Article 8: Microlearning: Does Bite-Sized Learning create more Impact?
Maintaining work-life balance in the current corporate world is a major challenge. Traditional training methods are too long and time-consuming for employees to actively engage with.
Microlearning could be the solution.
What is Microlearning?
Microlearning is a training method that delivers
short bursts of content for learners to study at their convenience. These
learning sessions typically last between 3 to 7 minutes and focus on a single
objective (Hughes, 2021). Microlearning formats include short video tutorials,
Infographics, interactive quizzes and gamified learning experiences.
Why is Microlearning an emerging trend in the L&D arena?
It increases Engagement and Retention
Most learners today have short attention spans. Learning in small chunks improves knowledge
retention by 17% compared to traditional long-form training (the Journal of
Applied Psychology, 2021). The brain processes and stores information more
effectively when delivered in smaller chunks (Clark & Mayer, 2022).
It allows Just-in-Time Learning
Microlearning provides knowledge to employees exactly when
employees need it. This "just-in-time" learning approach allows
employees to quickly access information relevant to their tasks, improving
performance and efficiency (Singh, 2020).
In organization XYZ, where I work for, we have incorporated
microlearning in the form of a learning forum called “Task Clinic”. Task Clinic
connects employees with a sudden or quick learning need with a subject expert
within the organization, who can help bridge their skill gap in a very short
time. For example, an employee who needs to understand a particular excel
function to prepare a report can connect with a subject expert who can teach
them the required formula in a matter of minutes.
It shows higher completion rates
Employees dislike learning initiatives that are too
time-consuming. A report by LinkedIn Learning (2023) found that microlearning
modules have a completion rate of over 80%, compared to only 30% for long-form
courses. The shorter duration and interactive nature of microlearning keep
learners engaged.
It’s more cost efficient than traditional training
Microlearning eliminates the need for long training
sessions. Corporates can create and update microlearning content quickly, while
ensuring it remains relevant without breaking the bank. According to IBM
(2022), companies that implement microlearning save up to 50% on training costs
while improving learning outcomes.
Supports Continuous Learning Culture
Microlearning encourages continuous learning. Employees can
engage with short lessons regularly, reinforcing knowledge and building new
skills over time (Brown, 2021).
How can organizations implement Microlearning?
1. 1. Integration with Learning Management Systems (LMS) For example, Walmart deploys microlearning for training warehouse workers on new fulfillment processes, safety procedures, and product handling techniques through quick, bite-sized training modules accessible on their warehouse management system.
2. 2. Mobile Learning Applications such as LinkedIn Learning and YouTube shorts. Walmart has microlearning for training retail associates on new product placement, cashier procedures, and customer interaction best practices through short video tutorials accessible on their mobile devices.
3. 3. Gamification and interactive content in the form of quizzes, leaderboards, and interactive scenarios (Example: language learning app Duolingo) Uber, for example, employs microlearning modules to train drivers on local regulations, safety guidelines, and customer service standards, often delivered through in-app notifications and quick quizzes.
While microlearning has many advantages, it also has
challenges.
As Microlearning can oversimplify complex topics, there’s a
challenge in maintaining content quality. Another challenge is the cost factor
– Companies need to separately invest in infrastructure to track the
effectiveness of microlearning programs and assess skill improvements (Smith,
2023).
Finally, while microlearning is effective for skill
reinforcement, Micro and Macro Learning should be balanced. Some learning
material will require deeper learning approaches, such as workshops and
mentorship programs.
Microlearning is a game changer in corporate training
because it makes learning fun, accessible, and effective. Its ability to
deliver targeted, just-in-time knowledge enhances employee productivity, and
motivation. As the digital era is here to stay, microlearning will play an
increasingly vital role in shaping the future of a digitalized L&D.
References
Brown, L. (2021) Continuous Learning in the Digital
Workplace. Learning & Development Journal, 35(4), pp. 57-72.
Clark, R. C. & Mayer, R. E. (2022) E-Learning and the
Science of Instruction. 5th edn. Hoboken, NJ: Wiley.
Deloitte (2022) The Future of Workplace Learning: Trends and
Insights. Deloitte Insights.
eduMe (2017) 'Microlearning company eduMe selected as preferred training platform by Uber across the EMEA region'.
Gartner (2023) The Role of Mobile Learning in Employee
Development. Gartner Research Reports.
Henderson, P. (2021) Optimizing Training Programs with
Microlearning. Training Industry Journal, 29(3), pp. 43-58.
Hughes, J. (2021) Microlearning: A New Paradigm for
Corporate Training. Harvard Business Review.
IBM (2022) Training Cost Reduction Strategies in Large
Enterprises. IBM Research Reports.
Johnson, S. (2023) AI-Powered Learning: Transforming L&D
in the Digital Era. Business Learning Review, 40(2), pp. 12-27.
KPMG (2023) LMS and Microlearning: Enhancing Employee
Development. KPMG Research.
Lewis, N. (2019) 'Walmart revolutionizes its training with virtual reality', SHRM.
LinkedIn Learning (2023) 2023 Workplace Learning Report: The
Impact of Microlearning. LinkedIn Insights.
Singh, A. (2020) Just-in-Time Learning and Workplace
Productivity. Journal of Corporate Training, 38(2), pp. 34-49.
Smith, K. (2023) Measuring Learning Effectiveness: Best
Practices for L&D Teams. Learning Analytics Journal, 42(1), pp. 19-33.
Taylor, J. (2022) The Psychology of Gamified Learning. Training & Development Review, 30(5), pp. 25-40.
How can microlearning be used to enhance employee training and retention in your organization?
ReplyDeleteThere's many research that indicate that when employees feel that the organization invests in their development, they tend to remain in that organization. Investing in micro learning ensures learning is more self paced, hence will help employees feel more motivated and take charge of their own learning which contributes positively to both L&D and also ultimately retention
DeleteThe concept of 'Just-in-Time learning' is perfect for the corporate world today, Did you come across research around the effects of microlearning on long-term skill retention?
ReplyDeleteThis comment has been removed by the author.
DeleteHi! Yes, I read several articles that stated studies show that long term skill retention is better when it's driven with self motivation rather than when pushed by an external force. Microlearning is perfect for this because it's mostly self paced learning
ReplyDeleteMuch interesting and highly useful content as this highlights the emerging and important part in the challenging requirement of learning in the corporate world. The content is well elaborated perfectly compiled with real-world practical examples, which stimulates the reader to feel as this is address like personally.
ReplyDelete“Task Clinic” gives fresh idea that even a smaller effort will help someone to bring up them than they were.
Overall, this is very informative and précised content expressing the important and impact of the learning, despite the scall even it’s smaller it’s matter in the long run of the personal as well as professional prospects.
Thank you! Happy to know! Love your content as well. It's great to see discussions around how practical, real-world applications make learning more impactful. Appreciate your insights!
DeleteThis article does a great job of highlighting why micro learning is becoming such a game changer in corporate training! With busy work schedules and shorter attention spans, the flexibility of bite-sized learning makes so much sense. The "just in time" approach is especially useful being able to quickly learn something exactly when it’s needed can make a huge difference in workplace efficiency. While it’s true that complex topics might still need deeper learning, microlearning is a great way to keep employees engaged and continuously learning. Exciting to see how this trend will continue to evolve!
ReplyDeleteThank you :) I agree. Microlearning makes training more accessible and engaging, fitting seamlessly into busy workdays. It’s a great way to reinforce knowledge in real time, keeping employees continuously learning.
DeleteYour blog offers a clear and engaging overview of microlearning, effectively explaining its potential to address common corporate training challenges. The inclusion of data and industry examples from companies like Walmart, Uber, and Amazon enhances credibility and provides practical insights.
ReplyDeleteThe article highlights the key benefits of microlearning, such as improved engagement and retention, and just-in-time learning. The real-world applications and the “Task Clinic” initiative in your organization are excellent examples of how microlearning can be implemented effectively.
One suggestion for improvement would be to strengthen the conclusion by summarizing the key takeaways and offering actionable recommendations for L&D professionals. Additionally, a brief comparison with traditional training methods could provide more context for readers who are considering microlearning versus conventional approaches.
Overall, it’s an insightful and well-structured piece that provides valuable information to the reader.
Thank you for your feedback! Thanks for your suggestion to strengthen the conclusion and add a comparison with traditional training methods—that could provide better clarity for readers. I'm glad you found the real-world examples and "Task Clinic" initiative helpful. Thanks again for your insights!
DeleteThe article mainly highlights the benefits and challenges of microlearning. Although micro learning is more effective in enhancing short-term skills learning, how will it contribute to long-term knowledge and skills retention?
ReplyDeleteWhile microlearning is great for short-term skill development, its contribution to long-term retention can be maximized when combined with repetition and ongoing reinforcement.
DeleteAdditionally, blending microlearning with other learning methods like hands-on practice and mentorship, can improve long-term knowledge retention and continuous skill development.
Microlearning is indeed a game-changer in corporate training, offering engaging, accessible, and effective learning experiences. Its ability to deliver targeted, just-in-time knowledge enhances employee productivity and motivation. While it may not replace all forms of training, incorporating microlearning into a broader learning strategy can significantly benefit organizations. The insights shared in this article provide a compelling case for its adoption.
ReplyDeleteYes, definitely. Microlearning is a great way to boost productivity and motivation. It fits well into a broader learning strategy by offering quick, targeted knowledge exactly when needed.
DeleteDear author.
ReplyDeleteYour article powerfully articulates why microlearning has become indispensable in modern L&D strategies. Three aspects particularly resonate with current industry trends:
1. Cognitive Alignment
The neuroscience you cite (Clark & Mayer 2022) explains why our Walmart client saw 22% better SOP recall using 5-minute safety modules versus traditional training. This aligns with your retention data - we're essentially working with how brains naturally process information.
2. Just-in-Time Application
Your 'Task Clinic' example brilliantly demonstrates performance support in action. Similar to Amazon's 'Pivot' program, this addresses the 70% of workplace learning that happens through experience (per ATD research). Might this model work for cross-departmental knowledge sharing?
Thank you! I’m glad you liked the article. The neuroscience behind microlearning aligns well with how we process information, which is why companies like Walmart are successful with shorter modules.
DeleteRegarding cross-departmental knowledge sharing, the 'Task Clinic' model could definitely work. It provides on-demand, bite-sized content that addresses specific tasks, enabling effective learning.
Thank you for the detailed feedback! I really appreciate your suggestions on improving clarity, consistency, and adding more data. Expanding on the "Task Clinic" example is a great idea, and I'll definitely consider that for future revisions. Thanks again for your valuable insights!
ReplyDeleteInteresting! This article brilliantly demonstrates how micro-learning drives deeper knowledge retention and practical application. The research-backed evidence makes a compelling case for reimagining traditional learning approaches.
ReplyDeleteThank you for the feedback :) Micro-learning really transforms traditional methods, making learning more manageable and impactful. The research shows it boosts retention and application, benefiting both employees and organizations.
DeleteVery interesting and well-defined article in micro learning.
ReplyDeleteThank you very much, happy to know you enjoyed the read :)
DeleteThis blog nicely explains what microlearning is and why it's useful. To make it even better, you could add a small part about how to decide when microlearning is the best choice and when longer training might still be needed. This would give people a clearer picture of how to use both types of learning.
ReplyDelete