When we consider microlearning we may instinctively think about how this can be integrated into the daily life of employees, however, there is a considerable benefit to managers in utilising the microlearning approach themselves.
Whether it's brushing up on conducting interviews or quickly refreshing subject knowledge through an online ‘how-to’ video, microlearning is great for busy managers. Many managers find very little time in the day to develop themselves, therefore, microlearning could be the ultimate solution to the problem, offering 5 to 10-minute training options, whether this is during a morning commute or learning something new in a quick lunch break.
Microlearning for new managers
First-time managers can find themselves facing a number of tasks that they are less familiar with, whilst also learning to manage relationships and issues between their team and co-workers, moving into this role can be very overwhelming.
Microlearning can support new managers in quickly and easily brushing up knowledge and learning new skills in order for them to be most effective and ensure the biggest impact of their actions. Building core skills can be done quickly utilising microlearning resources, this can include bite-sized pieces of content that are easily navigated to allow overburdened new managers to prioritise and find the information they need quickly and easily.
Staying relevant
Becoming a good manager is not an instantaneous achievement and takes time, development and practice. Managers have to ensure that their subject or industry knowledge is up to scratch in order to manage their team more efficiently, and microlearning can be one of the optimal ways to maintain high levels of relevant knowledge on-the-go.
Renewing confidence
Where information is accessible, whether this is on a desktop or a smartphone, it's just one click of a button away and managers can be confident that they will find an answer to their problem without causing any delays to the working day.
Microlearning also supports the idea of lifelong learning. We cannot expect managers to become the best overnight, therefore, getting better, a little each day, is much more attainable for the majority of management. Offering a step-by-step approach is less intimidating and is often easier to keep up with, becoming a habit rather than working through completing one larger or longer task.
Finally, microlearning offers small victories, which can, in turn, improve productivity, job satisfaction and can lead to more effective and happier managers. Realistic training achievements can prove to be more motivating for new and experienced managers alike, it can support in keeping spirits high and offers a sense of accomplishment even on tiny gains.