How does microlearning fit into the world of L&D today?

Microlearning is a popular eLearning technique that utilizes bite-sized training modules to streamline new skill acquisition and eliminate learner fatigue. It is based on Ebbinghaus' Forgetting Curve, which was the first theory that explored how time affects our ability to retain information. To make newly acquired knowledge last longer in memory, it is necessary to revisit the initial material. This can be easily achieved with microlearning, as its short-form content allows learners to quickly access training modules and remember their key takeaways. In this article, we will look into the benefits of using microlearning in L&D, as well as the steps you can take to develop effective microlearning training programs for learners of the digital world.

In this digital era of high speeds and information overload, employees find themselves more and more often in need of opportunities for quick and efficient learning. However, there are many more benefits to microlearning that make it an excellent choice for modern-day learners.

 

The first advantage that comes to mind is certainly its flexibility. Microlearning allows quick and easy access to learning materials regardless of location, time, and available equipment. Learners can use laptops, tablets, or smartphones. In fact, sometimes they don't even need an internet connection, as some materials can be downloaded beforehand, or accessed via a mobile network. This level of freedom is one of the major factors that boost learner engagement along with the variety of formats available. Microlearning modules easily capture the attention by utilizing videos, animations, podcasts, games, and more. Additionally, multisensory learning experiences support knowledge retention because they accommodate all learning styles.

 

At the same time, microlearning can also be very beneficial for organizations that use it. For one, it offers them the ability to create a training program using a smaller chunk of their L&D budget, compared to developing a full-fledged training course. For the same reason, microlearning module development is also a faster process that can rapidly address performance gaps by offering employees helpful information when they most need it. As a result, employees feel more supported in completing their everyday tasks with ease as well as advancing their current skills. This leads to higher employee satisfaction and retention levels, thus keeping organizations productive and efficient.

1. Know your audience 

 

The first step you should take when developing a microlearning program for L&D purposes is defining its recipients. Having only a vague idea of who will attend your training program and what they are expecting from it is likely to lead to subpar results. On the contrary, if you take the time to understand who your learners are, their goals and aspirations, their current skill level, etc., you will be able to create microlearning modules that perfectly target their skill gaps. Not to mention that you will easily increase learner engagement by excluding any material that is unnecessary or redundant.

 

Another key consideration is knowing your core demographics so that you can localize content and deliver experiences that resonate with your target audience. Even bite-size resources will be indigestible if your learners can’t understand the language.

 

2. Set learning objectives 

 

Every training program requires you to know your ultimate learning objectives. When you have a clear understanding of which skills you want to support learners in acquiring, it's easier to design and develop training material that achieves the best learning outcomes possible. However, the bite-sized nature of microlearning leads to a slightly different way of completing this step. Specifically, when developing microlearning modules, it's best to focus on a singular learning objective instead of a few. Trying to cram too much information in learning sessions that are only a few minutes long overwhelms learners and causes disengagement.

 

 

It's not microlearning if the material isn't presented in manageable snippets. As attention spans decrease, learners are much more likely to get through training programs that utilize content of short duration. You won't find in the definition of microlearning exactly how long the content needs to last to maintain learner attention. It could range anywhere from 30 seconds to 7–8 minutes. However, you should always keep in mind that learners are not only battling a short attention span but also a ton of distractions. For this reason, you must give them the ability to easily skim the content and figure out where they left off.

 

 

Giving learners the ability to easily and quickly expand their knowledge base can be a significant motive for trying out your courses. But it's not enough to keep them engaged until the end. A great way to enhance the learner experience is by utilizing alternating multimedia to create a captivating multisensory activity. Specifically, you can formulate your material in video form, text, images, audio, etc., and switch them out throughout the course. And let's not forget about gamification. By incorporating avatars, leaderboards, and quizzes, learners will get through modules without even realizing how much they are learning.

There's a lot to be said about the benefits of using microlearning in L&D, which is why it's so popular among organizations that want to offer their audience access to learning opportunities. However, despite its merits, microlearning is not a cure-all for all L&D issues. In fact, it seems that bite-sized training is not the best choice if you want to train your audience on complicated tasks or achieve more profound skill development. Seeing as microlearning has been designed to offer snappy learning, it is a better choice for a "moment of need" or for when learners want to review or revisit information they have already learned. When it comes to building a skill from zero or setting a long-term learning objective, other learning methods are preferable.

 

Another disadvantage of microlearning that you don't usually hear about is that it's not as cost-effective as many present it to be. We always hear that developing a handful of videos and a few multiple-choice questions doesn't require a significant amount of money and time. But the truth is that for this content to be effective—regardless of how short it is—you will need to spend a very long time researching the needs of your audience. Even if you already have training material at your disposal, simply segmenting it to fit the boundaries of microlearning will not be enough, as personalization is a very important element for learners. Finally, these modules need frequent upkeep so that they remain up to date with the ever-changing needs and preferences of learners. So, before you decide on microlearning, take some time to figure out what the realistic budget for microlearning would look like.

 

Microlearning is a multifaceted training technique that offers undeniable benefits but can also harbor a few risks. Knowing how to best utilize it for the learning and development needs of your audience will bring amazing results and let you enjoy all the advantages. Take the time to explore the benefits as well as the flip side of microlearning, as described in this article, and use our tips to create effective bite-sized training modules that will transform learning in your organization. To learn more about localizing your eLearning content, please visit the website.