Training is a critical part of any organization’s strategy to build a highly skilled workforce. However, the traditional training methods, such as webinars, workshops, and e-learning modules, are not always effective in ensuring that the knowledge gained by employees is retained over time and leads to behavior change. To overcome the challenges posed by traditional training methods, organizations are increasingly turning to microlearning, which delivers short and focused content bites at various intervals to support employee learning and behavioral change. In this article, we will explore the factors that impact learning, best practices for microlearning, key components of microlearning modules, and ways to gamify microlearning.
What Impacts Learning?
Training is not just about cognitive change but also about behavioral change. The learning process involves learners intaking sensory information through various senses, processing this sensory information in their short-term or working memory, and coding such information into long-term memory through various opportunities to make meaning of the learned information and practice information in various contexts to identify patterns.
However, factors such as limited working memory, the “forgetting curve,” and short attention span can impact learning. Traditional training methods tend to focus on sensory and short-term processing, which can force learners to pile most of the information in the short-term or working memory. Unlike long-term memory, which has nearly unlimited capacity, short-term or working memory only has limited capacity. When information is beyond its capacity, learners get cognitive overloaded, and training effectiveness drops.
Research has shown that learning effectiveness is the highest in the first five minutes and drops dramatically after 15 minutes. For a 16-minute video, participants will only process information from the first three minutes. In addition to the limitation of working memory, learning is also impacted by the “forgetting curve” and short attention span. Hermann Ebbinghaus, a German psychologist, discovered that we usually remember only 20 percent of what we learned the next day. Moreover, we now have a shorter attention span, which can make it challenging to retain the knowledge gained from traditional training methods.
What Is Microlearning?
Microlearning is a modern approach to overcome the challenges posed by traditional training methods. Microlearning delivers short and focused content bites at various intervals, such as days, weeks, or months. Such spaced repetition effectively overcomes memory loss caused by the “forgetting curve.” Managers usually prefer microlearning because it provides on-demand and up-to-date information and training. Effective microlearning fits well into people’s daily workflow and motivates them to engage with it voluntarily. Ultimately, it shapes how people think and behave.
Microlearning Best Practices
Effective microlearning requires a systematic design and process. An effective microlearning unit usually lasts no more than three to five minutes and fits naturally into the daily workflow. It also motivates employees to engage with it voluntarily and progressively adapt the content to support employees’ behavioral change that impacts specific business results. Each microlearning module usually is used in combination with a series of other microlearning modules over a period of time to support a larger training goal.
You can use each microlearning module before the major training event to gradually prepare employees, after the training event to support continued practice and performance, or to facilitate deep reflections or persuade people to adopt an idea or way of thinking. Training departments can also use knowledge management strategies to tag, index, and store microlearning modules in learning management systems for on-demand user access, updating, and referencing. It is essential to title each module correctly in specific topics. With accurate titles and tagging systems, you will be able to access each microlearning module when critical needs arise for long-term performance support.
Key Components of a Microlearning Module
A microlearning module usually consists of four key elements: Micro learning objectives (MLO), Micro learning activities, Micro learning resources, and Micro assessments. These elements work together to provide learners with a focused, interactive, and engaging learning experience.
Micro learning objectives (MLO) are specific and measurable learning outcomes that learners should be able to achieve after completing a microlearning module. They are designed to be achievable in a short amount of time, typically ranging from a few minutes to a maximum of 15-20 minutes. MLOs help learners to focus on the essential concepts or skills that they need to learn, which makes the learning process more efficient.
Micro learning activities are the core of a microlearning module. They can take various forms, including videos, interactive simulations, quizzes, games, or short reading assignments. These activities are designed to be engaging and interactive, allowing learners to learn by doing. They are usually bite-sized, meaning they are short enough to be completed in a few minutes.
Micro learning resources are the materials that learners use to complete the micro learning activities. They can include videos, articles, podcasts, infographics, or other types of content that are relevant to the microlearning objectives. These resources should be carefully selected to ensure that they are high-quality, relevant, and easy to access.
Micro assessments are short quizzes or surveys that learners take after completing a microlearning module. They are designed to assess the learners’ understanding of the microlearning objectives and to provide feedback to both the learners and the instructors. These assessments can help learners to reinforce their learning, identify areas where they need more practice, and provide instructors with data to improve their microlearning modules.
Overall, microlearning is an effective and efficient way to deliver targeted learning experiences to learners. By breaking down larger topics into smaller, more focused modules, learners can learn more efficiently and retain information better. Additionally, microlearning can be delivered in various formats and accessed from anywhere, making it convenient for learners to fit learning into their busy schedules.
Some popular microlearning formats include videos, podcasts, infographics, interactive quizzes, and short articles or blogs. The accessibility and flexibility of microlearning make it an ideal option for learners who are looking to upskill or refresh their knowledge on a specific topic quickly.
Moreover, microlearning can be used to supplement and reinforce traditional training methods, such as classroom sessions or e-learning courses. By incorporating microlearning into a broader learning strategy, organizations can enhance learner engagement, improve knowledge retention, and ultimately drive performance and productivity.
In conclusion, microlearning is a powerful learning approach that allows learners to acquire knowledge and skills in small, manageable units. It offers a range of benefits, such as increased engagement, better knowledge retention, and flexibility, which make it an ideal option for modern learners. As the demand for continuous learning and upskilling continues to grow, microlearning will undoubtedly play a crucial role in the future of workplace learning and development.