E-Learning

What Is microlearning, What Are Its Advantages, and What Are Its Examples?

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What is microlearning

 

This new approach to learning, which has been tailored to the demands and habits of today’s workforce, has proven to be more engaging, efficient, and cost-effective. But, exactly, what is microlearning? 

Here’s all you need to know about what is microlearning, including definitions, demonstrated benefits, and examples on how to incorporate it into your training plan.

It is time to say goodbye to lengthy PowerPoint presentations and clunky Learning Management Systems. In recent years, global workforces have adopted snappy, bite-sized training methods, also known as microlearning.

What is microlearning, and how does it work?

Microlearning is a method of teaching and delivering knowledge to learners in bite-sized (3-5 minutes) bursts when and where they are needed, with a focused and precise learning objective. The learner has a complete choice over what and when they learn and may complete their training at a time and location that is convenient for them.

Consider how you consume information in your daily life. Most likely, it’s through quick bursts of information on your Twitter feed or cell phone news update notifications.

Microlearning capitalizes on this behavior by recreating your existing habits and providing you with more engaging and digestible small bursts of information.

Josh Bersin makes an excellent point on how microlearning fits into the entire learning environment and distinguishes between micro and macro learning.

Microlearning provides immediate solutions to the issues we have right now, whereas macro learning allows us to fully immerse ourselves in learning and go deeper into a topic. 

What are microlearning and its perks for employers?

Microlearning isn’t just another trendy buzzword. It’s a revolutionary new form of learning that’s tailored to our increasingly hectic lifestyles.

Learners are observed to devote only 1% of their time to learning and growth over a working week. How can we expect them to sit down and absorb new knowledge for hours on end with such a tight schedule?

But it’s not only about keeping track of time. The way we choose to receive information has completely shifted. In 2020, mobile devices accounted for 68.1 percent of all global website visitors, and the installed smartphone base is currently 2.5 times that of PCs. It’s no surprise that microlearning and mobile-friendly training are becoming more popular as our lives become increasingly connected to our phones.

This is why mobile learning and microlearning are so closely linked and frequently appear together. While microlearning breaks down the material into tiny 2-5 minute chunks, mobile learning allows us to transmit that information through the devices that Millennials – and the rest of society – use daily.

For modern organizations, finding a means to engage and encourage learners in an era marked by short attention spans and high turnover rates has been critical, and microlearning offers a solution.

Some microlearning examples

Microlearning information comes in a variety of shapes and sizes. Unsurprisingly, the one non-negotiable is that it must be brief.

Here are some micro-learning formats to consider:

  • Flashcards and short paragraphs are used throughout the text.
  • Illustrations and visual aids are examples of images.
  • Short and basic explanation videos.
  • bits of voice or music on audio.
  • Quizzes or games that put the learner’s knowledge to the test.

Microlearning solutions that use a range of information formats and imitate the experience we have when scrolling through social media will engage your audience the most. It’s all about making learning enjoyable and convenient for the end-user so they can immediately resume where they left off while remaining inspired to keep going.

From onboarding new employees to implementing company-wide safety initiatives, this method of learning can be useful in a variety of situations. Microlearning-enabled businesses have witnessed significant increases in retention and productivity.

What is the best way to get started with microlearning?

Our top tips for beginning a successful microlearning plan, or strengthening an existing one, are outlined below.

Keep it short and to the point

Josh Bersin says today’s employees are distracted, impatient, and overwhelmed. This means that your learners will determine whether or not to continue with training in 5-10 seconds, based on whether it appears relevant and will fit into their busy schedules.

The ideal length for a microlearning lesson, in our opinion, is 3 to 5 minutes.

Make it simple to begin…and to continue learning

Learners will determine whether your learning platform is worth the effort in 4-5 clicks. The first step is to make sure it’s easy to find.

Most e-learning systems are difficult to log into, and once you do, they will log you out. This is incompatible with the concept of microlearning, which necessitates quick access.

Make careful to write down the steps for getting started – how many are there? Ensure that after learners have identified themselves through the first activation procedure, they may stay logged into the learning platform – they shouldn’t have to do this more than once.

Make your microlearning accessible on mobile devices

As previously said, the fact that microlearning and mobile learning are growing increasingly popular at the same time is not coincidental; they are complementary.

Instead of thinking about how your existing e-learning is structured, consider how individuals use their mobile phones when building your learning. So you don’t have to teach the learner how to utilize the learning tool on top of everything else, build on familiar and intuitive behavior.

 Use Videos

We all enjoy watching videos, therefore include them in your microlearning. The “keep it brief” rule applies here as well: attention spans are limited to two minutes.

Use real-life scenarios that your learners can connect to, and use on-screen text and images to highlight key takeaways to boost knowledge retention.

Finally, add subtitles to make it easier for learners who don’t want to turn on the audio because they forgot their headphones on a busy train.

Become accustomed to learning something new every day

We believe that corporate training should reflect how we consume information: in short bursts, when we need it, on our cellphones, or even on the fly. Micro-learning must be done regularly to be effective in terms of generating behavior change and business results.

As a result, present your learners with bits of important knowledge and short, relevant courses that they may dive into. They should always find new, fascinating stuff when they check into their microlearning.

 Use’spaced repetition’ to your advantage.

The concept of Spaced Repetition states that humans learn through being exposed to new abilities and concepts over time, with gaps in-between space and questioning. Following that, new knowledge is soon forgotten, and the only way to stop the loss of knowledge is to repeat the process over time.

The research also shows that we can establish new learning paths by repeating material at spaced intervals and asking individuals questions to force us to retrieve information. It’s similar to how you learn on the job, where you repeat activities and question knowledge.

Use a conversational, light-hearted tone.

Most people get nervous when they hear the words “Corporate Training” because they assume something dull and monotonous. To combat these stereotypes, use interactivity, a conversational attitude, and a touch of comedy. To attract learners frequently, you’ll need to generate a powerful pull-effect. Dismantle all customary restrictions.

Conclusion

Microlearning is a fantastic way to train employees in today’s changing workplace. It is interesting, useful, and appealing to students. Microlearning is a stand-alone corporate training product. However, we cannot consider microlearning to be a one-size-fits-all solution if it is implemented without strategic planning. Developing tailored training is not an easy undertaking, especially with so many microlearning examples. An LMS like KloudLearn, on the other hand, can assist you in establishing a successful microlearning approach for your organization’s training objectives. Contact Us today to learn more about KloudLearn.

FAQs:

Is there a fixed duration for microlearning courses?

Microlearning or bite-sized learning module duration: Microlearning, often known as bite-sized learning modules, is a type of learning that consists of little, targeted knowledge morsels. They normally last between 3 and 5 minutes and are focused on one or two clearly stated learning objectives.

Are microlearning courses always video-based?

Microlearning courses are not usually video-based, which is a common misperception. Although the video is a popular microlearning media (because of its high level of engagement), there are many more options.

How can we use microlearning in corporate training?

Before, during, and after training, bite-sized learning can be used to: Provide both formal and informal training. Complex topics require further instruction outside of the classroom. Learning should be reinforced. Facilitate on-demand performance support to aid in the completion of tasks at work. Microlearning can be used in a variety of training scenarios, including: Training in sales Product training Customer service training Employee Orientation Compliance training Training in terms of safety Software training

Is there any training where microlearning cannot be used?

Microlearning isn't the answer to every training problem, and it can't be utilized to master a subject. There are some circumstances in which bite-sized learning should not be used: To teach difficult abilities or actions that require a lot of practice or time to master. Content for training that must be delivered in a continuous stream. Long-term performance goals encompassing several phases, tasks, and abilities are the subject of training.

 

 

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