With time, corporate training can get repetitive and boring for your employees. That’s where microlearning comes in. With microlearning, your employees can learn at their own pace and have plenty of opportunities to ask questions. They don’t have to worry about timing or progress—they can start enjoying their learning journey.
Microlearning in the corporate context provides employees with small amounts of information focused on a particular activity or task. It can be in the form of a three-minute module that guides the learner through the process of repairing something or a quick interactive presentation that discusses a particular compliance method. However, before you incorporate microlearning into your online training approach, it is a good idea to consider its benefits and drawbacks to make an informed decision.
5 Reasons to Choose Microlearning for Corporate Training
1. Decreases the amount of mental strain
Instead of being required to take in vast amounts of information all at once, employees can have access to smaller portions of it. This helps avoid information overload so learners can receive and process the most critical points of the learning. They can acquire the knowledge and abilities to conquer the current obstacle in performing their job task and then go on to the next one. Because the brain can only store a limited amount of data without becoming overloaded with new information, microlearning helps boost retention. This allows the brain to interpret the data and connect it with previously stored information.
2. Increases the ability to retain information
This is connected to the first benefit – decreased information processing increases the capacity to remember and retain information. Because learners can think about and assess the knowledge they received, they have a better chance of placing it. They can put it into the right perspective and connect it with real-world applications. Consequently, microlearning helps overcome the ‘forgetting curve,’ particularly when used to reinforce learning.
3. Supports employees in their "time of need."
Because of its compact nature and user-friendliness, microlearning is particularly suited for “just in time” online training that may be accessed quickly and effortlessly. Most importantly, it is focused on the topic at hand, each microlearning module dealing with a single learning objective. You can get the most out of microlearning when it is combined with mobile learning, where learners can access required information (videos, simulations, checklists, etc.) on their mobile devices whenever and wherever they are.
4. Increases employees' involvement and motivation
When necessary information is delivered to them in a timely and hassle-free manner, employees can solve difficulties, overcome challenges, and increase the knowledge required to help them perform better. This results in learners getting more engaged with training and more motivated to complete it, allowing them to take charge of their learning. Microlearning also considers the decreasing attention spans of learners in a distracting digital world by keeping learning interesting through different formats.
5. Saves resources such as time & money
Reducing time and money spent on training is one of the most significant advantages of microlearning. Employees have the chance to improve their performance and fill any skill gaps they may have. There is also less time between learning something and putting it into practice. Your employees can immediately apply their knowledge to finish projects and fulfill their job tasks. Because of this, workplace productivity is increased more quickly and effectively.
3 Pitfalls of Using Microlearning in Corporate Learning
Just as training is not the answer to every performance problem in the workplace, microlearning is not the panacea for all your corporate training challenges. Identifying the principles that learners must understand and be able to use is the main goal of developing microlearning content. Unfortunately, it’s simple to accept microlearning right away and try to use it for all of the company’s learning requirements, just like with any other brand-new shiny object. I’ve included a few of the situations below (along with solutions to fill in the gaps!) when microlearning isn’t the only option:
1.To replace traditional classroom training or eLearning
After looking at its many benefits, you may be tempted to replace all eLearning (or classroom training) with microlearning. But this is not a good idea as micro-learning will only work when there is little content requiring detailed explanations. It would be best to remember that microlearning cannot be used as a standalone solution. But it can be an important component of a more comprehensive training plan (online or classroom) in a blended approach. It can also supplement your existing eLearning program and learning for a ‘moment of need.’
2. To help gain mastery over a topic.
Gaining expertise in any topic or subject requires in-depth study, practice, and, more importantly, time. For example, learning to use new software requires training and opportunities to practice. It cannot happen overnight. That’s why more than watching a 5-minute micro video or listening to a podcast is needed. The more in-depth the learning, the less appropriate microlearning is. In such a case, opting for traditional classroom instructor-led training or eLearning may be more relevant.
3. As training on complex content
The ideal option for training on more complex jobs or procedures is not short micromodules. Remember that the ‘micro’ in microlearning modules refers to how sharp and quickly they may be completed. So, they are not suited for more complex topics but can be used to reinforce formal learning. You can add supplementary micro-learning exercises to your traditional eLearning courses to support the teaching.
Micro-learning is the future of corporate eLearning. It’s a fast, efficient way to learn and grow your business and will be around for a while. But there may be better approaches for all your training requirements. It would be best if you considered the training need and the complexity of the topic before opting for microlearning to train your workforce. In short, you need to do a job task analysis to assess if microlearning is the correct approach for training.