Learning can get a whole lot more manageable with Microlearning! This style of learning is all about “chunking” down big ideas into smaller pieces of learning content that are easy to manage and integrate efficiently into your course creation process.
In reality, your learners can do a 15min or 20 min of study rather than commit to an hour of their day. Microlearning is a knowledge sharing mechanism that helps formalise small learnings in an organization.
Remember, this style is very effective for teaching/knowledge sharing small, practical things across a variety of departments that can increase overall efficiency. You really want to make sure you boost knowledge retention and improve learners engagement for your course.
In this article you will learn about what is microlearning, the benefits, the application, the implementation, and a whole new way it can be of advantage when you take on the approach.
Let us get started!
What is Microlearning?
Microlearning is the act of breaking down larger chunks of information into smaller, more manageable pieces. It’s all about taking things one step at a time, rather than at once.
Think of it like this: when you go to a restaurant, you don’t order the whole menu all at once. Instead, you take things one dish at a time, savoring each bite. That’s what microlearning is all about. It’s about taking the information you need to learn, breaking it down into small, bite-sized pieces, and savoring each one.
So, why is microlearning so important? Well, for starters, it’s way easier on your brain. Our brains are wired to process information in small chunks, not in large, overwhelming amounts. When you’re trying to learn something new, breaking it down into smaller pieces can make it a lot less intimidating.
Research shows that on average humans are capable of focusing for 3-4 hrs maximum on learning a new task or taking in information, this refers to the cognitive load. The good news is microlearning approach is one of the multiple solutions out there to avoid dropping out in your course. Particularly if it is complex.
When it comes to your learners, making sure you structure your course content in a way that they can take them one step at a time will make it easier for them to stay focused.
But do not worry, we will give some practical approach you can use to implement microlearning later in this article.
Origin of Microlearning
The origin of microlearning can be traced back to the early 1963, when advances in technology made it possible to deliver short bursts of information quickly and easily. As mobile devices became more widespread and internet access became more widespread, learning experts started to realize that people were more likely to engage with small pieces of information that were easy to consume on the go.
Since then, microlearning has evolved to become a key component of modern learning and development strategies. Today, it’s used in a variety of settings, from corporate training programs to online courses, and is embraced by organizations of all sizes as a way to help employees learn and grow.
Infact, the origin of microlearning can be traced back to a recognition of the changing ways in which people learn and a desire to create more engaging, effective learning experiences. And with the continued evolution of technology and the growing importance of lifelong learning, it’s a trend that shows no signs of slowing down.
Key features of Microlearning
To create an effective and flexible way of learning, there are some of the key elements that must not be left out when it comes to microlearning. Below are key features to always keep in mind when building a microlearning style of course.
Bite-sized Content: Microlearning is characterized by delivering information in small, easily digestible chunks. This makes it easier for people to retain information and reduces the risk of information overload.
Targeted Learning: Microlearning is designed to be highly focused and relevant to the learner’s needs. It provides information that is specific to the task at hand, rather than a broad overview of a topic.
Flexibility: Microlearning can be accessed anytime, anywhere, and on any device, making it highly accessible and convenient for busy individuals.
Engagement: Microlearning often incorporates interactive elements, such as quizzes and games, to keep learners engaged and motivated.
Performance Support: Microlearning can be used to support people in the moment of need, providing them with just-in-time information to help them perform their job more effectively.
Reinforcement: Microlearning is designed to be repeated and reinforced over time, helping to ensure that learners retain the information they have learned.
Personalization: Microlearning can be tailored to individual learner needs and preferences, making it a highly effective way to meet the diverse learning needs of a large, diverse audience.
Benefits of Microlearning
There are varoius benefit that come with using microlearning style in your course creation process, below are few to give you a quick insights on its benefit to you the course creator and your learners
Quick and Convenient: Microlearning allows employees to quickly pick up new skills or refresh their knowledge in just a few minutes. They can learn on-the-job and optimize their time instead of wasting it.
Easy to Create and Deliver: With the right tools, microlearning courses can be created and delivered to learners quickly and easily, saving time and effort for employers.
Modern and Mobile-Friendly: With 68.1% of website visits coming from mobile devices, microlearning is perfectly suited to the modern learner who prefers to consume information on their mobile devices.
More Engaging: Microlearning is more engaging for learners as it’s bite-sized and interactive, making it similar to the content we consume on social media feeds.
Increases Knowledge Retention: Microlearning has been shown to improve focus and increase knowledge retention by up to 80% based on the Harvard Business Review It allows learners to revisit courses on-demand and refresh their knowledge.
Self-Paced Learning: Microlearning enables self-paced learning, allowing learners to complete training at their own pace and convenience, increasing completion rates and making it a learning opportunity instead of a disruption.
Various Techniques of Microlearning
Video Microlearning: Video microlearning involves delivering learning content in the form of short, engaging video clips. These clips can be used to demonstrate procedures, or provide a visual overview of a topic. Video microlearning is an effective way to grab learners’ attention and keep them engaged.
Interactive Microlearning: Interactive microlearning involves creating learning experiences that are interactive and engaging. This might involve the use of quizzes, simulations, or other interactive elements that help learners apply what they have learned. Interactive microlearning is a great way to make learning fun and memorable.
Knowledge Check: Micro-assessments are short, focused assessments that are designed to test learners’ knowledge of specific topics or skills. These assessments can be used to provide feedback on learning progress and identify areas where learners need additional support. Micro-assessments are a great way to reinforce learning and ensure that learners retain information.
Micro-Courses: Micro-courses are short, focused learning experiences that are designed to teach specific skills or skill – for example “How to make good social media post”. These courses are typically delivered in bite-sized chunks and can be accessed anytime, anywhere. Micro-courses are an effective way to build new skills, stay up-to-date on industry trends, or reinforce existing knowledge.
What Type Of Course Can Microlearning Be Used For?
Microlearning is a flexible and versatile learning approach that can be applied to a wide variety of course types. From corporate training programs to online courses, microlearning can be an effective tool for delivering quick and engaging course content.
Explore some of the top courses you can use microlearning for:
Corporate training is one of the most common applications of microlearning. Companies use microlearning to provide employees with just-in-time training on specific topics, such as new software or company policies. Microlearning is an effective way to provide employees with the information they need to perform their job more effectively, and its bite-sized format makes it easy for employees to fit training into their busy schedules.
Employee onboarding is another common application of microlearning. New employees can be overwhelmed with information, and microlearning can be used to deliver this information in a way that is more manageable and less overwhelming. Microlearning can be used to provide new employees with an overview of the company’s culture, history, and values, as well as more specific information on policies and procedures.
Microlearning is also an effective tool for professional development. Whether you’re looking to build new skills, stay up-to-date on industry trends, or reinforce existing knowledge, microlearning can help. Its flexible format makes it easy for busy professionals to fit learning into their schedules, and its bite-sized chunks of information are easy to absorb and remember.
Microlearning can also be used to educate customers. Whether you’re a B2B or B2C company, microlearning can be used to educate customers about your products and services in a way that is easy to understand and engaging.
This can help build customer loyalty, increase customer satisfaction, and reduce support costs. Additionally, microlearning can be used to educate customers about your industry or the broader market, providing them with the information they need to make informed decisions.
How Do You Implementing Microlearning?
We have talked about the type of courses you can create using the microlearning method of online learning, so how do you then implement them?
We will give some tips that will help you gain success in your course creation process.
Identifying Learning Goals
The first step in implementing microlearning is to identify the learning goals you want to achieve. This might involve conducting a needs assessment, talking to employees, or reviewing performance data. The key is to understand what employees need to know, and how microlearning can help them achieve those goals. This will help ensure that the microlearning you create is relevant and effective.
Choosing the Right Microlearning Techniques
Once you have identified your learning goals, the next step is to choose the right microlearning techniques to achieve those goals. There are a variety of microlearning techniques available, including video microlearning, interactive microlearning, gamified microlearning, micro-assessments, and micro-courses. The key is to choose the techniques that best meet your learning goals and are likely to be most engaging for your learners.
Designing Effective Microlearning Content
The next step is to design effective microlearning content. This might involve creating video clips, interactive simulations, or gamified activities. The key is to make the content engaging and relevant, and to ensure that it is easy to understand and retain. You should also consider the delivery method, such as through a learning management system or a mobile app, to make sure the content is easily accessible to your learners.
Incorporating Microlearning into your L&D (Learning & Development) Strategy
it is important to incorporate microlearning into your overall L&D strategy. This might involve creating a microlearning program, incorporating microlearning into your employee training, or using microlearning to support your professional development programs.
The key is to integrate microlearning into your L&D activities in a way that supports your overall goals and ensures that it is easily accessible to your learners. Additionally, it is important to evaluate the effectiveness of your microlearning initiatives and make changes as needed to ensure they are meeting your learning goals.
Microlearning Best Practices to Keep in Mind Always
Keep it Short and Simple: Keep it short and simple. Microlearning is meant to be quick and focused, providing learners with just the information they need in a format that is easy to digest. This helps ensure that learners are able to retain the information and apply it on the job.
Use Multimedia Content: Another best practice is to use multimedia content in your microlearning initiatives. This might include videos, images, animations, or interactive simulations. Using multimedia content helps make the learning experience more engaging and memorable, and can help learners better understand and retain the information.
Personalize the Learning Experience: Personalizing the learning experience is another best practice of microlearning. This might involve tailoring the content to the learner’s role, department, or level of experience. Personalization can help make the learning experience more relevant and engaging, and can help ensure that learners are able to apply the information on the job.
Evaluate and Measure the Success of Microlearning: It is important to evaluate and measure the success of your microlearning approach to course creation. This might involve tracking learner engagement, conducting post-training assessments, or monitoring performance metrics. Evaluating and measuring the success of microlearning will help you identify areas for improvement and ensure that your microlearning initiatives are meeting your learning goals.
Use Scenario-Based Learning: Using scenario-based learning, where learners are presented with realistic scenarios related to their job, is another best practice of microlearning. This helps learners understand how to apply the information in real-world situations and helps reinforce the learning.
Make it Accessible: Make it accessible through a variety of devices and platforms, such as desktop computers, mobile devices, and virtual reality, is another best practice. This helps ensure that learners can access the information when and where they need it, making it easier for them to fit learning into their busy schedules.
FAQ’s About Microlearning
Microlearning is a teaching and learning approach that involves delivering small, focused, and bite-sized pieces of information to learners. This can be in the form of short videos, interactive infographics, quizzes, gamified experiences, or any other format that can be easily consumed and retained by the learner.
Microlearning is also known as bite-sized learning, chunked learning, and modular learning.
Microlearning is not ideal for delivering comprehensive, in-depth training or education. While it is effective for delivering specific, targeted information, it is not suitable for delivering extensive knowledge on a subject.
You should not use microlearning when you need to provide comprehensive training or education on a complex subject. Microlearning is best suited for short, focused, and targeted pieces of information that can be easily absorbed and retained by the learner.
eLearning refers to any form of learning that takes place through electronic devices such as computers, laptops, tablets, or smartphones.
Microlearning, on the other hand, is a specific type of eLearning that involves delivering small, focused, and bite-sized pieces of information to learners. So, microlearning is a subcategory of eLearning.
Microlearning is the way to go if you want your learners to learn something new without feeling like they are drowning in information. It’s all about taking things one step at a time, making learning manageable and fun.
Microlearning has specific purposes, it’s great for companies that encourage a “culture of learning” and empowering individuals to effectively share what they know.
So, what are you waiting for? Give it a try and see how you can supercharge your learning today! if you need any help check out our platform to see how our experts can partner with you.