Video training vs. shadowing: what each is good for

Most small businesses train new staff by shadowing: the new person follows an experienced one until they've seen enough. It works, but it depends entirely on who they shadow and what happens that day. Video training fixes some of that, but not all. Use each for what it's good at.

Where shadowing works best

• Hands-on skills that need feedback, such as spotting, technique, or equipment.
• The feel of the job: pace, tone, how real customers or athletes behave.
• Building relationships with the team.

Where shadowing struggles

• Consistency: everyone learns the version of whoever they shadow.
• Coverage: rare situations, like an injury or a complaint, may never come up while they're shadowing.
• Records: there's usually nothing written down about what was covered.
• Time: your best staff spend hours repeating the same explanations.

Where video training works best

• Rules, policies, and procedures that should be the same for everyone.
• Situations that are rare but important, explained before they happen.
• Anything you're tired of explaining over and over.
• Training before someone's first shift, on their own time.

Combine them

A practical approach: cover rules and procedures on video first, with questions that check understanding. Then use shadowing for hands-on practice and the feel of the job. The new person arrives already knowing the rules, so in-person time goes on practice, not explanation.

1. Before or during the first days: video lessons on your must-know procedures.
2. Check the answers and follow up on anything missed.
3. Shadowing focused on hands-on skills.
4. An in-person sign-off on anything that has to be seen.

Coaching Explained handles the video side: questions built into the video, deadlines, completion tracking, and certificates, including ones you award for in-person sign-offs.