Microlearning to Boost Employee Performance

A variety of formats can be used to deliver microlearning (discussed later), but we must ensure we pick the format based on the training need, learner profile, and the environment in which the course will be accessed – form follows function.

Microlearning disadvantages? Any? Microlearning an evolving eLearning trend is not a fit where learners need to be taught something complex, or which can’t be fragmented. It can, however, be used to reinforce learning in such situations.

Microlearning assets are the different formats used to deliver microlearning digitally – directly aligned to content type and the instructional strategy.

They can be configured in a variety of interesting formats depending on training needs and course content. Here are a few examples…

Using Microlearning Assets to Address Different Learning Goals

Microlearning solutions address a wide variety to learning needs across the learning journey – right from gaining attention of offering practice opportunities and refresher bytes.

Microlearning Characteristics

If you are thinking brevity is the hallmark of microlearning, you are right. However, it has several distinguishing characteristics. It pays to keep these microlearning best practices in mind when designing.

1. Addresses a single learning objective
2. Leverages existing training content
3. Follows a minimalist design trend (short & useful content with relevant visual)
4. Uses a variety of microlearning formats
5. Offers a mobile-friendly design

Here are a few microlearning statistics:

A survey by Software Advice indicates that 58% employees would feel more engaged in technology-enabled learning if the course content is divided into shorter lessons.

According to ATD’s 2017 report, Microlearning: Delivering Bite-Sized Knowledge, 92% of the surveyed organizations currently using microlearning believed its usage would increase in the future.

According to learning architect Ray Jimenez, PhD, in his book 3-Minute eLearning, by creating micro courses learning developers can reduce development costs by 50% and increase the speed of development by 300%.

Providing bite-sized learning modules enhances the retention levels of learners and ensures better transfer of acquired knowledge to the workspace. Consider your organizational goals, your desired learning goal, and decide if microlearning can meet your training needs. These are few situations where microlearning helps.

Microlearning Negates the Effect of the Forgetting Curve

If we look at the forgetting curve by Ebbinghaus, it shows that almost half of newly learned knowledge is lost in a matter of days, unless it is reviewed.

Learning is an active process that happens continually, and the key to beat the forgetting curve is revising learners’ knowledge periodically. It may not be possible to bring back learners to a classroom regularly. Microlearning for follow up and reinforcement activities will ensure employees continue to go up the learning curve over time.

Bite-sized modules made available over multiple devices provide greater opportunities for approaching learning as a process and not an event. Microlearning beats the forgetting curve by:

• Offering spaced learning
• Providing just-in-time learning
• Helping retrieve knowledge from memory

Preps Learners for Online/Classroom Training

Quizzes, flashcards, or infographics enable learners to recap information. Mini quizzes or micro assessments can be used as pre-assessments to check learners’ existing knowledge be it in ILT (Instructor Led Training) or online training. This also ensures knowledge is refreshed and helps them connect to the new knowledge.

Microlearning in the form of video teasers, GIFs, interactive infographics, or podcasts is a good way of introducing a topic to learners. A subtle hint of what’s going to come the learners’ way will build their inquisitiveness to learn.

Makes Time-Pressed Employees Make Time for Training

Microlearning being short and extremely focused on a single learning objective can be taken up by learners, in just a few minutes – even while traveling or during downtime. This way employee time will be saved, increasing their inclination to take it up.

Promotes a Learning Culture

Reuse existing training content and configure into multiple microlearning assets. This will help learners pick and choose the topic they want to learn – in their preferred format. Continual opportunities for learning will promote a learning culture and learners will have the flexibility of learning on multiple devices.

Micro videos can be also be developed by learners and shared with peers – promoting the use of user generated content.

Offers Performance Support/Refresher Training

Short size and availability in myriad formats make microlearning ideal for offering performance support as well as refresher training. Use how-to videos to help learners look up how to troubleshoot a machine, infographics to showcase dos and don’ts. As micro assets are short and handy, they can be accessed by learner at their moment of need – in the midst of work.

Finally, dynamic market changes demand the quick update of training content and the rapid rollout of training programs. So, if you need to update existing courses or bring learners to speed on the latest happenings and trends, microlearning is what you should reach out for. Microlearning modules are fast and easy to develop, update, and maintain, thus making training fast and flexible.

Microlearning vs. Nanolearning

Nanolearning is shorter and more condensed than microlearning. Both aim at providing a learning experience within a short timeframe, have similar learning goals, and design style.

Although both work around a single learning objective, nanolearning further narrows down the single objective to a very specific learning point, which makes the duration shorter than microlearning. For more insights on microlearning vs. nanolearning, read this article.

All nanolearning is microlearning but all microlearning isn’t nanolearning!

Microlearning vs. Mobile Learning

Microlearning is about one module, one learning objective delivered on mobile devices. Mobile learning is about the delivery format – it is on mobile devices, but might not focus on just a single learning objective.

You might feel microlearning, when delivered through mobiles becomes mobile learning, but that’s not the case. Mobile learning caters to the need of learners who are on-the-go, but courses might not be designed in the microlearning format using microlearning assets.

Microlearning can be on mobile and Mobile learning can be micro!

Microlearning vs. Social Learning

Microlearning is online learning in short nuggets covering a single learning objective. And yes, microlearning formats can be shared in social media.

Apart from posts in social media, microlearning assets such as infographics, videos, quizzes, or games can be posted on social learning platforms to start discussions and promote learning.

Social learning is a great platform to ensure Microlearning goes viral!

Microlearning Within a Blended Learning Framework

Microlearning in corporate training can be implemented within a blended learning framework to either introduce learners to the course, to test their existing knowledge, to facilitate learning, or to reinforce learning.

Pre-training

Micro trailers/teasers to give an overview of the topic

Micro quizzes as icebreakers

Micro videos to introduce a new topic

Infographics/animations to revise the basics

Micro assessments as pre-tests to gauge existing knowledge

During the training

Micro videos for demonstrations

Simulations for hands-on experience

Interactive PDFs for nice-to-know facts

Infographics for understanding steps/process

Post-training

Strategic games, micro quizzes for knowledge reinforcement

Infographics, podcasts, interactive PDFs, concept/process maps for performance support