How to upgrade your employee training with microlearning 

Imagine trying to learn a new language by reading a dictionary cover to cover. Sounds overwhelming, right? Traditional training methods often resemble this approach — vast and exhaustive, yet not quite up-to-snuff with modern learning needs (or the attention span of most learners). Microlearning, with its short, focused training sessions, is transforming the landscape of skill development and enhancing retention rates dramatically. This article explores how this innovative approach can revolutionize learning in your organization, including steps on how to implement microlearning, and tips to help you create your own micro-course! 

Understanding microlearning

What is microlearning? 

Microlearning breaks down complex information into digestible, bite-sized units, making it drastically different from traditional, lengthy training sessions. This method focuses on delivering content in small, actionable, and specific bursts where learners can absorb and apply knowledge immediately. Nowadays, every netizen taps into a form of microlearning, whether it’s Googling, checking emails, reading, and watching content. However, the standard criteria for microlearning focus on a single definable idea or topic and a short learning time of no more than 15 minutes.  

The need for accelerated learning in a rapidly changing world 

In the face of fast societal transformations, the demand for swift and effective learning methods has never been more critical. Writer and education entrepreneur Michael Simmons calls this the Law of Accelerated Intelligence: 

As our amount of accumulated knowledge increases exponentially, the minimum amount of learning we need to do in order to productively participate or be a top performer in society increases. In other words, accelerated societal change necessitates accelerated intelligence.

Michael Simmons, Writer and Education Entrepreneur

This statement underscores the importance of adaptive learning strategies like microlearning, which are beneficial and essential for keeping pace with the fast accumulation of knowledge and the evolving demands of the workforce.  

By integrating microlearning into our educational and training frameworks, we equip employees with the ability to quickly absorb and apply new knowledge, enhancing their productivity and ability to adapt to new challenges. 

How does microlearning compare to traditional learning?

In the battle between bite-sized learning vs. traditional methods, here's how it plays out:

How does microlearning compare to traditional learning?

	Microlearning	Traditional learning
Duration	Short, focused sessions lasting a few minutes.	Long, comprehensive sessions, often over hours or days.
Format	Uses multimedia and interactive elements.	Typically lecture-based with limited interactivity.
Flexibility	Accessible anytime, anywhere, often through mobile and digital platforms.	Requires scheduled sessions, usually in-person or virtually.
Retention	Enhances retention and immediate application of knowledge.	May require more time for absorption and application of knowledge.
Cost	Generally more cost-effective and time-efficient.	More resource-intensive, involving significant time and possibly travel.

The rise of bite-sized learning

With the increasing demand for flexible and efficient learning solutions, microlearning has gained significant traction across various industries, from tech to healthcare. Its ability to fit into the busy schedules of modern professionals makes it a preferred choice for continuous education. Plus, it works. Compared to traditional training methods, microlearning leads to 20% better learning retention, 22% faster completion, and 28% better performance. And learning architect Ray Jimenez, Ph.D., estimates that micro-courses can be developed up to 300% faster. This number should speak volumes to HR leaders who are often working under pressure to create and evolve learning and development programs. 

Real-world example of microlearning at work 

Language learning apps like Duolingo are excellent and common examples of microlearning. The educational app delivers quick, bite-sized lessons that help users practice speaking, reading, listening, and writing to build their vocabulary in a new language.  

Here at Workleap, we use our LMS to create content in-house and share knowledge. For example, when we updated our website, a web designer wanted to help employees quickly learn how to create new product UI images and upload them to WordPress. So, they created a course that was broken down into short lessons, with a mix of text and video (even a quiz!) to share the information. The content was easily deployed across the organization and can be accessed again and again with a single click! 

The benefits of short, focused learning

Microlearning can bring a fundamental shift to employee training in your organization, making learning more efficient, engaging, and adaptable to the needs of a modern workforce. Incorporating microlearning into your Learning & Development (L&D) strategy offers several impactful benefits, including:  
 

Enhances learning retention 

Microlearning delivers content in short, focused bursts, which aligns with the brain's ability to hold attention and absorb information. This format significantly enhances knowledge retention and recall, ensuring employees learn and effectively remember and apply what they have learned. 
 

Greater flexibility and accessibility 

With microlearning, training can be accessed on any device at any time, fitting seamlessly into employees' busy schedules. This level of accessibility allows learners to engage with training materials during downtimes like commuting or between tasks, which can boost learning without disrupting daily work responsibilities. 

Did you know? The average employee has only 24 minutes a week to learn. 
 

Rapid skill development 

Because microlearning focuses on concise objectives within each lesson, it can rapidly address specific skill gaps and needs. This quick turnaround is crucial in industries that experience fast changes in processes or technologies, enabling employees to stay up-to-date and proficient in their roles with minimal lag. 
 

Cost-effective training solution 

Microlearning reduces the need for extensive classroom sessions and can reduce training costs associated with venues, instructors, and lost work hours. Its digital nature means it can be easily updated and reused, providing a scalable and economical training solution. 

In his book 3-Minute eLearning, Ray Jimenez, PhD, illustrates how microlearning can cost 50% less to develop than traditional training methods. 
 

Increased learner engagement 

Microlearning increases engagement levels among learners by using interactive elements such as quizzes, videos, and gamification. Engaged learners are more likely to complete their training modules and actively participate in their learning process, leading to better training outcomes. 
 

Supports continuous learning culture 

Microlearning encourages a culture of continuous improvement and learning by providing frequent, small-scale learning opportunities. This approach helps embed learning into the daily flow of work, making it a regular part of employee activities rather than a disruption. 
 

Personalized learning experiences 

Microlearning can be easily tailored to fit individual learning paths and needs. Personalization ensures that each employee engages with material most relevant to their current skills and career progression, which can enhance satisfaction and effectiveness. 
 

Measurable impact on performance 

With monitoring and reporting tools integrated into microlearning platforms, it's easier to measure and analyze the direct impact of training on employee performance. These insights can help continuously refine training strategies and prove the ROI of training initiatives.

How to implement microlearning in your organization

Implementing microlearning into your learning and development strategies doesn’t have to be complex. Begin by setting clear training goals. Identify specific skills or knowledge areas that need addressing, which might align with your organization’s strategic objectives, job requirements, or employee skill gaps. These could range from mastering compliance procedures to developing soft skills like empathy in leadership. By setting clear objectives, you can ensure the training content is both focused and relevant. 

Next, assess your existing content and the technologies you use to see if they are suitable for microlearning. If your current tools are not adequate, consider investing in new technologies, such as advanced learning management systems (LMS) or collaborative platforms specifically designed to facilitate microlearning. Be sure that the microlearning modules are easily accessible, allowing employees to learn at their preferred pace and time from any device. This accessibility is vital for integrating learning seamlessly into daily routines. 

Once you have your tools in order, it’s time to create a clear lesson plan. Empower your workforce by involving employees who have specific knowledge to share in creating lesson content. This approach not only enhances the content's relevance but also fosters a culture of knowledge sharing. 

Tap into your team’s potential and learn more about employee-sourced content.

Finally, it is important to regularly measure the effectiveness of your microlearning strategy. Use assessments, feedback surveys, and track metrics such as employees’ progress and completion rates to gauge the impact of your training initiatives and to identify areas for improvement. 

Tips for creating micro-courses 

Once you have your foundation set, it’s time to create your first course! Remember, done is better than perfect. Get the content out there, receive feedback, and improve as you go. 

• Define clear objectives for each module, making sure they address specific skills or knowledge gaps. 

• Break down content into digestible chunks and tailor it to meet your learners’ preferences. 

• Use engaging multimedia elements to enhance interactivity and retention. 

• Consider personalizing learning paths to provide more relevant and impactful training. 

• Regularly update the content based on analytics and feedback to keep it effective and engaging. 

Common types of microlearning content 

Microlearning can be delivered in various engaging and manageable formats that cater to different learning preferences and workplace environments. Here are some common formats of microlearning: 

1. Text or checklists: Simple paragraphs, messages, or actionable lists that provide step-by-step guidance on specific tasks or processes. 

2. Short videos: Typically ranging from a few seconds to a few minutes, these videos focus on one key concept or skill at a time. 

3. Images or infographics: Illustrations, photos, or visual aids that summarize complex information quickly and clearly, making it easy to digest and remember. 

4. Interactive quizzes: Designed to reinforce learning through immediate feedback, quizzes help learners assess their understanding of the material. 

5. Flashcards: Digital or physical cards that present questions, terms, or concepts on one side, with answers on the reverse, facilitating quick review and memorization. 

6. Audio or micro-podcasts: Short snippets of speech, music, or. audio recordings that discuss a topic in detail, perfect for learning on the go. 

7. Screencasts: Screen recordings that guide learners through software applications, websites, or other digital tools. 

8. Simulations games: Engaging, game-like scenarios that allow learners to practice skills in a virtual environment. 

9. Email series: A sequence of emails that provides lessons over a set period, each email covering a small topic or concept. 

Remember: The key to successful microlearning is to create engaging, relevant, and easily digestible content that meets the learning needs of the employees. A general rule of thumb for microlearning is that each lesson should be less than 10-15 minutes long. 

Workleap LMS: Your partner in learning 

Workleap LMS simplifies the creation, management, and tracking of microlearning content with a user-friendly interface that enables anyone in your organization to swiftly design and deploy educational modules. Key features include: 

• Easy content creation: Intuitive tools and templates make it simple to produce learning modules. 

• Simplify processes: Streamline management with automated enrollment workflows, learning paths, and recertification.  

• Detailed analytics and reporting: Track learner progress and course effectiveness with advanced analytics tools. 

The business impact of quick learning sessions

The continuous learning and development that can be achieved through microlearning are crucial for maintaining a skilled and motivated workforce. 

Adapting to change 

Industries are continuously evolving due to technological advancements, regulatory changes, and shifting market demands. Continuous learning enables employees to keep up with these changes, ensuring that their skills remain relevant and that the organization stays competitive in the marketplace. 

Employee engagement and satisfaction 

When employees are given opportunities to learn and grow professionally, they feel valued and invested in, leading to higher job satisfaction and engagement. Engaged employees are more likely to be committed to their employer and motivated to excel in their roles, contributing positively to the organization's culture and performance. 

Innovation and creativity 

A culture of continuous learning fosters an environment where employees are encouraged to acquire new skills and knowledge, which can lead to innovation and creativity. Employees who are up-to-date with the latest trends and technologies bring fresh ideas and perspectives that can drive the organization forward. 

Retention of talent 

Offering continuous learning and development opportunities can significantly enhance employee retention. When employees see that their employer is committed to their career development, they are more likely to stay with the organization long-term. This reduces turnover and the associated costs of hiring and training new staff. 

Closing skills gaps 

Continuous learning helps in identifying and closing skills gaps within the organization. By regularly assessing and responding to the training needs of their workforce, organizations can ensure that their employees are proficient in the necessary competencies to perform their jobs effectively. 

Boosting performance and productivity 

Well-trained employees are generally more efficient and produce higher quality work. Continuous learning ensures that employees refine and enhance their skills, leading to improved performance and productivity. This not only benefits the organization but also contributes to the employee's sense of achievement and competence. 

Regulatory compliance 

In many industries, maintaining regulatory compliance is crucial and requires ongoing education and training. Continuous learning ensures that employees are aware of and comply with industry regulations, which helps avoid legal issues and maintains the organization’s integrity. 

Building a resilient workforce 

Continuous learning equips employees with a wide range of skills and knowledge, making them more adaptable and resilient to changes. This resilience is crucial for organizations to navigate through uncertainties and challenges effectively. 

Through microlearning, these aspects of continuous learning can be effectively integrated into daily workflows, making it easier for employees to engage with training and apply their knowledge immediately. This not only fosters a culture of continuous improvement but also drives the organization toward sustained success by developing a knowledgeable, innovative, and adaptable workforce.

Bite-sized development for big results

As the world of work continues to evolve, so too must our approaches to learning and development. Microlearning stands out as a dynamic and effective method for nurturing a knowledgeable, resilient workforce equipped to handle the challenges and opportunities of today's business environment. By delivering targeted, digestible content in formats that fit seamlessly into daily routines, microlearning not only meets the modern learner's needs but significantly enhances their engagement, retention, and practical application of new skills. 

 
Implementing microlearning in your organization represents a strategic investment in your most valuable asset — your people. It supports their continuous development, addresses critical skills gaps, and empowers them to deliver their best work. With tools like Workleap LMS, setting up and managing microlearning content has never been easier, allowing you to quickly deploy training modules that are not only comprehensive but also enjoyable and highly effective. Take the first step today and discover how Workleap LMS can make this possible.