Microlearning is a method that focuses on studying small pieces of information at a time to improve retention.
It can be conducted over desktop, tablet or even on a smartphone, and delivers short bursts of information to users. This allows people to soak up small, bite-sized chunks of information at regular intervals, wherever they are and whenever they like.
What are the benefits of microlearning?
There are several benefits associated with microlearning, both in an educational and professional setting. We’ve listed a few below:
It can be conducted wherever and whenever
It’s important to provide employees with a method of learning that they can return to time and time again on a regular basis, and when they are on the go. This is becoming increasingly important in modern workplaces, where employees may have flexible professional lives that involve working remotely, especially in a post-COVID world.
The ability to access microlearning modules on a mobile device, as well as on a desktop, means that individuals can access learning material at the exact moment they need it. Encouraging a more reactive way of working, that could be beneficial in a fast-paced environment where informed, intelligent decisions need to be made fast.
It is beneficial for Millennials and Gen Z
Millennials now form a large part of the typical workforce, and as such, it is key to provide training methods that appeal to them.
Microlearning achieves this as Millennials are often time-poor but have a desire to progress quickly, and learn rapidly in order to do so. Microlearning provides Millennials with the ability to access learning material regularly in short bursts.
Microlearning can also be a great morale booster for Millennial hires, as they are likely to be less savvy and informed than their older peers. Having instantaneous access to key information and training could help to make them feel more confident as a member of a team, and encourage them to voice their professional opinions.
It boosts leadership capabilities
For managers and those in leadership positions, it is crucial to stay informed on all the latest developments within their industry. It is likely, however, that individuals that hold leadership positions lack time and flexibility when it comes to long-winded workplace training programmes.
For this reason, among many others, microlearning can offer the ideal solution. An effective microlearning programme will enable leaders to “top-up” continually on all the latest industry developments by taking small chunks of time for microlearning, either on the go or in the office. With microlearning, however, there is complete flexibility.
Microlearning can also offer leaders a confidence boost in that this method of learning allows individuals to take control of their training, and they can access it at any time and in any location.
It saves time and money
Due to the fact that microlearning offers the opportunity to learn little and often, it reduces the need for repeated workplace training programmes that can be costly, and accumulate over the years to weeks or months of days spent on training.
With microlearning, individuals have constant access to one flexible platform, making this the most efficient learning method for saving time and money.
How to implement microlearning in the workplace
Microlearning can be implemented by creating short bursts of information in several ways, including:
- Social media channels updated with regular content (YouTube, Facebook groups)
- Interactive workbooks and PDFs
- Digital training manuals
- Filmmaking activities.
Essentially, the best form of microlearning to use depends on the specific needs of the individual. As it is so flexible in its nature, it is always a good idea to take advantage of several platforms and mediums.
To maximise results and retention, managers should consider designing a custom portal which allows senior leaders to upload bespoke learning material to support their teams and wider organisation.
What makes a good microlearning programme?
As microlearning programmes become increasingly popular in the workplace, it is more important than ever to make programmes as engaging as possible. When it comes to implementing microlearning, we recommend the following:
- Make sure that your topic can be taught using microlearning
- Use visuals and multimedia where possible
- Keep content punchy and to the point
- Introduce gamification to boost engagement.
Is microlearning only effective for young employees?
It is a common misconception that microlearning is only suitable for a younger workforce due to its digital nature. When we consider microlearning as a method of training, it allows employees to work together and share ideas in groups, something that is proven to appeal to Gen X and Baby Boomers.
In addition, it is no secret that confidence in technology serves as a barrier for older generations. However, during recent lockdown restrictions as a result of the coronavirus (COVID-19) pandemic, older people have learned to become familiar with newer technologies (video conferencing, online shopping) simply because they’ve had to.
When it comes to microlearning, content can be delivered across more digital platforms at a varying pace, helping to build confidence in using these products for both personal and social use, which in turn will develop a familiarity with the systems.
MDA Training’s approach to microlearning
We believe that microlearning is an engaging way to connect with employees, when implemented correctly. As part of our workplace training programmes, we incorporate microlearning modules and activities to complement our virtual learning courses.
We specialise in creating and delivering microlearning programmes for the following industries:
- Banking training
- Asset management training
- Insurance training
- Professional services training
- Manufacturing & engineering training.
The video below is an example of one of our microlearning modules, focused on time management and Outlook:
Conclusion
In a modern professional setting, offering flexibility in workplace training is crucial. With the typical ‘role’ of an employee constantly changing, having access to short bursts of information can help an individual improve their own skills at a pace that suits them best.
Especially in the current professional climate, where the coronavirus (COVID-19) pandemic has forced businesses to adopt digital processes to train their employees over classroom-based learning, choosing to invest in microlearning could prove to be a fruitful long term solution.