5 Effective Tactics to Enhance Your Hybrid Onboarding Process
Introduction As remote and hybrid work models become the standard in today’s workplace, the approach to onboarding new team members must also adapt. At Slick Plus, we understand the unique challenges and opportunities that come with remote employee onboarding. Whether your new hires are working from home, in the office, or a mix of both, it’s crucial to create an onboarding experience that is engaging, effective, and inclusive. In this article, we’ll share practical strategies to help you optimise your remote employee onboarding process, ensuring that every new hire feels connected, supported, and fully equipped to thrive from day one. How Remote Employee Onboarding Differs from In-Person Onboarding As a HR, L&D professional or team leader, you know that onboarding is critical to setting new hires up for success. Research from the Society for Human Resource Management (SHRM) highlights that employees who have a positive onboarding experience are 69% more likely to remain with a company for three years or more. The first week is particularly crucial, as it sets the tone for the entire employee experience, impacting their integration, engagement, and long-term success within the organisation. However, in a remote or hybrid work environment, onboarding presents unique challenges that require a different approach compared to traditional in-person methods. When your new employees are working both remotely and in the office, they miss out on the spontaneous interactions and informal learning and shadowing that naturally occur in a physical workspace. These interactions are crucial for helping new hires understand company culture, build relationships with colleagues, and quickly get up to speed. Virtual onboarding demands a more intentional and structured approach. Without the daily, face-to-face support from mentors and peers, new employees might feel disconnected or struggle to grasp their role fully. This can lead to slower integration and even active disengagement if not managed carefully. To ensure your remote onboarding process is as effective as possible, it’s essential to leverage digital tools that facilitate clear communication, provide easy access to resources, and fosters a strong sense of belonging with new colleagues across the team — regardless of where your people are located. By adapting your onboarding strategies to meet the needs of remote work, you can ensure that every new hire feels supported, connected, and ready to contribute from day one. Challenges of Remote Onboarding In a hybrid setting, the onboarding process must balance both in-office and remote experiences, which can lead to inconsistencies in how new hires acclimate to their roles and bond with their teams. This dual nature of hybrid work demands that companies carefully design their onboarding strategies to ensure equity, engagement, and effectiveness across both in-person and virtual settings. In contrast, remote onboarding occurs entirely online, with all interactions, training sessions, and communications happening virtually. This fully digital approach can exacerbate the difficulties of creating a cohesive and engaging onboarding experience, as new hires miss out on the spontaneous interactions and informal learning opportunities that naturally occur in a physical workspace. Without the benefit of face-to-face interactions, remote employees may find it challenging to connect with colleagues, fully grasp the company culture, and quickly get up to speed in their new roles. Given these complexities, it is crucial for organisations to implement thoughtful and intentional strategies tailored to the specific needs of remote and hybrid onboarding. By doing so, companies can ensure that every new hire feels connected, supported, and well-prepared to thrive in their new role. In the following sections, we will explore five key challenges of remote onboarding and provide actionable solutions to overcome them. 5 Challenges of Remote Onboarding Employees As organizations continue to adapt to remote work environments, the onboarding process for new employees presents unique challenges that differ significantly from traditional in-person methods. Remote onboarding requires careful planning and execution to ensure that new hires feel connected, supported, and fully integrated into the company culture. Here are five key challenges that organizations often face when onboarding employees remotely. 1. Companies May Neglect Informal Learning: Virtual onboarding often focuses heavily on formal training sessions and structured activities, overlooking the valuable informal learning that typically occurs in physical workplaces. This includes casual conversations with colleagues, observing how others work, and picking up unwritten norms and practices. Without these informal learning opportunities, new hires may miss out on crucial tacit knowledge and subtle aspects of how the organisation operates. Learn more about the importance of informal knowdlge, in this recent scientific paper from the University of Maastricht. 2. No Centralised Repository for Easy Content Access: In remote or hybrid onboarding, the absence of a centralised, easily accessible repository for onboarding materials can significantly hinder the process. New hires may struggle to find important documents, training videos, or company policies when they need them. This scattered information can lead to confusion, repeated questions, and inefficiency. A lack of organised, readily available and easy-to-find content can make it difficult for new employees to review information at their own pace or refer back to it later. 3. Low Engagement in Training and Onboarding Process: Initial training sessions in a virtual environment can suffer from low engagement levels. Unlike in-person training where body language and immediate feedback are easily observable, virtual training may lack the same level of interaction and energy. The lack of physical presence can make it harder to gauge participants’ attention and understanding. New hires might feel less motivated to participate actively, ask questions, or seek clarification and often leads to a sense of being overwhelmed by information. This can lead to gaps in understanding and a less thorough grasp of essential job functions and company processes. This low engagement can result in poor retention of important information and a less effective onboarding experience overall. 4. Lack of Clear Communication: When communication isn’t clear, new hires may not understand their roles, expectations, or how to complete onboarding tasks. This can result in mistakes, missed deadlines, and a general sense of disconnection from the team. Clear, consistent, and frequent communication is crucial in a virtual
Slick+ Featured in The Irish Times: Bridging the Gap in Tacit Learning for Hybrid Teams
Pioneering Tacit Learning for Hybrid Teams Through Video Sharing We’re thrilled to share that Slick+ was recently featured in a prominent article published by The Irish Times on June 20, 2024! The article in the Irish Times highlights how Slick+ effectively addresses the challenges of tacit knowledge sharing in today’s hybrid work era. A major challenge in remote and hybrid work models is the loss of informal, experiential learning that occurs naturally when teams are physically together. This tacit knowledge—comprising job-specific know-how, organisational insights, and in-house practices—is critical for employee productivity, onboarding, and team cohesion. However, in dispersed, screen-based environments, this essential expertise can often be overlooked. Slick+ bridges this gap. Our intuitive video creation and sharing tools enable every employee to both learn and teach, fostering a comprehensive, centralized library of institutional knowledge. By leveraging the collective intelligence of the workforce, Slick+ transforms how organizations capture, retain, and disseminate their most valuable asset—their people’s expertise. In this blog post, we delve into the tacit knowledge challenge, demonstrate how Slick+ uniquely addresses it, and share testimonials about the significant impact our platform has on hybrid teams. Let’s dive in! 😉 The Challenges of Tacit Knowledge Sharing in Hybrid Work The shift to remote and hybrid work models over the past several years has brought tremendous benefits in terms of flexibility, work-life balance, and expanded talent pools. However, it has also introduced a significant challenge when it comes to the transfer of vital, experiential knowledge within organizations. As the Irish Times article highlights, the “informal learning that happens automatically when people are together” is all too often lost in dispersed, screen-based environments. This “tacit knowledge” – the job-specific skills, organizational insights, and in-house best practices that are typically shared through hands-on mentoring and casual interactions – is the lifeblood of any successful business. Yet, in the hybrid workplace, this crucial know-how is at serious risk of fading into the background. New hires struggle to get up to speed without the ability to organically observe and learn from experienced colleagues. Veteran employees exit the company, taking their hard-earned expertise with them. And cross-functional collaboration suffers as teams find it challenging to effectively share their unique departmental knowledge. The ramifications of this tacit knowledge deficit are far-reaching. Onboarding processes become painfully inefficient. Employee retention plummets as workers feel isolated and unsupported. And the organization as a whole loses its competitive edge, unable to consistently apply the specialized expertise that was previously taken for granted. Clearly, a solution is urgently needed to help hybrid and remote teams capture, centralize, and continuously leverage their most valuable asset – the collective brainpower of their workforce. This is precisely where Slick+ comes into play, providing a powerful and user-friendly platform to bridge the tacit knowledge gap. Slick+: Redefining Peer-to-Peer Knowledge Sharing In the complex landscape of today’s hybrid work environments, tacit knowledge—the kind that’s traditionally learned through interpersonal interactions and experiences—often remains underutilized. Slick+, our pioneering solution, steps into this gap to transform how knowledge is exchanged across organizational boundaries. We recognize the invaluable nature of tacit knowledge, especially how it drives innovation and efficiency within companies. Slick+ is ingeniously designed to facilitate the effortless capture and dissemination of this otherwise elusive knowledge through a user-friendly, video-based platform. With just a few clicks, users can create and share videos that encapsulate critical insights and practical know-how. This approach not only democratizes knowledge across the board but also makes it readily accessible at the point of need. Key Features of Slick+: Video Creation and Sharing: Searchable Video Content: Living Library of Expertise: By providing a platform where knowledge is not just stored but shared, celebrated, and continuously enriched, Slick+ is changing the paradigm of corporate learning. We’re moving beyond the static, one-dimensional learning systems of the past and embracing a more dynamic, interactive, and community-driven approach to knowledge management. This ensures that critical know-how is not only preserved but also amplified across the entire organization, making every employee both a learner and a teacher in their own right. With Slick+, we’re not just solving the problem of tacit knowledge sharing—we’re unlocking a new era of workplace collaboration and innovation. Conclusion Slick+ is driving a new wave of innovation in how organizations manage and share tacit knowledge in hybrid work environments. By leveraging peer-to-peer video sharing and maintaining a dynamic living library, our platform ensures that essential knowledge is not just captured but continuously updated and easily accessible. This approach empowers L&D and HR teams to create a more connected, informed, and agile workforce. The importance of capturing and sharing informal knowledge has never been greater, especially as remote work becomes increasingly common. This often-overlooked knowledge, rich in context and experience, can be the key to unlocking significant gains in productivity and innovation. Slick+ provides the tools needed to make this knowledge readily available, ensuring that every employee is equipped to contribute meaningfully to the organization’s success. With Slick+, you’re not just implementing a tool—you’re fostering a culture of continuous learning and collaboration that can transform your organization. Discover how Slick+ can enhance knowledge sharing within your organization. 👉 Schedule a demo today!
Revolutionising Corporate Training: Embracing Blended Learning and Interactive Video Playlists
Evidence-Based Strategies to Foster a Culture of Engaged Learners In today’s hybrid workplace traditional in-person workshops are no longer sufficient to meet the diverse learning needs of modern organizations. Training providers must adapt to remain relevant and effective. One powerful strategy is the integration of blended learning models, with a particular focus on leveraging interactive video playlists. This approach – giving today’s employees consumer-grade solutions – offers numerous benefits and opportunities for training organizations and their clients. The Power of Blended Learning with Interactive Video Playlists In an era where digital transformation is reshaping corporate learning landscapes, blended learning models enhanced by interactive video playlists are emerging as game-changers. This innovative approach combines the best of traditional in-person training with cutting-edge digital tools, creating a synergistic learning environment that addresses the complex needs of today’s diverse and distributed workforce. By harnessing the power of blended learning and interactive video content, L&D professionals can unlock new levels of engagement, retention, and knowledge application. Let’s explore the key advantages this revolutionary approach brings to corporate training: 1. Enhanced Accessibility and Inclusivity: By incorporating interactive video playlists into training models, providers can extend the reach of their workshops beyond physical attendees. This allows for the inclusion of colleagues who play critical roles in implementing changes within their organizations but are not attending in person. 2. Increased Actionability of Training: Interactive video playlists enable the breakdown of complex topics into digestible, on-demand segments. Participants can revisit key concepts, share specific modules with colleagues, and apply learnings at their own pace. This ‘living playbook’ approach bridges the gap between theoretical knowledge and practical application in the workplace. 3. Customization and Personalization: Training providers can create tailored, short-format video content that addresses specific organisational challenges, allowing for a more personalised learning experience. This customization ensures that the training directly aligns with each client’s unique needs and objectives. Furthermore, participants can create short videos to contextualise the trainer playlists and frame how the learning can be implemented back at base. 4. Continuous Learning Support: By providing access to interactive video playlists before, during, and after in-person workshops, training organizations create a continuous learning environment. This supports long-term retention and application of skills, extending the impact of training beyond the workshop walls and into the flow of work where everyone benefits. 5. Improved Knowledge Sharing: Interactive video playlists and social learning platforms facilitate easier sharing of key insights and techniques among team members who didn’t attend the in-person training. This fosters a culture of collective learning and ensures that the benefits of training permeate throughout the entire organisation. 6. Data-Driven Insights: Incorporating interactive video playlists into a blended learning model allows training providers to gather valuable data on participant engagement, content effectiveness, and learning impact and patterns. These insights can inform future training design and demonstrate the return on training investments. 7. Cost-Effectiveness for Clients: While maintaining the high-touch value of in-person training, the blended model with interactive video playlists offers a more cost-effective solution for clients. It reduces the need for extensive travel and allows for wider participation without significantly increasing per-person costs. 8. Flexibility in Delivery: This approach gives training providers the flexibility to offer various formats – from primarily in-person with supplementary video content to mostly virtual with periodic in-person sessions. This adaptability allows them to meet diverse client needs and preferences. Implementing a Blended Learning Approach To successfully integrate blended learning and interactive video playlists into their offerings, training organizations should consider the following steps: Several factors contribute to the implementation a corporate learning approach: These engagement challenges can be proactively addressed to ensure the effectiveness and success of hybrid training initiatives. In the following section, we’ll explore a range of research-backed (and learnings from real-life use cases) strategies to help you keep your hybrid employees engaged, connected and motivated throughout the training process. The future of Hybrid Workforce Training By embracing this blended learning model with interactive video playlists, training organisations and training teams within organisations, can position themselves at the forefront of innovative corporate training solutions. This approach enhances their value proposition and meets the evolving needs of modern organisations and the world of work. As the corporate world continues to embrace hybrid and remote work models, the demand for flexible, accessible, and impactful training solutions will only grow. Click here to explore a report from McKinsey, 2023 about how hybrid work has changed the society. The integration of blended learning models and interactive video playlists represents a significant opportunity for training organizations to evolve their offerings, foster greater human connection and better serve the needs of today’s dynamic corporate environment. By embracing these innovative approaches, training providers can ensure they remain relevant, effective, and indispensable partners in their clients’ learning and development journeys. Conclusion As we navigate the evolving landscape of corporate training, blended learning models incorporating interactive video playlists have become essential. This approach addresses the unique challenges of hybrid work environments while maximizing the impact of learning and development initiatives. By embracing these innovative strategies, organizations can foster continuous learning, enhance knowledge retention, and drive cost-effective, inclusive training programs. The success of this approach relies on having the right tools to support it. This is where Slick+ shines. Designed for hybrid teams, Slick+ empowers employees to easily capture and share expertise through user-friendly video creation. It enables organizations to build tailored video playlists, strengthen team bonds, and seamlessly integrate video content into existing L&D programs. By combining blended learning strategies with Slick+, you’re not just adapting to the new world of work – you’re thriving in it. You’re creating a dynamic, engaging learning ecosystem that drives organizational success. In today’s fast-paced business world, the ability to quickly capture, share, and apply knowledge is a key competitive advantage. With Slick+, you’re equipping your team to stay ahead of the curve. Ready to revolutionize your corporate training and empower your hybrid teams? Explore how Slick+ can transform your L&D initiatives today. 🙂 Interested to learn more? Get in touch to
Our Key Insights from the Learning Technologies Conference
Linda Hegarty, Slick+ CXO, reflects on #LTUK24 #1. Why the future of training is tech-enabled For many large and complex organizations (e.g. NHS UK, multi-brand entities, membership orgs etc.) – the cost of sending employees around the country to do the same training sessions repeatedly is prohibitive (and arguably not the best use of everyone’s time). It is also not what most people want – the inconvenience of spending time away from home when there’s an equally (or more) effective tech-enabled option for doing the same job – that can be done from their home office (or just from home). #2. We need to think about how best to use AI It seems to me at least, that many people are being swept along by the exciting prospect that AI can be the answer to everything. I am all for greater productivity, increased efficiencies and data insights and am a huge believer in leveraging technology to make work (and life) better and easier. But I find that I’m unable to go along with initiatives that are using tech to replace, replicate and essentially diminish the human experience or lose sight of ‘why’ we are engaged in our work at all. I’m specifically thinking about Avatars who are now entering the workplace training arena. In approx. 15 mins it is possible to create an avatar that more or less looks like you and sounds like you. To deliver training, you just need to quickly write a script and at the click of a button, you can share a link to a video of your avatar delivering what you wrote. It all sounds quick, efficient and effective – but can it really work? I remember learning in communications 101 about how messages get communicated – how words are important, but facial expressions and body language are also integral to getting the message through the noise to land in the way it was intended. There’s no nice way of saying this – avatars–are fake. All authenticity is diminished for the sake of expediency. Sure, they are cool and possibly fun but just because we can do something, does it mean we should? Productivity and efficiency nowadays are a basic requirement – we have plenty of tools to achieve these – but the human aspect needs to be central to everything we do if we are to build real relationships and trust with our colleagues in an increasingly digital and distributed workplace #3. Successful organizations understand when to stop talking and start doing I also wanted to learn from the enterprise organizations about how they got new technologies adopted across thousands of employees – the takeaways for me were very encouraging for the stage we are at – and some of the key advice for organizations was: Establish metrics so you know exactly what you’re trying the achieve – essential to be able to measure how well/badly you’re doing Get in with an early-stage solution provider where there’s an opportunity to co-create your custom solution; Pick a small problem that you can decide to fix – something that really matters to your team, and your bosses, and start by fixing that first – a success story with clear metrics as evidence will help onboard doubters Have the courage to know when to stop talking and start doing – better to start using an imperfect solution and shaping it to solve your problem, than indefinitely talking about what the ideal solution should be. Conclusion While there’s no doubt that tech-enabled solutions can drive significant productivity gains, we must never lose sight of the irreplaceable value of human connection and interaction. The key is finding the right balance between efficiency and authenticity. Successful L&D teams will be those who thoughtfully integrate technology in a way that enhances, rather than diminishes, the human experience. At Slick+, we understand this balance all too well. Our platform helps hybrid teams instantly capture and share their expertise through easy-to-create videos, strengthening team bonds and belonging. By starting small, establishing clear metrics, and collaborating closely with solution providers, organizations can achieve meaningful, scalable results without sacrificing the human touch that is so essential to effective training and development. The future of learning is tech-enabled, but it remains fundamentally human. To dive deeper into effective strategies for elevating your hybrid training programs, download our latest eBook, “Effective Strategies for Elevating Hybrid Training”. This resource is a must-read for HR managers and L&D leaders looking to optimize their tech-enabled learning initiatives while preserving the human element. Click here to get your free copy!
Social learning for innovation, connection and knowledge: Why we built Slick+
Managing knowledge and delivering learning in the hybrid workplace is critical, but can also be challenging. In a series of blogs we look at some of the main issues that often arise, and how that has driven us to design Slick+. Last time we looked at knowledge bottlenecks and the role that both communities of practice and social technologies play in moving towards a system of collective learning. In this post we explore further the need for technologies that are specifically geared towards social learning, and why we build Slick+ to bridge a gap. Why we need technology that actually supports situated learning It’s long been accepted by learning professionals and the industry in general, that much of our workplace learning is informal in nature and actually falls outside of activities planned by learning and development teams. Another popular concept is the 70-20-10 model that is still used as a yardstick in many organizations to plan out learning strategies. This says that 70% of our learning comes from experiences carried out in our role, 20% comes from interacting with peers, colleagues and experts, and 10% comes from more formal training and learning. Even though a learning and development strategy may reflect 70-20-10, investments in learning technologies and tools seldom do.They rarely support the informal and peer-to-peer learning that goes on within an organization and therefore don’t offer very good ROI; there’s often a disconnect between how employees actually learn and the systems that support them. The truth is that in many organizations the technology in place to support situated learning is somewhere between poor or non-existent. The pitfalls of the LMS This contrasts sharply with support for learning management systems (LMS). Most medium and large-sized organizations have an LMS or subscribe to courses that are available on what is basically an LMS. This will be the main learning technology, but it is not designed to support the 90% that is about more experiential and social learning. It is designed to cover the 10% relating to more formal learning. We get why organizations need an LMS and we’d usually recommend that learning functions invest in one. You do need formal learning and sometimes you need to show that people have taken a particular course. But an LMS comes spring-loaded with many problems. Courses don’t get completed. Mandatory learning is often regarded as a box-ticking exercise or as pain in the backside. There’s little engagement and knowledge transfer. Occasionally there’s a bit of gold dust with some e-learning that is both valued and enjoyable, but the majority of learning is regarded as a pretty dreary, lonely experience which takes time out of the flow of work. An LMS and the related SCORM-friendly course material can also be pretty expensive so the result can be high cost, high levels of learner dissatisfaction and underwhelming returns on investment. Social learning fuels engagement and more… During the course of this blog series, we’ve argued the role learning plays in areas such as engagement, retention, innovation, job satisfaction and a whole host of other benefits. This is continually reflected in industry research. For example, the recently released 2024 LinkedIn Workplace Learning Report suggests that 70% of people say learning improves their sense of connection to an organization, 80% say it adds purpose to their work, and 90% of organizations are making learning as their “no 1” employee retention strategy. And you can be sure the 2025 research will tell a similar story. It doesn’t take much to realize that most of that learning-driven “engagement” comes from situated learning and the excitement of new growth and development opportunities, overcoming challenges in a role, learning directly from colleagues and sharing insights with peers. This is the kind of people-centred learning that is not supported by the LMS. The massive technology gap around social learning The truth is that there is a MASSIVE gap in technologies that support social, informal and peer-driven learning, and adequately complement formal learning. We’ve explored how technology is a key enabler that can help overcome knowledge silos and reduce knowledge gaps, as well as uncork knowledge bottlenecks. But so often this technology is lacking. This is what drove us to design Slick+ .Slick stands for Social Learning for Innovation, Connection and Knowledge. The ‘plus’ acknowledges that this is a future-focused journey where we join our customers as partners in problem-solving, future-proofing and creating a culture of continuous learning (and inspiration!). To dive deeper into effective strategies for elevating your hybrid training programs, download our latest eBook, ‘Effective Strategies for Elevating Hybrid Training’. This resource is a must-read for HR managers and L&D leaders looking to optimize their tech-enabled learning initiatives while preserving the human element. Get your copy today! What makes Slick+ different from the traditional LMS? Slick+ is designed to complement formal learning and the world of the LMS: to enhance the existing (often extensive) investment in LMS, integrate into the existing learning ecosystem, and ramp up the more relatable, context-specific learning that we know is so crucial for competitiveness, employee retention and innovation. Essentially, Slick+ is a Social LMS for the way we work today. A Social Learning [Management] System! Based on our experience to date, Slick+ is a truly disruptive technology that can help establish a culture of collective learning that you simply can’t achieve with an LMS. Let’s explore a little more detail, how Slick+ is different from a more traditional LMS: What makes Slick+ different from other learning technologies? Social learning technologies are not new in organizations, and are actually pretty mature, especially those designed to support engagement, knowledge-sharing and communities, including professional communities of practice where learning often takes place. But to date these learning technologies have tended to be more about tools and less orientated around social learning systems for knowledge sharing between peers. Our observation is that existing social technologies, including systems designed to support knowledge sharing: Social Learning System in action Slick+ provides an exciting opportunity to drive learning in the modern, hybrid workplace in
Unlocking the Power of Video-Based Learning
8 Compelling Reasons for the way we work today In the hybrid world of work, traditional methods of knowledge transfer struggle to keep up. However, there’s a solution that’s been quietly gaining traction and proving its effectiveness: video-based knowledge capture. Let’s dive into why video is emerging as a game-changer for the way we work today. 1. **Captivating Engagement**: Videos have a unique ability to captivate audiences instantly, making them perfect for remote or hybrid learning scenarios. When your colleague is the expert on screen, relatability skyrockets, ensuring relevance and fostering deeper engagement. 2. **Enhanced Retention**: By reducing cognitive load, videos facilitate higher recall and retention rates among learners. They draw colleagues into deeper learning and engagement, tapping into the emotional side of knowledge retention. 3. **Relatable Content**: Tailoring videos to the mission of your organization and the employee audience ensures relatability. When presented by actual colleagues, the content aligns seamlessly with organizational objectives, fostering a deeper connection. 4. **Curiosity Ignition**: Micro-videos tease and pique curiosity, motivating learners to explore further. When created by colleagues, these snippets become more relatable and actionable, driving deeper engagement. 5. **Data-Driven Refinement**: Analytics tools help identify engaging segments of videos, allowing for iterative improvements. This not only maintains learner engagement but also provides insights into topics that truly motivate colleagues, promoting greater employer-employee alignment. 6. **Narrative Immersion**: Structuring videos around compelling narratives guides learners on a journey of discovery. Short-format playlists unlock individual expertise for collective learning and impact, harnessing the power of storytelling. 7. **Versatile Applications**: Videos are adaptable for various learning contexts, including formal online training, instructor-led sessions, and just-in-time learning. They also foster social learning environments, inspiring both innovation and human connections. 8. **Behavioural Changes**: Videos created by colleagues prompt employees to pause, reflect, and emulate modelled actions. This leads to tangible shifts in behaviour, driving continuous improvement within the organization. Video is underutilized in today’s workplace, but it’s emerging as a cornerstone strategy for designing immersive and engaging learning and employee engagement experiences. Is your organization ready to embrace video as a means of learning and connection? Interested to learn more? Please get in touch to talk to explore how a video-based strategy can help convert individual expertise to collective learning in your organisation! 🙂 Are you a L&D or H&R Manger? Download our latest free eBook, “Effective Strategies for Elevating Hybrid Training” today.