In recent years, “microlearning” has emerged as a buzzword in corporate training and development. Its appeal is clear: short, bite-sized learning modules designed to fit seamlessly into our fast-paced lives.
With the demand for quick fixes on the rise, microlearning might seem like the perfect approach for anyone in today’s business landscape. Microlearning is being widely adopted across many industries. For example, a 2023 study by the Association for Talent Development (ATD) found that 73% of pharmaceutical companies already use microlearning for various training purposes, including compliance.
Microlearning offers several key benefits that make it an appealing option for modern training environments. By delivering content in brief, focused segments, it caters to shorter attention spans and helps maintain learner engagement. Microlearning also allows for flexibility in learning, as employees can fit complete training sessions into their schedules more easily and access information exactly when they need it. Additionally, microlearning supports ongoing skill development by making it simple to revisit and reinforce key concepts regularly, which should solidify them in memory. This continuous learning process not only aids in knowledge retention but also helps in the quick application of skills in real-world scenarios, leading to more effective performance and decision-making.
But microlearning may be overused. Kathleen McDermott, a professor at Washington University in St. Louis, cautions that “very short learning experiences might be valuable for experts, but that’s not how to introduce new information in most cases.” Learning intended to last should be spread out over time rather than compressed into a short, single session. UCLA’s Professor Robert Bjork explains that “skills learned in very short sessions do not stay accessible across delays and context changes.”
Roddy Roediger, also a Professor at WashU, emphasizes that “micro-learning works great as a refresher, if something is really important and stored in someone’s mind but they haven’t had to retrieve it in a while.”
As with any trend, there are best practices—and pitfalls—you should be aware of.
What You Should Know About Microlearning
Microlearning is not a one-size-fits-all solution. While it offers flexibility and accessibility, knowing when and how to use it effectively is crucial. Here’s what the experts have to say:
When to Use Microlearning
- Supplemental Learning: Use microlearning to reinforce and supplement longer training sessions. It helps refresh learners’ memory and solidify key concepts.
- Just-in-Time Training: Ideal for equipping employees with immediate, relevant information—perfect for roles that require quick decision-making or adaptation.
- Targeted Skills: When you need to focus on specific skills or communicate a single topic, microlearning can be highly effective.
- Lots of On-the-job Reinforcement: Bob Bjork points out that “skills given massed practice in a single context do not stay accessible when needed later or in a new context.” Microlearning – when used to revisit material over time – can help keep these skills top of mind and readily available.
When Not to Use Microlearning
- Complex Topics: Deep, intricate topics requiring comprehensive understanding should not be broken into microlearning modules. They may lead to fragmented understanding.
- Foundational Knowledge: Building a strong knowledge base often requires more immersive, longer-form learning experiences.
- Over-reliance: Using microlearning as the sole form of training can lead to knowledge gaps. It should complement, not replace, traditional learning methods.
Amplifire eLearning & Microlearning Excellence
Amplifire’s eLearning Platform harnesses the power of microlearning to address specific training challenges effectively. By breaking down complex healthcare processes into manageable pieces, Amplifire ensures that doctors and nurses not only retain core procedures but also apply them accurately under pressure.
Bob Bjork, Research Professor at the University of California, Los Angeles, highlights the importance of periodic simulated practice for critical skills, such as emergency procedures. He notes, “If skills or procedures are very important but rarely exercised—like shutting down and restarting a nuclear reactor or how firefighters should enter a burning building—periodic simulated practice is essential to keep those skills accessible when needed.”
How do we do this? Amplifire allows microlearning without forcing it. A user can master one, ten, or one hundred concepts in a session. The learner is empowered to manage their own learning. Additionally, we couple microlearning with our patented Confidence-Based Learning™ model, which identifies areas of uncertainty and strengthens them through scientifically scheduled repetition. This method not only enhances retention but also builds confidence in learners’ abilities to perform critical tasks.
Conclusion
Microlearning has significant potential in corporate training and development, but it must be applied thoughtfully. Understanding when it works best—primarily as a refresher, as Roddy Roediger suggests—and when it might fall short will help you craft a learning strategy that leverages its strengths while addressing its limitations.
Ready to see how microlearning can elevate your training strategy? Start by evaluating your current learning needs and explore how microlearning can complement your efforts for more dynamic and impactful outcomes. Remember, the goal is not to replace traditional methods but to enhance them, creating a more agile and effective learning culture.
