Microlearning is no longer a buzzword. In fact, it’s critical for organizations to seize opportunities wherever they can to maximize their workforce’s skillset. Simply stated, microlearning is the action of taking small chunks of time (as brief as three to five minutes) and short pieces of information, and delivering it in a way that the learning can take action. In this way, learners can control their own advancement, when organizations provide them with time throughout the week in which to seize the opportunity.
Incorporating microlearning systems into an employee’s wheelhouse of professional development opportunities results in a number of benefits for the organization, including these:
It empowers learners. Because microlearning is learner-centric, employees have control over their personalized, flexible path to furthering their skills. With a variety of learning formats (often media-rich) available, learners can select a style that matches their needs.
It offers advancement when they need it. Perhaps the most significant perk of microlearning is when opportunities for education are readily available and learners can access specific information just-in-time – instead of being forced into one-size-fits-all training.
It’s accessible. Microlearning modules made available on multiple devices (such as smartphones, desktops or tablets) make the information available to learners when and where they need it.
It’s affordable and flexible. For organizations, the business benefits of microlearning are considerable. Because the training is delivered in bite-sized chunks, costs are less than with standard elearning methodologies. In addition, they’re quicker to generate and deploy.
Its development cycle is shorter. Due to the brief training sessions, organizations can develop the sessions quickly.
It’s easy to update. When changes or updates need to be made, organizations can easily adapt the flexible microlearning format.
Its impact is high. With microlearning sessions, training is targeted. As a result, organizations often see a swift, considerable return on investment.
Here’s how to guide a microlearning program for employees:
Keep it narrow. When designing the training, break down the information into specific learning outcomes. By focusing on just one objective, focused, results-oriented microlearning course can be built.
Make it brief. With learning objectives in hand, organizations should build out each training module with this rule-of-thumb in mind: Keep it brief. Videos – and other training modules – should be around four minutes long, and free of content that isn’t relevant to the topic at hand.
Use video. Many learners will prefer video over text or audio, and it will keep them engaged in the content.
Let quality be the driver. Poor quality content – regardless of the medium – will not result in a good training environment. Organizations that invest in microlearning environments should set aside the appropriate budget to drive the Return On Investment (ROI).
Provide proof. Securing an ROI, in part, requires proving that learning occurred through each module. Organizations should consider incorporating creative ways to provide evidence that learning takes place. Instead of multiple choice questions, for example, asking learners to create a video or unique project allows the organization to assess progress.
Microlearning environments are a valuable tool organizations can employ to drive innovation, increase productivity, and encourage individual advancement. With increasing competition for a skilled workforce, promoting microlearning opportunities helps organizations keep their employees happy and stay at the top of their industry.
