In a world where attention spans are shrinking and the pace of business is accelerating, traditional learning methods are struggling to keep up. Enter microlearning, a revolutionary approach that’s transforming the way we acquire knowledge and skills.
In 2024, the worldwide market for microlearning was valued at approximately USD 1550 million, highlighting its growing importance in corporate training.
So what is microlearning – and why is it making such big waves?
What is Microlearning?
Before we explore its many uses (and helpful examples), let’s start with a basic definition of microlearning.
Essentially, microlearning is a learning strategy that delivers content in small, manageable chunks. Each session typically lasts between 2 to 10 minutes and focuses on a single learning objective.
This approach might seem revolutionary, but it’s not anything new. In fact, it’s based on brain science – microlearning is designed to align with the way our brains naturally process information. The goal here is to make it easier to retain and apply new knowledge.
Microlearning leverages technology to offer quick, bite-sized lessons that employees can access at their convenience. With this proactive approach, learning is continuous rather than one-off. It’s adaptable and responsive, able to pivot to meet the needs of the fast-paced world of modern business.
It’s not just about reactive training to fix problems; it’s about ongoing development that keeps your team ahead of the curve.
Again, it’s nothing new. In fact, it was in the 1800s when German psychologist Hermann Ebbinghaus pioneered the concept of the ‘forgetting curve,’ which illustrates how quickly we forget new information.
According to his research, people only retain 21% of what they learn within a month. Microlearning combats this by providing frequent, short bursts of information that are easier to remember and apply.
Microlearning vs. Traditional Learning
Traditional learning methods often involve extensive training sessions that can extend for hours or even days. These sessions typically cover multiple topics in a single sitting. This may seem like it’s more productive, but in reality, it can lead to cognitive overload, making it challenging for learners to retain essential information.
In contrast, microlearning delivers content in brief segments, usually ranging from 2 to 10 minutes, each focusing on a specific learning objective.
Also, microlearning is inherently more agile, enabling organizations to swiftly update content in response to new information or changing business needs.
Traditional learning models, on the other hand, tend to be static. Because they may require significant revisions to training programs, they are generally less responsive to evolving industry trends, too.
Benefits of Microlearning
So what are the advantages of microlearning over traditional learning methods? Let’s break it down:
Improves Attention and Knowledge Retention
Microlearning’s short, focused sessions align with our natural attention spans. This makes it easier to stay engaged and retain the information long-term.
Again, there’s some science here – studies have shown that people are more likely to remember information when it is presented in smaller, more digestible pieces (something often referred to as “chunking”).
Boosts Engagement (and Enjoyment)
Interactive elements like quizzes, videos, and infographics make microlearning more engaging. This improves retention, sure, but also makes the learning process more enjoyable. Engaged learners are more likely to apply what they’ve learned and see real-world benefits.
Increased Accessibility and Flexibility
Microlearning modules can be accessed anytime, anywhere, making it easier for employees to fit training into their busy schedules. This is especially valuable for remote workers.
The flexibility to learn on-demand means that employees can optimize their training around their workflow, leading to better work-life balance.
Cost-Effective
Because microlearning content is shorter and more focused, it’s often less expensive to produce and update than traditional training programs. By saving money here, companies can scale their training programs and make them more effective. It’s about quality, not quantity.
Allows for More Targeted Learning
Microlearning can be tailored to address specific skills or knowledge gaps, providing more personalized and effective training. This targeted approach ensures that employees get the most relevant information, which can be immediately applied to their roles.
Can Be Self- or Group-Directed
Whether your team prefers individual learning or collaborative sessions, microlearning can accommodate both styles. Self-directed learning allows employees to go at their own pace, while group sessions can foster team collaboration and knowledge sharing.
Helps Learners of Any Age Group
Microlearning is versatile enough to be effective for learners of all ages, from new hires to seasoned professionals. Its adaptability makes it a valuable tool for diverse workforces, particularly those operating fully or partially remotely.
Can Demystify Complex Topics
While microlearning is great for simple concepts, with a bit of effort on the part of the trainer, it can also break down complex topics into more manageable parts, making it easier to understand the bigger picture.
This approach can be particularly useful for things like technical training or regulatory compliance.
Need help breaking things down – and not sure if the microlearning approach is the right tactic for your more complex content? Reach out to Cognota to find out whether our LearnOps approach might be a better fit.
Doesn’t Have to Just Be Video
While 75% of tech-savvy employees prefer watching videos over reading documents, making it a popular form of microlearning, it doesn’t have to be just limited to a single format. It can include articles, podcasts, infographics, and much, much more. This option for variety ensures that content caters to different learning preferences.
Types of Microlearning
Microlearning can be applied in various contexts within your organization. Here are some common types:
- Skill Development Microlearning: These modules focus on enhancing specific skills, such as leadership, communication, or technical abilities.
- Company Updates in a Microlearning Format: Use microlearning to keep employees informed about company news, policy changes, or new product launches.
- On-the-Job Support Bursts: Provide quick, on-the-job support with microlearning modules that offer immediate, practical solutions to common problems.
- Compliance Microlearning Modules: Simplify compliance training by breaking down regulations and guidelines into easy-to-digest chunks.
- Onboarding Microlearning Projects: Accelerate the onboarding process with microlearning modules that introduce new hires to company culture, policies, and procedures.
5 Microlearning Examples
So what are some examples of microlearning? There’s no cookie-cutter design you must follow or a template you’re beholden to. Your microlearning experiences can be just as diverse as your workforce.
With that said, here are some creative examples to consider:
Example 1: Quick How-To Videos
Imagine you’re introducing a new software tool to your team. Instead of a lengthy manual, you create a series of short, how-to videos. Each video focuses on a specific feature, making it easier for employees to learn at their own pace.
Example 2: Interactive Quizzes
Interactive quizzes are a fantastic way to reinforce learning. After a short lesson, you can include a quiz to test the learner’s understanding. This not only boosts engagement but also helps in retaining information.
Example 3: Flashcards for Terminology
For roles that require a lot of technical terminology, flashcards can be a life-saver. Create digital flashcards that employees can review during their downtime. This method is particularly effective for memorizing important terms and definitions.
Example 4: Infographic Summaries
Infographics can summarize complex information in a visually appealing format. Use them to highlight key points from longer training sessions, making it easier for employees to recall important details.
Example 5: Podcasts for On-the-Go Learning
Podcasts are an excellent option for employees who prefer auditory learning, but avoid those that are long-form. Create short podcast episodes that cover essential topics, allowing employees to learn while commuting or during breaks.
Microlearning Best Practices
Ready to get started designing the perfect, most engaging microlearning experience? Here are some tips and best practices to keep in mind:
Begin With the End Goal in Mind
Before you start creating microlearning content, identify what you want to achieve. Are you looking to improve specific skills? Do you want to enhance overall knowledge?
Having a clear end goal will guide your content creation process. Align your goals with your organization’s strategic objectives for maximum impact.
Identify the Required Behaviors
Next, pinpoint the specific behaviors you want to encourage through your training.
Whether it’s improving customer service skills or mastering a new software tool, knowing the desired outcome will help you create targeted content. Behavioral objectives should be measurable to assess the effectiveness of your training.
Focus On a Single Learning Objective
Each microlearning module should focus on a single learning objective. This keeps the content concise and makes it easier for learners to absorb the information.
Clear objectives also make it easier to measure success and make necessary adjustments.
Keep it Brief – and Interactive
Ideally, microlearning modules should be between 2-10 minutes in length. This ensures that the content is digestible and keeps the learner’s attention.
Adding interactive elements and microlearning tools like quizzes and videos can make the learning experience more engaging. Interactive content also allows for immediate application of new knowledge.
Variety is the Spice of Life
Don’t stick to just one type of content. Mix things up with videos, infographics, quizzes, and more. This variety not only keeps learners engaged but also caters to different learning styles.
Diverse content formats can cater to visual, auditory, and kinesthetic learners, enhancing the overall effectiveness of your training program.
Measure, Evaluate, and Improve Constantly
Use micro assessments to gauge the effectiveness of your training. Regularly evaluate the impact of your microlearning modules and make necessary improvements.
This ensures that your training remains relevant and effective, since feedback loops and analytics can provide valuable insights for continuous improvement.
Leverage the LearnOps Approach for Effective Microlearning Solutions
The microlearning market is booming, and it’s no surprise why. With the proliferation of smartphones and tablets, learning has never been more accessible. As technology continues to evolve, so too will the ways we use microlearning to enhance employee development.
At Cognota, our LearnOps approach integrates traditional and microlearning methods to create a comprehensive learning strategy. By leveraging data and analytics, Cognota makes sure that your training programs are effective and engaging – in doing so, setting your organization up for success.
Ultimately, microlearning isn’t just another trend or passing fad. It’s here to stay. Microlearning, at its core, reflects a paradigm shift in how we think about employee training and development. By delivering content in short, focused bursts, microlearning improves retention, boosts engagement, and offers unparalleled flexibility.
Ready to transform your training approach? Discover Cognota’s LearnOps platform (perhaps the best microlearning platform out there) – and take the first step towards a more efficient and effective learning experience.
Book a demo with Cognota today.
