018).
• A similar study explored the effect of an educational video on enhancing student retention. In the study, 223 undergraduate nursing students were divided into two groups and received refresher information. The experimental group watched a video that demonstrated the nursing technique of “moving an uncooperative patient from the supine to the lateral position (Salina et al., 2012)." In contrast, the control group read written information, which had the same words and sequence of the video content. The results showed that the experimental group outperformed the control group by 6.19 points. The experimental group scored 42.95 on all items, while the control group scored 36.76.

These studies indicate that videos can be effective tools for retaining information, whether for employees who are undergoing training or students who are pursuing postsecondary studies via the fastest nursing degrees, the cheapest online MSW programs, and so on.

A 2023 report published by Synthesia provides additional context into why learning and development (L&D) professionals rely on video for their training strategies. L&D specialists said the top reasons they use videos are that they can create effective materials for microlearning and have more on-demand learning content. 

The chart below shows the key reasons L&D professionals use training videos. 

How can video training bolster professional certification outcomes?

Integrating targeted video training with formal credentials can streamline skill validation and professional growth. By aligning instructional content with recognized competency frameworks, organizations can ensure that learning translates into verifiable qualifications. Tailoring video modules to cover the core topics outlined in industry-standard exams can help employees prepare more effectively, while incorporating real-world case studies enhances practical understanding. This focused approach not only builds a stronger narrative for skill mastery but also facilitates smoother progression into certification programs, reinforcing both learner confidence and employer credibility.

How to Make Video Training Effective

1. Segment videos into chunks that last less than six minutes

A study shows that peak engagement is at six minutes and dwindles down afterward. In 2014, researchers analyzed 6.9 million video watching sessions on the edX massive open online course (MOOC) platform. It is said to be the largest study of video engagement in terms of scale. The researchers looked at viewer engagement to know which kinds of MOOC videos lead to the best student learning outcomes. They measured engagement by analyzing how long a student watched the video (Guo et al., 2014). The results show that no matter the length of the video, the median engagement time is at most six minutes.

Videos that were less than three minutes long showed the highest engagement, with 75% of viewing sessions lasting three-fourths of the video length. However, engagement starts to drop during the ninth to 12th minute. At this point, students often fail to watch less than halfway through the video. Thus, the researchers recommended that instructors plan their lessons before making a video and dividing it into chunks under six minutes (Guo et al., 2014).

Though the participants of the study were students, the researchers noted that video engagement has relevance beyond the academe. They cited as an example, YouTube, where the revenue of a video is tied to engagement as a measure of viewer satisfaction. Thus, this insight can be useful to those producing videos for corporate training.

2. Incorporate quiz questions throughout the video content

A study shows that intermittent testing leads to better retention. Moreover, it makes video interactive, which more employees prefer. Okano and company’s study on workplace digital learning used video with interpolated testing on one group. After approximately one-minute intervals, employees were presented with multiple-choice questions asking about the content that they just watched. After they choose an answer, they are shown the correct one with a green checkmark. Employees stayed on the screen with the correct answer until they clicked a button to move on to the next part of the video (Okano et al., 2018).

With interpolated testing, employees who watched the video and answered the quizzes retained information after 20 to 35 hours. They also fared better in a test that had free-form and multiple questions. In the said test, some questions were asked in the video, while some were new questions.

Thus, the researchers concluded that interpolated testing enhanced learning for all information, not just for the information asked during interpolated testing.

Moreover, giving quizzes is a great way to make your video interactive and helps employees retain information better. Training Magazine highlights how companies expected to spend more on assessment and analysis testing, with purchases for such tools going up to 31% in 2024 from 12% the past year. 

3. Add whiteboard-style instructor sketches

Khan-style tutorials feel more personal and lead to higher engagement than PowerPoint slides and/or code screencasts. Another important takeaway from Guo and company’s empirical study of MOOC videos is that Khan-style videos are more engaging. Salman Khan, founder of the Khan Academy YouTube channel, uses a tablet to draw text, numbers, or doodles on the screen. These visuals supplement his video discussion on the topic.

The study shows that students engaged with Khan-style tutorials for 1.5 to twice as long compared to tutorials with PowerPoint slides and/or code screencasts.

Also, 40% of Khan-style tutorial viewing sessions were followed by an attempt to answer a multiple-choice problem. In contrast, only 31% of other tutorials were followed by problem attempts.

Video producers and program managers at edX noted that drawings with the instructor’s own handwriting felt more personal than computer-generated fonts. Corporate trainers who wish to make Khan-style tutorials can do so with a tablet and a program like Microsoft paint as the digital whiteboard. The instructor’s scribbling on the digital whiteboard can then be recorded with a screen recording and video editing software like Camtasia.

4. Incorporate video games into your training plan

Just make sure to give active instructions, make it accessible on-demand, and make it part of a holistic training program. To maximize video simulation games, Sitzmann suggests providing active rather than passive instructions where trainees can learn work-related competencies as they played the game. Secondly, learners should be able to play the game as many times as they wish. Lastly, simulation games work best when it is treated as part of a holistic program rather than being a stand-alone training method. Thus, employees should still receive instruction before and after the game to ensure that they understand the entire scope of their responsibilities. 

Several industry reports highlight how gamification increases retention, engagement, and skill development. Thus, it comes as no surprise that games, together with simulations, are the top anticipated purchase of companies for their 2024 training budgets. 

If you are considering different ways to enhance training and professional development, it is worth exploring options like what to do with a psychology degree, which can provide valuable insights into human behavior and decision-making, complementing your training strategies.

The chart below presents which training technology, tools, and services are included in the most frequently anticipated purchases of companies. 

How can companies measure the ROI of video training?

Effectively measuring the return on investment (ROI) of video training is essential for justifying the costs and assessing the value of this learning approach within an organization. Companies can evaluate video training ROI by examining factors beyond traditional engagement metrics. Below are key strategies for measuring ROI and ensuring the training program is cost-effective and beneficial to employee performance:

• Track Performance Improvement: Use key performance indicators (KPIs) to track improvements in employee performance post-training. Compare pre- and post-training metrics, such as productivity, quality of work, and error rates, to identify the tangible impact of video learning.
• Assess Retention Rates: Employee retention can be an indirect measure of training effectiveness. Track if well-trained employees stay longer with the company, indicating satisfaction with growth opportunities and professional development.
• Collect Feedback and Ratings: Gather qualitative data by asking employees to rate the relevance, clarity, and applicability of video training content. Surveys, quizzes, and follow-up interviews can provide insight into whether employees feel better equipped after completing the training.
• Calculate Cost Savings: Compare the costs associated with video training to traditional training methods. If video training reduces travel, accommodation, or instructor fees, these savings can contribute to ROI.
• Measure Knowledge Retention: Include periodic assessments after the training to measure how much knowledge employees retain over time. Long-term retention suggests a higher ROI and enduring impact of the training material.

How can video training complement competency-based education?

Video training can be strategically designed to support and reinforce competency-based education by providing real-world scenarios that allow learners to apply skills in practice. This approach ensures that learners not only receive theoretical knowledge but also demonstrate mastery through practical application. By integrating concise, focused video modules with follow-up assessments and interactive content, organizations can help employees progress through clearly defined competency milestones. Additionally, combining video training with structured competency frameworks has proven effective in tailoring learning paths, allowing for personalized development and more efficient skill acquisition. For further exploration of structured learning paths, consider reviewing competency based masters.

How can companies achieve high production quality in video training?

Achieving high production quality is key to conveying professionalism and enhancing learner engagement. Companies should focus on clear audio, consistent visuals, and precise editing to create an immersive experience that maintains audience attention. Investing in the right equipment, executing thorough pre-production planning, and leveraging iterative user feedback are practical steps to optimize quality. Additionally, aligning video aesthetics with organizational branding reinforces credibility and trust. For companies seeking to deepen their expertise in multimedia production strategies, pursuing a masters degree in 12 months can be a strategic asset.

How does video training influence career advancement?

Incorporating video training can significantly enhance career advancement by closing skill gaps and offering continuous, flexible learning opportunities. Modern video training modules integrate progressive assessments and certification options that help employees align new competencies with promotional and developmental paths. Additionally, targeted video content can serve as a bridge to formal education, supporting upward mobility by complementing advanced studies such as the best associate degree in 6 months online. This strategic focus not only drives individual growth but also contributes to overall organizational performance by fostering a culture of continuous professional development.

How can video training be integrated with formal higher education?

Aligning video training with formal higher education pathways can significantly enhance strategic talent development. Organizations can collaborate with academic institutions to design curricula that merge practical, on-the-job training with advanced theoretical concepts. This integration supports the cultivation of critical competencies and drives a culture of continuous professional learning. Leveraging video training as a supplement to formal education also offers employees the opportunity to address specific skill gaps while simultaneously progressing toward recognized academic credentials, such as an accelerated master's program online. This approach not only reinforces the value of corporate training investments but also builds a resilient workforce prepared for evolving industry demands.

The Verdict on Video

The use of video for training employees is a trend that shows no indication of going away soon. Studies have shown that video training helps employees gain knowledge as well as retain it more effectively than other methods of instruction. As such, it is a worthwhile training method to incorporate into your training program. Companies looking to leverage video training must consider employee mobility, inattention, and search accuracy issues when designing video training. It will also be beneficial for companies to follow research-backed best practices to make their training videos highly effective and worth the investment, namely:

• Keep it short.
• Add quizzes.
• Make whiteboard sketches.
• Keep it fun with video game training.

If you are interested in enhancing the effectiveness of your training program and understanding the psychology behind it, you might also consider pursuing an online masters in psychology Florida program to gain a deeper insight into human behavior and learning mechanisms.

Key Insights

• High Cost of Training: Companies in the U.S. spend a significant amount on employee training, with an average of $774 per learner. Creating instructional video materials is particularly costly, amounting to $400 to $1,000 per minute.
• Video Training Prevalence: Video learning is widely used, with trainers incorporating it into their training delivery. Larger companies are more likely to use advanced technologies like virtual classrooms, webcasting, and video broadcasting.
• Emerging Technologies: Virtual reality, augmented reality, and artificial intelligence are being increasingly adopted for training. Large companies are the early adopters, using these technologies to create immersive and personalized learning experiences. AI is now also being used to create videos. 
• Challenges of Video Training: Issues such as employee inattention, difficulty in creating engaging and high-quality videos, and the impracticality of video training for deskless workers hinder the effectiveness of video training.
• Effectiveness of Video Training: Studies show that video training can help with knowledge retention and engagement. Techniques like segmenting videos into short chunks, incorporating quizzes, using whiteboard-style sketches, and integrating video games can enhance the effectiveness of video training.

FAQs

Why is video training considered expensive? 

Video training is expensive due to the high cost of producing instructional videos, which includes expenses for production, editing, and ensuring high-quality content. 

What are the benefits of using video for employee training? 

Video training offers several benefits, including higher engagement, better knowledge retention, flexibility in learning, and the ability to use multimedia elements to enhance understanding. It also allows employees to learn at their own pace.

How prevalent is the use of video in corporate training? 

Video is highly prevalent in corporate training, with a large majority of companies incorporating it. Employees often prefer video over text, and it significantly boosts knowledge retention, with learners recalling 95% of video content compared to just 10% of text. Its engaging nature, accessibility across devices, and effectiveness in various training types make video a fundamental and growing component of modern corporate learning strategies.

What new technologies are being used in video training? 

New technologies like Virtual Reality (VR), Augmented Reality (AR), and Artificial Intelligence (AI) are increasingly being integrated into video training. These technologies create immersive and personalized learning experiences that can enhance training effectiveness.

What are the challenges associated with video training? 

Challenges include employee inattention, difficulty in searching for relevant videos, and the impracticality of video training for deskless workers. Additionally, ensuring that videos are engaging and effective can be difficult.

How can companies make video training more effective? 

Companies can enhance video training effectiveness by keeping videos short (under six minutes), incorporating quizzes throughout the video, using whiteboard-style sketches to make videos more personal, and integrating video games to make learning fun and interactive.

What is the impact of VR, AR, and AI on training? 

VR, AR, and AI have a significant impact on training by providing immersive and interactive learning experiences. VR and AR can simulate real-world scenarios, while AI can personalize learning paths and recommend courses based on individual needs and preferences.

How can quizzes improve video training? 

Quizzes can improve video training by making it interactive and reinforcing learning. Interpolated testing, where quizzes are integrated into the video, helps with knowledge retention and keeps learners engaged.

Why should videos be kept short in training programs? 

Keeping videos short, ideally under six minutes, is recommended because engagement tends to drop significantly after this point. Short videos ensure that learners stay focused and absorb the content effectively.

What is the role of gamification in video training? 

Gamification in video training involves incorporating game design elements to make learning more engaging and motivating. It can help in retaining knowledge, making the learning process enjoyable, and encouraging active participation from employees.

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