The working industry is constantly changing, and as it evolves into the rapid evolution of technology, employees need to keep up by learning new things constantly. Traditional training programs can take a long time to complete, and the information might need to be updated by the time you finish!

This is where microlearning comes to the rescue. Microlearning breaks down complex topics into short, easy-to-understand chunks, often just a few minutes long. Learn why microlearning is now the modern version of teaching employees and how this contributes to increasing labor quality.

How Microlearning Boosts Employee Performance

New hires and employees must either upskill or learn the company process and culture to provide value to their company. The less time they take to absorb information, the better the potential ROI for a business or corporation.

Traditional learning has been the classic way of training employees, and it has been proven that it provides less of everything that microlearning can provide:

• Firstly, Accuracy: Microlearning can significantly improve accuracy in task execution. By focusing on specific, isolated skills or procedures, employees can gain a clear understanding and practice them in a concentrated manner. This targeted approach reduces the information overload that traditional learning gives and allows for better retention of key details, leading to fewer errors and a higher overall quality of work.
• Secondly, Speed: Microlearning excels in accelerating the learning process. Shorter modules are easier to fit into busy schedules, allowing employees to learn at their own pace and convenience. This flexibility removes the barrier of large time commitments often associated with traditional training. Additionally, the focused nature of microlearning keeps learners engaged, minimizing distractions and maximizing knowledge absorption. As a result, employees can acquire new skills and information much faster.
• Finally, Problem-Solving: Microlearning can foster stronger problem-solving skills. By presenting employees with microlearning modules that contain real-world scenarios and practical applications, they can develop the ability to analyze situations, identify problems, and implement solutions effectively. The concise nature of microlearning allows for the inclusion of interactive elements like quizzes and simulations, further solidifying the learned concepts and encouraging critical thinking. This translates into employees who are better equipped to handle challenges and adapt to changing circumstances in the workplace.

Microlearning Helps Employees Adapt To New Technologies and Processes

The constant changes in technology and work styles can leave employees feeling overwhelmed. Microlearning is a powerful tool businesses can use to keep their workforce skilled and adaptable.

Learning on the Go: Microlearning makes gaining new skills easier for existing employees. By breaking down complex topics into bite-sized pieces, employees can learn quickly and remember information better. This helps businesses address skill gaps without lengthy training programs.

Faster Tech Adoption: Microlearning allows efficient training on new technologies and processes. Traditional training for new systems can be slow. Microlearning breaks it down into focused modules, teaching employees what they need to learn right when needed. This reduces training time and ensures employees are quickly comfortable with the latest tools.

Smoother Onboarding:  Microlearning can significantly improve onboarding for new hires. Short, engaging modules on company culture, essential tools, and key workflows can quickly get new employees up to speed. This reduces the time it takes them to become effective team members, boosting overall productivity.

Microlearning leads to increased employee engagement and motivation

Microlearning can significantly boost employee engagement by up to 50%, according to research by Towards Maturity. This is achieved through three key elements that cater to the modern learner’s preferences:

• Reduced intimidation: Bite-sized modules, typically ranging from 5 to 10 minutes in length, make learning less overwhelming and easier to fit into busy schedules. This can lead to completion rates up to 25% higher than traditional training methods that often involve lengthy sessions. Employees are more likely to stay focused and retain information when it’s presented in manageable chunks.
• Increased autonomy: With microlearning, employees control their learning pace and schedule, fostering a sense of ownership and empowerment. This flexibility allows them to learn at their preferred time and revisit modules as needed, leading to 17% greater motivation to learn and develop new skills.
• Varied and accessible formats: Microlearning goes beyond traditional text-heavy training materials. Engaging elements like interactive videos, quizzes, gamification, and simulations keep employees interested and motivated. This variety caters to different learning styles and preferences, ensuring knowledge is retained more effectively. Studies have shown that microlearning can increase knowledge retention by up to 60% in comparison to traditional learning.

How Does Microlearning Compare To Traditional Training Methods?

Microlearning offers several advantages over traditional training methods, making it a more effective approach for today’s workforce:

• Accessibility and Flexibility: Microlearning wins in terms of convenience. Bite-sized modules, typically 5 to 10 minutes long, can be easily accessed on demand from any device. This allows employees to learn at their own pace and during their downtime, minimizing disruption to their workday. Traditional training, often involving lengthy in-person sessions or classroom settings, can be inflexible and time-consuming to schedule.
• Cost-Effectiveness: Microlearning offers significant cost savings compared to traditional methods. The focused content reduces development time, leading to lower production costs. Reduced employee downtime due to shorter training sessions also translates to business cost savings. Traditional training can be expensive, requiring hiring trainers, renting facilities, and paying for employees’ time away from their desks.
• Improved Learner Engagement: Microlearning keeps employees engaged through its variety and interactivity. Bite-sized modules with elements like videos, quizzes, and gamification create a more dynamic learning experience than traditional methods that rely on lectures and text-heavy materials. This fosters a more positive attitude towards learning and improves knowledge retention. Studies show that microlearning can lead to up to 50% higher completion rates and 60% increased knowledge retention compared to traditional methods.
• Targeted & Focused Content: Microlearning focuses on specific skills or procedures, ensuring employees gain the exact knowledge they need to perform their jobs effectively. Traditional training can sometimes cover broad topics, leading to information overload and difficulty retaining key details.

What are some best practices for developing and delivering microlearning content?

To create microlearning that truly sticks, follow these key development and delivery best practices, drawing on insights from top learning websites:

• Micro Videos (1-3 minutes): We’ve done an experiment in terms of microlearning, and we have seen that short, visually engaging videos are perfect for demonstrating procedures, explaining concepts, or showcasing real-world applications. 
• Interactive Modules (5-10 minutes): These modules incorporate quizzes, simulations, or branching scenarios to enhance learner engagement and knowledge retention. 
• Gamified Learning (3-10 minutes): Adding game mechanics like points, badges, and leaderboards makes learning more fun and motivates learners to complete modules and track progress. 
• Infographics & Cheat Sheets (1-2 minutes): Visually appealing one-pagers summarize key information and serve as handy reference guides. 
• Podcasts & Micro-lectures (5-15 minutes): Audio-based learning provides flexibility and caters to auditory learners. Micro-lectures delivered by subject-matter experts can offer in-depth explanations.

Delivery:

• Learning Management Systems (LMS): Existing LMS platforms can often be leveraged to host and deliver microlearning modules, allowing for easy integration and tracking of learner progress. 
• Mobile Apps: Microlearning thrives on accessibility. Mobile apps provide a convenient way for learners to access modules from their smartphones or tablets on the go. 
• Microlearning Platforms: Dedicated microlearning platforms offer specialized features for creating, delivering, and tracking microlearning content.
• On-the-Job Integration: Microlearning can seamlessly integrate into workflows by providing content through job-specific software or performance support tools.

Time Commitment:

• Short Learning Bursts (e.g., 5-15 minutes): The core strength of microlearning lies in its brevity. Modules should be focused and designed to be completed in short bursts, allowing learners to fit them into their busy schedules easily.
• Spaced Repetition for Reinforcement: Delivering microlearning content in spaced intervals over time helps solidify knowledge and improve long-term retention. Consider incorporating spaced repetition techniques into your delivery strategy.

Conclusion

Microlearning offers a powerful and efficient approach to enhancing employee performance. It caters to modern learners’ shorter attention spans and busy schedules by delivering bite-sized, focused learning modules.

This targeted approach improves knowledge retention and boosts engagement and motivation, leading to better skill development and job performance. Furthermore, microlearning’s flexibility allows employees to learn at their own pace and convenience, promoting a continuous learning culture within the organization.

As a result, microlearning benefits individual employees and contributes to the company’s overall growth and success.