What is microlearning in the workplace?

Microlearning refers to brief learning opportunities that usually take just a few minutes. The idea is to break down larger pieces of information into smaller chunks. It’s a focused approach with meaningful bursts of learning at different times during the workday. It can help employees get the information they need without overwhelming them with too much at once. For this reason, it can be helpful for new employee training.

You can use this method in many ways. It can teach employees the job-specific skills they need to fulfill their duties. Microlearning can also help reinforce skills or knowledge employees have already learned. Additionally, you can use it for cross-training employees to help them slowly learn the skills of another position without taking too much time from their normal duties.

Why you should consider microlearning

Incorporating this type of learning into your organization can offer several benefits. Some of the potential perks include:

• Less disruption: Long training sessions can interfere with the workday. Learning in smaller bursts can fit into the day between regular work duties to keep employee productivity high.
• Repeated learning: Because this method is fast, you can use it over and over again. Repeating the learning process can help employees better learn the material.
• Flexibility: The lessons are typically mobile-friendly, meaning your team can complete them via various devices at times that work for them.
• Easy updates: When you’re working with smaller lessons, you can make quick changes to parts of the information as needed without updating a much larger presentation or learning module. This can be useful if your industry has lots of updates to regulations or methods of doing things.
• Interesting: Microlearning holds employees’ attention and can make learning more enjoyable than traditional methods.
• Self-paced learning: The format can make it easier for employees to learn at their own pace. They can complete the tasks based on their schedule and take as little or as much time as they need to explore the concept.

Limitations to consider

Being aware of the potential limitations of microlearning can give you a realistic look at what it can do for you. It can also make it easier to overcome the limitations or find ways to avoid them. Here are some possible drawbacks of microlearning:

• Development time: While microlearning lessons are quick to consume, you’ll likely spend a lot of time up front developing them. You’ll also need to break down larger topics into several smaller lessons.
• Management: It can be more challenging to keep many smaller lessons organized. Instead of tracking completion of a few longer lessons, you’re tracking employees taking several shorter learning sessions.
• Breaking up topics: It may not be easy to break some topics down into smaller chunks. Some learning opportunities are easier to consume in bigger chunks where employees can continue learning without disruptions.

Microlearning examples

Microlearning is a flexible concept with many ways to execute it. Looking at microlearning examples can help you better understand the concept. It can also help you come up with ideas that would work well for your organization. Here are some examples of potential options:

Short videos

Videos capture attention and let you show the topic clearly. They can be an effective way to show a specific process employees need to complete. Videos can let your staff see the process and hear verbal instructions and tips. You can record videos with a smartphone, which makes this option easy to produce.

Short audio clips

You can also create audio clips of learning material. Think of each one as a mini podcast with just a brief explanation of a concept.

Quizzes

Quizzes let you test your staff’s knowledge on important topics. You can include additional explanations after they choose an answer, whether or not they choose the correct one. You can also use quizzes with other formats. For example, you might have your employees watch a short video and then take a quiz on it to test how well they paid attention to the topic.

Short text

Microlearning can be as simple as presenting small bits of text. An example is a pop-up that explains how to use a feature on software or explains a concept in more detail. You might send a lesson of the day via email. Using bullets and headers to break up the content and make it easy to scan can help with comprehension.

Games

Gamification can create an interactive experience that makes learning more enjoyable. You can create simple games to practice skills or test knowledge about a topic. Many software tools incorporate gamification to simplify this option.

Infographics

Visual learners can appreciate infographics for microlearning. These illustrations with captions break down a concept or list examples of a certain idea. It can be a reference your staff can go back to if they want to review the topic or need to recall specific details about it.

Flashcards

Remember the flashcards you used in school to memorize multiplication facts or science terms? You can also use them to help employees memorize small bits of information. Some people prefer physical flashcards, which are easy to make with note cards. Digital flashcards are also easy to create, and your employees can access them from anywhere.

Role-playing or simulations

For an interactive approach, microlearning can involve role-playing or simulations of situations employees might encounter. This lets them apply a new skill or idea in a realistic work situation. For example, if you want to teach a new customer service technique, you might have employees test it out with other staff members acting as customers.

How to implement microlearning

Ready to give microlearning a try? Here are some steps to follow to get started.

1. Identify the desired skills

Create a list of skills or knowledge you want your employees to learn from these bite-sized modules. Performing a training needs assessment can help you identify specific training topics your company needs. Some topics might apply to all of your employees while others might only apply to certain departments or positions.

2. Choose the learning format

With the topics in mind, you can choose appropriate microlearning formats, which might include videos, games, quizzes, audio clips and others. Think about which format would work best for each topic. For instance, if you’re teaching a certain process or skill, a video to demonstrate may work well. If employees need to learn industry-specific terms, digital flashcards might be more effective.

3. Breakdown the material

Decide how to divide the content. Keep in mind that each task should only take a few minutes. However, it also needs to stand on its own as an individual learning task. If you can’t figure out how to create meaningful, self-contained learning tasks, you might need to use a different type of learning for that concept.

4. Create a learning schedule

Decide when and how employees should complete these tasks. Microlearning is typically self-paced, so employees can squeeze tasks in when their schedules allow. However, you might set deadlines to make sure employees complete the tasks in a timely manner.

Tips for making microlearning effective

Perfecting your microlearning program can take some time. These tips can help you accelerate the program and ensure your employees get the most out of it.

• Make it meaningful: Since your employees will only have a few minutes to learn, your lessons should get to the point quickly and cover meaningful content.
• Have a point: Each microlearning experience should have a specific concept, outcome or skill it’s teaching. Trying to shove too many things into one lesson can make it ineffective.
• Combine it with other training: Microlearning isn’t ideal for all types of training in the workplace. You can use it in addition to other learning methods to create a well-balanced program.
• Evaluate the effectiveness: Conducting a training evaluation to see how effective your microlearning modules are can help guide the program. You can measure improvement based on the topics they cover. Asking for feedback from your employees can also help you evaluate the program.

Continue improving: Regular updates to the training based on feedback can help you improve its effectiveness. Be sure to review all your training initiatives regularly to make sure they’re effective.