The speed of the modern corporate world has made traditional learning methods inadequate. Employees get data at an alarming rate, and their attention span is decreasing. Microlearning is a solution that breaks up complex knowledge into smaller, more easily digestible bits.
Table of Contents
What is Microlearning?
Microlearning is a new technique of learning and development, presented in very small, bite-sized chunks. It is based on a delivery strategy for learning content that is short and intense, at times 5 to 10 minutes. This format is quite ideal for today’s busy learners with little time and minimal concentration spans.
A microlearning solution offers several benefits, including higher engagement, better retention, higher productivity, and higher costs. Microlearning fosters effective and enjoyable learning through concise learning objectives in addition to engaging formats such as videos, infographics, and interactive quizzes.
Why is Microlearning important?
Increased Engagement
The chances of keeping learners’ attention are greater with short and focused modules. A lot longer and much more traditional training often bores learners and disengages them. Microlearning delivers content in bites, and the learning material is easier for learners to focus on and maintain.
Improved Retention
Information is easier to recall and apply. Microlearning breaks the large topics into smaller, manageable chunks. Therefore, it increases retention. A person retains a lot more when the same is presented in bursts of short, focused sessions as opposed to long-drawn sessions.
Increased Productivity
It enables employees to learn quickly and effectively without disrupting their workflow. Traditional training often requires people to take employees away from doing their regular work, which has a negative impact on productivity. Microlearning easily inserts itself into the daily workflow, and employees can also learn at their own convenient pace.
Cost-Effective
Microlearning modules are relatively inexpensive to create and distribute. Unlike traditional training, which often requires time, resources, and infrastructure investments, microlearning can be delivered on many different digital platforms for a fraction of the cost. Additionally, microlearning is easy to update and repurpose, making costs relatively low.
How to Create Effective Microlearning Modules
Define Clear Learning Objectives
Clear learning objectives are at the core of an effective microlearning program, which serves as a map or direction for the learner toward specific knowledge or skills. For them to be effective, they need to be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.
Specificity
This involves replacing vague or broad goals with clear, specific objectives. For example, instead of “Learn about customer service,” a specific objective would be to “Identify three most common complaints by customers and how to respond appropriately.”
Measurability
State clearly how you will measure whether the learner has achieved the objective. This may be in a quiz, role-playing exercise, or practical application. For example, a measurable objective might read, “Ensure that all customer satisfaction surveys are completed with an accuracy of 90%.”
Achievability
Ensure that the objectives are realizable. Make sure that it is possible for the learner to achieve the objectives within a realistic time frame. Complex topics can be presented in relatively simpler steps so that they become reachable.
Relevance
Tie the learning objectives to the learner’s specific job role and responsibilities. Indicate precisely how this knowledge or skill will affect him on the job. For example, a relevant objective for a sales representative might be “Increase average sales revenue by 10% through effective product demonstrations.”
Time-Bound
Propose deadlines for completing the objectives. This gives a sense of urgency and enables learners to decide on their learning priorities. For instance, this is a time-bound objective: “Finish the compliance module of training before the end of the month.”
Keep It Brief and Interesting
Microlearning is all about brevity. Keep your modules brief and interesting if you want them to have maximum impact.
Bite-Size Content
Take complicated subjects and break them down into digestible components that a learner can consume over a few minutes. Four to ten minutes per module will do well, providing learners with a sensible amount of information that is not going to overwhelm them too much.
Visual Appeal
Using infographics, short videos, and interactive elements helps readers extract their content more easily and with more interest. Pictures speed up and extend learning.
Active Learning
Make learning as interactive as possible using quizzes, simulations, and gamification elements. This way, the messages learned are reinforced and easier to recall. For instance, a quiz presented in a gamified format will enable fun learning and competition with others.
Clear and Concise Language
Use simple and clear language. No jargon should be there. If necessary, use a conversational tone so that the material is more accessible and easier to read.
Mobile-Friendly Design Takes Center Stage
In this mobile-first world, you have to design microlearning modules so that they are accessible on any device.
Responsive Design
Your modules should be responsive and adapt to different screen sizes and resolutions so that learners can easily reach your content from either their smartphone, tablet, or desktop.
Fast Loading Time
Optimize modules to load quickly, even when opening on a mobile device. Slow loading times are frustrating learners and detract from their engagement.
Intuitive Navigation
Design an intuitive interface that encourages easy navigation. Make it simple, clear, and concise with the help of the navigation menus, as well as well-thought controls, for a rich user experience.
Touch-Friendly Interactions
Ensure all the interactive elements are touch-friendly. This includes making buttons, sliders, and many more such controls usable on touchscreens.
Providing Opportunities for Practice
Practice is a large component of learning and retaining. Provide the opportunity for the learners to apply their knowledge in the real world.
Interactive Quizzes
Test their understanding of the content and give immediate feedback. Having multiple-choice, fill-in-the-blank exercises, true/false questions, and quizzes works very well.
Simulations
Prepare practical simulations involving the application of learned skills in a risk-free situation. For example, a simulation of sales is an excellent way by which a learner would sharpen his sales pitch.
Role-Playing Exercises
Engage the learner to enact various roles in dealing with communication and problem-solving situations. Role playing helps develop the empathetic sense of a learner and promotes better interpersonal skills.
Real-World Projects
There should be real-world projects that require the student to apply his knowledge and skills. For example, project-based learning can be applied to solve a specific real-world business problem.
Testing and Refining
It is important to gather feedback and make continuous improvements to ensure the effectiveness of your microlearning modules.
Learner Feedback
Run surveys, interviews, or focus groups to get feedback on your content, delivery, and general effectiveness of modules.
Analytics
Review learner engagement metrics, such as completion rates, time spent, and quiz scores. Analytics can help you know which areas to improve for optimization of your modules.
A/B Testing
There is this approach to multiple alternatives that you try out to see which one works better. You can use this same approach to test different types of video or quiz templates to determine which ones are more engaging.
Iterative Improvement
Improve modules based on emergent feedback and analytics to refine them. With this iterative improvement, your microlearning modules stay relevant and effective.
Conclusion
How can you make engaging yet effective microlearning modules so that you can enable your workforce with guidelines? So, test and refine your microlearning modules so that you can understand whether they really help achieve the desired delivery of learning outcomes and provide a good learning experience for the learners. Microlearning is an extremely potent tool for improving the efficiency, engagement, and performance of employees.