2020 was spent mostly in lockdowns, which led to major training disruptions and demand for alternative training solutions. But now, those alternatives have indeed become the new normal. Doesn’t that open up a range of possibilities for corporate training? It definitely does!
2020’s 5 Most Popular Blogs on Microlearning
- Leveraging rapid eLearning practices for speedy microlearning development
- What makes microlearning an attractive learning strategy for Gen Z learners?
- What are microlearning and nanolearning?
- A microlearning story: from design to learner experience
- The other side of microlearning: when not to use it
So, if you’re planning on making some big changes in your training approaches for 2021, look no further. We have curated a list of the 5 most popular microlearning blogs from 2020 that will answer all your queries on bite-sized learning.
The Most Popular Microlearning Blogs from 2020 that You Should Read
1. Rapid eLearning to Speed up Microlearning Development
Millennials and Gen Z’ers are going to form the majority of the corporate workforce globally in the coming decades. They are also well known for their short attention spans, making long-form learning formats unsuitable for their training. Microlearning with its bite-sized learning nuggets, each focusing on a single-learning objective, caters perfectly to their learning styles and preferences – helping reducing the cognitive load on learners, while improving the scope for retention.
Combine this with rapid eLearning development, which aims to deliver eLearning courses within tight deadlines while maintaining quality, and you have the perfect combo. This way, microlearning meets the speed of ‘rapid’ for quick and efficient learning.
If you’re curious to know how to combine microlearning with rapid eLearning to cater to the learning needs of your young workforce, here’s a blog to get you started.
3. Microlearning: For the Gen Z Learners
Well, if you look around your workplace today, you’ll find a lot of young millennials and Gen Z’ers who are the latest entrants to your workforce. According to an article from SHRM, a Google Consumer Survey of 1000 managers in the U.S. revealed that 29% of managers expect training Gen Z employees to be more difficult when compared to the generations preceding them.
Gen Z’ers were born in a hyper-connected world and are always looking for instant information and gratification. Training them via microlearning helps deliver knowledge instantly, knowledge that is most relevant, when they actually need it. Keeping the learning modules short also allows them to feel a sense of achievement at the end of each learning point. This way, microlearning helps keep Gen Z learners engaged while increasing retention.
To learn more about how microlearning can be used to train your Gen Z workforce, read this blog.
3. Microlearning vs. Nano learning: Good Things in Small Packages
Nanolearning takes the ‘micro’ in microlearning to the ‘nano’ level by addressing individual learning points within a learning objective. This helps create extremely short training modules, each just under 2-minutes.
Compared to microlearning, nanolearning makes content much more snackable for learners to grasp and learn. Yet, both approaches are suited for the modern learner, and budget friendly to develop. However, nanolearning is not for first-time learners and is best suited for refresher training. If you want to know more about how microlearning and nanolearning are different yet alike, head over to this blog.
4. Must-Have Components for an Effective Microlearning Strategy
According to an ATD Research report titled ‘Microlearning: Delivering Bite-Sized Knowledge’, 40% of the 600 participants in the study indicated that their organization currently uses microlearning. 41% of the remaining 60% plan to start using microlearning. This shows how microlearning is becoming the talk of the L&D town with no signs of slowing down. But how can you ensure an effective microlearning strategy? For microlearning to be effective, you need to consider three basic components: ideation & design, functionality, and learner experience.
The design should suit the needs of the modern learner – shorter modules, each dealing with one learning objective. The functionality? Round-the-clock accessibility and flexibility to provide truly ‘anytime and anywhere learning’. And it’s all about experiential learning now, so allow for continuous and spaced learning. For more on how you can ensure a successful microlearning strategy for your training programs, head over to this blog.
5. When to Say “No” to Microlearning
Considering its popularity and various applications, there is a misconception that microlearning works as the panacea for all training ills. But it definitely has some limitations and cannot be used in all situations.
Microlearning makes learning simple. By segregating content into bite sized nuggets, it helps deliver ‘just-in-time training’ with a single-point focus and also works as a refresher after formal training. And that is where it is so useful for employee training. It cannot be used to deal with complex topics, which are better dealt with by formal classroom training or eLearning.
To learn more about the limitations of microlearning and how it is not a one-size-fits-all approach, head over to this blog.
Summing it All Up!
A young generation of workers are going to form the majority of the corporate workforce and it is imperative to train them according to their learning needs and styles. Microlearning, when combined with rapid eLearning, is a great way of delivering training courses in a fast-paced world which is constantly overloaded with information. But it is important to remember that is not the panacea for all training ills, and you need to say NO to it sometimes.