Although the concept of microlearning may seem new to many, it incorporates many familiar aspects that have been around for a number of years.

The process of microlearning allows individuals or groups of learners to absorb and process small chunks of information in order to learn more effectively. By giving employees the flexibility to learn in immersive ways that suit them, learning retention is more likely to improve and individuals will be able to apply their learning back into the workplace with ease.

What is microlearning?

Microlearning offers an informal approach to learning that we have previously seen in other learning styles and education delivery systems in the past. This approach is not as cut and dry as informal conversations or discussing topics in passing and more so about chunks of technologically driven information, such as short videos, quizzes, webinars or forums. Microlearning offers a distinct format where other previous systems have fallen flat. It also includes the use of e-learning as one of the core features, offering employees the ability to assess their educational materials and learn on the go.

Why should we utilise microlearning over other learning methods?

Microlearning offers a range of benefits, from being one of the most appropriate methods of learning for millennials to reducing the duration of training which ultimately preserves time, money and resources, that can be pushed into other areas of the business. This convenient method of learning offers flexibility to a highly varied workforce, to learn through specifically designed modules that will benefit their understanding of their role.

Through allowing your workers to pick and choose when and how they learn, whether this is through watching videos, reading short articles or engaging in online forum discussions, your employees are likely to feel more empowered within their role. Self-management allows your employees to pull the information they need, when they need it, rather than sitting in long seminars and presentations that often result in a more passive approach to their training.

Is it more familiar than we previously thought?

Microlearning can be set up similarly to previous module-based courses that are accessible on-demand through a portal. It relies on a reactive way of learning to solve a problem, whereas macro-learning is proactive, often lasts longer and involves more people in a coached environment. Many of those in the industry are comparing microlearning to previously contextualised methods of information delivery, hinting that microlearning may not be as new as it appears. Many have noted that microlearning, in comparison to macro-learning, is a lifelong learning activity. It can be continuous and can gradually build skills over time, offering employees instant access to information and answers to queries when they need them. This ongoing learning method allows the learner to control their education and experiment and reflect at their own pace, something that is not associated so much with pre-planned and longer training courses.

How to implement microlearning into your workplace training methods

Microlearning can be implemented through a number of routes, as casual as setting up a social media channel such as YouTube content can be accessed and consumed on any device. Internal talent managers should also consider designing a custom portal that allows a multitude of senior managers and training staff to upload bespoke material that they believe will support their employees.