When employees have easy access to learning information and the freedom to choose when they access the various components of the microlearning module, it can assist them to feel more in control of what they are learning. Employees require microlearning at the workplace. It is a very essential skill-based learning approach that tends to incorporate skills that are learned by employees in bits. Employees engage in short-term and goal-oriented learning to scale up their skills. Microlearning uses practice and assessment to ensure that the information is retained and used.
Microlearning produces unique tailored encounters that help employees retain more of the information they are learning. This is because it is more effective than lengthy learning approaches. It is frequently offered in file formats, such as apps, movies, and graphics, and is available on a variety of devices, including cell phones, iPad, personal computers, and notebooks, as well as the internet. This level of accessibility, combined with the structure, makes it an excellent choice for just-in-time training programs.
Based on the state of the business in which you wish to teach or retrain your staff, they may be able to learn on the job. Analytical skill modification, conformance, and models are examples of what can be included.
With the potential to make progress easier for your employees, microlearning is a significantly useful tool. Here are different ways and reasons how microlearning can help your employees
- Higher learner engagement
Our brains can only take on so much learning at one time before we seecognitive overload. The bite-sized chunks of microlearning don’t tax our minds and our attention spans like hours-long learning might. Learner engagement tends to drop after 10-12 minutes of focus. An interactive video is a popular form of media used to drive learner engagement and employee performance. Interactive video allows your learners to interact with the video content. They can click, drag, scroll, hover, gesture, and complete other digital actions to interact with the video’s content, like the way they would interact in eLearning courses.
- Reinforced learning
As opposed to filling a complete day or time with content, microlearning is arranged such that topics are revisited frequently. From previous studies, 90% of employees perform better when learning is spread out beyond time rather than filled up into a few short hours.
- Employees stay accountable for what they need to learn
If the initial effort is unsuccessful, the information can be simply cached and retrieved at a subsequent date by using the same procedure. Engagement with microlearning is an intervention, and it encourages learners to put what they are learning into action by acting and practicing it. Because it is interactive, employees can benefit from the expertise of others in the group who are specialists in their fields. Using this method, employees may be compelled to participate in social forums or to develop material in response to other learning opportunities. As a result of their interactions with these platforms, their abilities in specific disciplines can quickly advance.
- Staying on course
Built-in progress trackers or sequencing help learners engage in the most important content first, while encouraging them to keep going by measuring their accomplishments along the way. This keeps the information engaging and helps learners feel appropriately challenged and motivated like what they’re learning matters.
- Immediately applicable skills
Employees who have quicker educational experiences inside the stream of work are more likely to put their newly gained skills into action sooner. Lessons that are focused on a specific skill are significantly easier to learn and adapt. For example, we might look up an installation technique on the internet and then use the technique right away after watching clips on the subject. Workers could do the same thing by searching via a teaching medium for a class that will provide them with the skills they need to resume and complete their work tasks.
- Staying organized
With microlearning, it’s easy to keep all materials in one place by using a Learning Management System. This is software that enables employees’ and institutional educational objectives to be identified, assessed, and tracked. Data is collected and presented to monitor progress toward those goals.
- Microlearning is flexible
It is intended that microlearning lessons can be readily incorporated into an employee’s daily routine. In contrast to some typical all-day courses, the standalone modules are brief and designed to be absorbed in a given session. It is designed in such a way that trainees can skim through course content and concentrate on the courses that are most important to a particular job and how they wish to progress.
- Achieving goals quickly
For many employees, establishing and attaining annual learning objectives is a challenging task to do. When the stresses of everyday life begin to set in, it becomes more difficult to maintain focus on long-term objectives. If a learner believes that it will take hours to attain a significant object such as becoming more proficient in creating content, that goal falls further down the priority list. Employees’ competence increases more quickly when microlearning is utilized to study in short bursts over a longer period.
- Microlearning is content that is delivered in the course of work
As the workplace structure evolves, your company must ensure that it remains relevant in the eyes of both the company and its employees. Your staff must be willing to put in the effort and grow for your firm to be successful.
Employees can benefit from microlearning because it is brief, fast, and concentrated, and it is delivered exactly when they need it. Suppose your company is producing a ground-breaking product, and you want to make sure that all your employees have access to videos or white papers that explain what you’re doing. This type of information should be available to your employees at all times and on all devices.
- On-the-go learning is possible
Study leave is still available to employees who choose to enhance their education with the permission of their employers. To be clear, taking excessive study leave is not necessarily a bad thing; but taking excessive study leave may have a detrimental impact on the overall performance of your company’s human resources. Microlearning makes it easier to learn on the go than in traditional ways because it is more convenient. In this environment, employees can learn and develop new skills at their own pace without interfering with their usual work responsibilities.
As a result, learning may take place anywhere and at any time because smartphones and tablets are chosen over personal computers by the vast majority of learners. Due to this, formative assessment is the most suited way for learning on the move because it provides information in bite-sized chunks.
- Self-directed learning is made possible by microlearning
According to a study, the majority of students like to learn in a variety of ways, including in a personalized and independent way. Employees tend to be in command of what they are studying and may move on to the next chapter when they are confident in their abilities. Therefore, when given access to microlearning course materials, they are more engaged and productive than when expected to sit in a group and complete a lengthy course in a traditional classroom setting. Employees may comprehend what they have been doing even though this way of learning appears to be more complicated, provided that the proper equipment and administration are in place for monitoring and accomplishing successful learning programs. Their ability to reference knowledge at any time is unrestricted, and their proficiency can be demonstrated by microlearning exams after each course. This can go a long way toward sustaining passion, minimizing burnout, and instilling a sense of occupational satisfaction in one’s work.
- Addresses short attention spans
When employees are having a challenge in training a particular course or obtaining a certain skill, microlearning can be used to create short courses that focus on achieving a specific objective per section. This can include short videos or interactive PDFs that focus their attention and provide the information needed. Employees will have a better engagement as this session lasts up to a maximum of five minutes.