Years ago, employees developed new skills and broadened their knowledge in a completely different way. Technology has changed our culture, and its impact on our ability to learn and apply new concepts has been perhaps the biggest benefit. Corporate training has adapted to technology, becoming more efficient and effective.
One of the most impressive innovations of today is microlearning. It has become a standard industry term in the elearning world. But what is microlearning, and how is it helping millions of professionals achieve a more deeper understanding on the most complex subjects?
Microlearning is a teaching method that breaks down a large concept into several smaller pieces, then delivers each piece in quick sessions. These small chunks of educational content can come in multiple forms and typically take three-seven minutes to complete. The whole reason for microlearning’s spike in popularity is internet and technological innovations we utilize on a daily basis.
Over the past few years, companies with teams ranging from 25 to 5,000 have implemented microlearning into their training strategy. An large majority of these organizations have shown an increase in knowledge retention and employee engagement. Here are five different ways you can integrate microlearning into your team’s learning.
1. Short videos. For a long time, corporate training videos earned a bad reputation. They were tedious and boring with poor production values—worst of all, these videos turned trainees off by overwhelming them with information. With the advent of microlearning, however, short videos can change the way we approach video-based elearning. Short videos, no more than six or seven minutes maximum, can hyper-focus on very specific parts of the training. Whether your training concerns on-boarding, regulatory compliance, or new procedures, videos can engage your employees.
2. Interactive tools. One of the most common complaints HR managers and training staff often hear from trainees is being overwhelmed by the sheer amount of content. This leads to frustration and then apathy, resulting in bored employees who feel completely disconnected from the material. One of the easiest ways to empower learners is by utilizing an interactive interface. Software such as Captivate, Storyline, and Lectora allow employees to work hands-on with the material they are trying to master. Interactive software utilizes microlearning by focusing on small details in short modules. This gives the learner a certain sense of accomplishment since they can quickly go through the various modules at rapid speed.
3. Pop quizzes. After they complete certain modules, you may want to consider adding pop quizzes into your training. This particular form of microlearning helps a great deal by increasing retention. When presented with a quiz, learners will almost instinctually remember the content provided. Keep in mind, these pieces should be no more than than 10 questions long, and they should have the ability to target a very narrow aspect of the subject matter.
4. Gamification. Believe it or not, there is a place for fun with microlearning. If you utilize technology that turns learning into a game, your learners will dive right in. Your customized learning module can allow them to collect points, level up, and much more. Like all video games, there is a certain narrow focus when it comes to gaming. This will engage your employees like no other technique and offer them new levels of involvement.
5. Infographics. Finally, the content medium that is sweeping the internet. Infographics gets a small and focused piece of information and explains it in a very easy-to-understand format. Graphics, charts, and imagery come together to make a unique experience. Infographics should never be overly broad. Instead, you can focus on smaller, more doable subjects and in the long run, tackle those large ideas in the process.
Microlearning comes in many forms. But in truth, each one of these techniques all contribute to the same goal–, increased knowledge and skill development. Studies have shown that microlearning decreased knowledge decay more than any other approach to training. Isn’t it time for your team to jump on board?