25 Applications of User Generated Video

by | Resources

Corporate learning is transforming. Maybe not fast enough for many organisations, but a priority for every business function is how it can design and successfully implement a roadmap for digital transformation that supports both colleagues and customers.
Buoyed by a strong shift in learner sentiment, expectations and attitudes, many L&D teams are exploring new ways to create impact for their people. Alongside AI, data and personalisation one of the major game-changers is the rise of user-generated content, and particularly video.
With the considerable benefits of scalability, cost-savings and authenticity, user-generated video can supercharge changing attitudes towards learning. By helping people to reflect, capture and share their individual experiences as part of a continuous learning culture, L&D teams can support wider business agendas.
Whether you are looking to model and encourage positive leadership behaviours, better engage with your people to improve retention rates, or even prove the value of learning, video reflection and self-filmed interviews can help.
We’ve seen our customers use StoryTagger in some brilliantly innovative ways. Here are our top 25 business applications of user-generated video to support culture change. Which ones fit with what your organisation is trying to achieve?

Inspire Open Leadership

1 – Amplify what great leadership looks like within your own organisation with stories from your existing team to inspire the next generation of leaders.

2 – Help colleagues connect to your organisation’s vision and strategy by asking leaders to share their stories via video.

3 – Build trust, empathy and authenticity through a CEO vlog series as part of an effort to support open leadership.

4 – Break down silos and pull teams together by getting leaders to share strategy, business goals and corporate direction.

5 – Help everyone feel part of something. Promote the value of joining your inclusion networks, communities and charity activities through real impact stories.

6 – Recognise people who share their video feedback, stories and perspectives to show that this is not only permissible but actively encouraged.


Grow your people’s careers

7 – Discover how new starters adapt to working life in your organisation by capturing their onboarding stories. This will help future recruits too.

8 – Develop a plan and workflow for capturing career stories regularly to help you attract and grow talent – your marketing team might even want these!

9 – Encourage people to share a 60 second intro about their individual role and how they make a difference to your organisation’s core purpose.


Develop future skills and capabilities

10 – Improve key C21 skills – ability to structure a story, make reflective practice a habit, think deeply and creatively, build emotional intelligence – all from recording and watching individual video stories.

11 – Help people to hone an elevator pitch and practice communicating concisely. Don’t forget to share with the cohort for wider reflection and learning. Communication, and the ability to communicate on video, continues to be a crucial soft skill.


Democratise learning and performance

12 – Capture subject matter expertise on video to inform, or include within, your learning programmes.

13 – Spread good practice from your highest performers. Works well in sales and customer service environments as well as surfacing and retaining tacit knowledge from anywhere within your organisation.

14 – Create a short video promo with real voices to share the value of a new learning campaign launch.

15 – Ask your people on the shop floor about their daily blockers so you can design learning resources to meet real and proven needs.

16 – Include reflective practice as part of a classroom experience. This might include personal intros, video learning logs and feedback.


Amplify innovation and curiosity

17 – Role model new ways of working by specifically asking people at the forefront to share what they do, why they do it and how it aligns to the future direction of the business.

18 – Run a competition where people collaborate and share their ideas or pitches on how to solve specific business challenges or pain points.

19 – Encourage people to experiment based on what they’ve learned, share the outcome and what new skills they’ve acquired in the process


Capture evidence and prove impact

20 – Celebrate your team successes from the past year or quarter. Capture and share videos reflecting on their highlights – maybe even offer a prize for the most creative or entertaining.

21 – Curate award testimonials and impact stories to demonstrate what’s been achieved.

22 – Collect and share advocacy stories from cheerleaders across the business to use in promotions.

23 – Introduce a video learning log for new pilots or new strategies – get end users to share progress on experiments and innovations.

24 – Capture in the moment thoughts and reactions to experiences.

25 – Planning an event? Invite your participants to share what they’d like to get from it on video. Use this rich feedback to promote engagement and fine-tune the programme.


Promote better connection and engagement

Real, authentic human stories mean so much more to us than brand messages – so why is L&D continuing to be the sole prescriber and deliverer of learning at work? By enabling UGC creation in your business, you give your people a voice and reach they have never had before.

As a result, individuals can connect with global teams, extend their network and interact with people they’ve never met before. This fosters a feeling of belonging and can actively contribute to employee retention rates and overall learning impact.


Empower and encourage reflection

Reflecting on what we’ve learned and sharing it with, or teaching, others can have a significant impact on our ability to apply knowledge and use it to respond effectively to future work situations.

Ready to put these employee-generated video applications into practise? See what StoryTagger can do for you with a free demo.

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