Gone are the days of lengthy e-learning courses. Today, most organizations across the world are delivering learning content to their employees in the form of 3-7 minute online nuggets. The growth in the use of microlearning is primarily driven by its suitability to meet the short attention spans of the 21st century workforce. Furthermore, bite-sized courses can be accessed seamlessly on mobile devices, which has become the order of the day. Microlearning modules help learners retain information better and are very useful to provide high quality just-in-time (JIT) knowledge support.
In an age where people live on the edge, there is practically no time for them to stop and attend lengthy training programs. However, to stay up-to-date and upskill, training is essential. How can training be delivered, considering the shrinking attention spans of learners and the lack of time? Microlearning comes to the rescue like a superhero. As they are designed to be consumed in short bursts, they are more effective to deliver training for people who are always on the go.
Microlearning is inarguably the hottest e-learning trend. It refers to the delivery of training content in the form of several independent chunks, each not more than 10 minutes. So, employees can access them on the device of their choice, anywhere, anytime, even on-the-go.
New hire training programs in big classrooms, thick employee handbooks, and lengthy e-learning programs! None of it will work for your millennial new hires. If you are planning on engaging tech-savvy new hires with volumes of information in the millennial onboarding program, then it’s not going to work. We are talking about a generation that prefers to text and tweet instead of sitting through long sessions of classroom training.
With the constraints of time, space, and availability that are a part of a dynamic work environment, many organizations are turning to a blended learning strategy to train their employees. A blended learning program, which is a mix of different delivery methods, provides a comprehensive training experience. Blended, hybrid, or mixed-mode learning, whatever you call it, is a mix of traditional classroom training and computer-based or online training to provide a better and flexible way of learning.
At the workplace, we are constantly judged on our capabilities and benchmarked against co-workers. This means we need to make learning a continuous process. Not just that, we need to do away with obsolete knowledge and replace it with new knowledge. What this means, especially for L&D professionals is that the shelf life of knowledge is shrinking while the amount of knowledge required to perform jobs is growing.
Organizational learning often happens at specific points in the careers of your employees. For newcomers, it can be right after they join the organization; for people with some experience, it can be at loosely strung intervals as per their work schedules; for veterans it can be an occasional affair, say when a new technology comes in the market. All in all, it is very clear that formal learning is not a continuous process. As a result, employees who might feel extremely confident about their knowledge during the training, might end up forgetting 70-80% of what they learned in a few months’ time.
Today’s learners are often overwhelmed with too much information. They are distracted by many priorities but at the same time need to access necessary information at points of need. Always using a long e-learning course may not be the best approach to impart effective learning among your employees. Instead, use microlearning modules to fulfill the needs of a modern learner. When you incorporate microlearning into your e-learning program, you’re able to meet the needs of your learners by providing bite-sized pieces of knowledge that are easy to digest.
Microlearning has changed the way online learning is designed and delivered. While we are aware of the advantages of microlearning, and eager to implement it for our training, we must also consider its appeal to learners. Microlearning can create an impact only if it appeals to learners with different learning styles – visual, auditory or kinesthetic. Since microlearning modules are short and accessible at the point of need, learners will take them more willingly if they are in their preferred formats.
Microlearning is the option organizations turn to when they are looking at providing information to their employees when they need it and helping them perform their jobs better. Microlearning, as we know is short learning bytes that make it effective for transferring knowledge and retention. Microlearning modules are available anytime and anywhere. They can either be standalone courses or part of curriculum courses. They can supplement a formal learning strategy; either way, they have proved to be useful and capable of delivering learning to employees.