Snackable Lessons (60 seconds):
Micro-learning should not replace your existing learning management system, only supplement it
Including too many topics into a single micro-learning piece can dilute the value of your post
Training in bite-sized chunks can increase job satisfaction and retain your top talent, while keeping training costs low
The full scoop (10 minutes):
Micro-learning is playing an integral role in an organization’s learning strategy. And with today’s modern learners disengaged and disinterested in old-school approaches to training, leaders must serve up learning content on a fresh, bite-sized platter to encourage immediate consumption and long-term satiation. Micro-learning can provide real value for your learners when applied appropriately, yet improper implementation can waste time, funds, and result in frustrated learners.
In part 1 of our micro-learning series we shared the training landscape of micro-learning, covering everything from what micro-learning is to how it relates to the Forgetting Curve. What came next? How to implement an effective micro-learning strategy for your organization by using a few key tactics proven to drive success.
Micro-learning can offer an array of benefits for your organization, like filling skills gaps. And that’s not all!
Benefits of Micro-Learning
Short & Customizable
Micro-learning isn’t time consuming to build or consume. The shorter the content, the easier it is for learners to absorb and recall. The shorter learning pieces are also beneficial for trainers, allowing less time to create, manage, and distribute while keeping costs low.
Micro-learning can be used as a tool to reinforce training and boost confidence in your learners. They can easily master one concept at a time because of the laser-focus the content provides. The small segments of information also gives the brain more time to process effectively.
Giving your workforce control over when and how they learn helps keep them engaged from start to finish. Learners can even weave it into their shift, accessing micro-learning content on their mobile devices to allow for on-the-spot performance support.
But remember – micro-learning is definitely not fool-proof. There are a few important mistakes to avoid!
Micro-Learning Mistakes to Avoid
Micro-learning should be used as an extension to your training program. It is intended to support, not replace, longform elearning content that you upload into your learning management system.
Complicated processes and skills are not suitable tasks for the short modules that make up micro-learning content. Subject matter that includes sub-topics or compliance-based concepts like food safety are best suited for your larger online training strategy.
Covering too much ground in a single burst dilutes the value of the content. Information dumps are the opposite of what is to be achieved with your micro-learning content.
Micro-learning will never be a standalone elearning strategy to train your workforce. The goal of micro-learning is to achieve the need at the moment, not long-term performance goals. Instead of leaning too heavily on this bite-sized form of training, provide your team with pieces of information that help propel them to your organization’s larger objectives.
Slicing and dicing your organization’s training into bite-sized chunks can increase job satisfaction and retain your top talent, while keeping training costs low. Just remember – small pieces may be easier to consume, but it doesn’t make a meal!