Glossary
Microlearning
What is Microlearning?
Microlearning is a training strategy that breaks content into small segments, each requiring only a few minutes to digest.
These modules are delivered digitally through microlearning platforms designed to be accessible on any device.
Microlearning usually takes the form of self-paced, often hands-on training, and has become increasingly popular in recent years.
Microlearning vs. Bite-Sized Learning
Though there’s significant overlap between microlearning and bite-sized learning, they differ in a few key areas.
- Delivery: bite-sized learning may be delivered digitally and/or physically, whereas microlearning is typically delivered digitally.
- Time Commitment: bite-sized learning sessions tend to be much longer than microlearning sessions, lasting up to two hours.
- Focus: bite-sized learning modules tend to be part of a larger course focused on broad outcomes. Microlearning modules are usually self-contained and focused on a single topic or objective.
Advantages of Microlearning
Microlearning benefits trainees and organizations in several key areas compared to other training styles.
Convenience and Accessibility
Microlearning is available on demand from any device and fits very well into time-constrained, fast-paced modern workplaces. Because microlearning sessions require only a minimal time commitment, people who might otherwise forego learning and development can readily fit them into their schedules.
Continuous Learning
Microlearning is also well-suited to a culture of continuous improvement. Its accessible, self-contained nature means it’s easy for an organization to develop training content that supports ongoing professional development.
Engagement
Because it’s both focused and interactive, microlearning is much easier to engage with than traditional training. Most people prefer short, hands-on sessions to long-form courses that rely on passive learning.
Knowledge Retention
Microlearning improves retention in two key ways. First, its short-form nature makes it much easier for participants to digest and understand. Second, microlearning sessions are easier to repeat, lending themselves well to regular practice.
Cost-effectiveness
Microlearning is typically faster and less expensive to produce than long-form training. This is in addition to not requiring employees to take time off from work if it is used for internal training.
Improved Performance
According to a study published in the International Journal of Training and Development, when used for employee training, microlearning has the potential to improve workplace performance alongside both knowledge acquisition and engagement.
Microlearning Best Practices
Microlearning is fast, affordable, and flexible, making it a perfect fit for the modern workplace. However, it’s not a silver bullet for all training needs. Before you decide whether to employ it as a strategy, consider the following best practices.
- Know Your Objectives: as with any new training strategy, start by identifying what you want to achieve by employing microlearning. For example, you might use it to onboard new customers and introduce them to your software’s different features.
- Understand Microlearning’s Limitations: microlearning isn’t a great fit for complex content or training that requires extensive study. It also doesn’t work well for in-person or instructor-led training.
- Develop New Materials: breaking down existing training content is only the first step in a microlearning strategy. You must also rework it to be focused and self-contained.
- Keep Mobile in Mind: the majority of microlearning takes place on mobile devices. Develop your training content accordingly, avoiding large images, videos, or walls of text.
- Mind the Length: make each microlearning unit as concise as possible, removing any unnecessary information.
- Focus on the Experience: consider ways to add interactivity to your materials, such as through short simulations or quizzes.
- Include Assessments: add short tests or quizzes to your microlearning materials. You might also consider allowing participants to track their progress via a leaderboard.
