Employers today face many challenges. Among them are attraction and retention, and internal skills gaps. If an employee chooses to leave or must be replaced due to insufficient skills, research suggests replacing them may cost 50% or more of their annual salary.
The costs of reviewing applications, processing candidates, conducting interviews, training, and purchasing equipment for new hires aren’t only monetary—they also result in lost time and productivity, which can negatively impact company culture.
Further, leaving current and future skills gaps unaddressed can lead to lost productivity and increased associated costs.
Thankfully, there are strategies you can implement to bolster skills development. According to our latest report 2022 Attraction and Retention Benchmarking Overview, 29% of employers consider career development opportunities a top priority for workers during the hiring process, and 41% consider addressing current and future skills gaps a top three attraction and retention challenges.
While employers can approach this in various ways, many are leveraging new techniques, such as microlearning, which provides a cheap, feasible, and time-friendly opportunity to build employee skills.
This article explores microlearning and how it can be implemented in your organization to improve employee engagement and address overall skills gaps.
What is Microlearning?
Microlearning is a modern approach to employee training. It delivers short, focused lessons designed for quick understanding and immediate application. The brief nature of microlearning courses and modules allows employees to dedicate time to learning more frequently, perhaps even on a daily or weekly basis.
Unlike traditional training methods, microlearning does not rely on long lectures or bulky manuals. Through microlearning, information is presented in small segments, and in many ways, it can be easily absorbed in a short span of time. Further, this information can be presented in various ways.
Key Characteristics of Microlearning
- Bite-Sized: Lessons are short, typically lasting 5–10 minutes.
- Mobile-Friendly: Employees can access training materials anytime, anywhere.
- On-Demand: Microlearning allows learners to revisit lessons when they need them.
- Engaging: Formats include videos, quizzes, and interactive modules.
Types of Microlearning Content Formats
Some examples of bite-sized learning include:
- Animations
- E-books
- Flashcards
- Gamification
- Infographics
- Interactive PDFs
- Music
- Podcasts
- Quizzes
The Benefits of Microlearning for Employee Development
Microlearning can help employers use small chunks of information to address workers’ demands for increased learning opportunities. These methods are easily accessible via the internet (e.g., YouTube, online training courses, Google, etc.).
Further, many of these options are free, making microlearning feasible where budgets may not allow for more expensive learning resources and training programs. Microlearning is also flexible and can be presented in various ways, such as through phone apps or cloud-based learning systems.
In addition, because shorter content may be easier for people to understand, this training approach may lead to increased engagement and a great learning experience for employees.
However, the catch to microlearning is that it needs to be contextualized to be effective. Generally, people need to be exposed to a subject for a substantial amount of time before they can grasp it and expand their knowledge.
Short bits of uncontextualized information are unlikely to be effective when presented to employees. As a result, it is better to use microlearning to enhance previous knowledge or, when such knowledge is limited, to teach relatively simple topics.
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Best Practices to Implement Microlearning Programs in Corporate Training
There are several ways that microlearning can be implemented. Consider the following strategies:
Identify skill gaps and learning objectives
Before launching a microlearning program, determine what employees need to learn. Conduct assessments, surveys, or performance reviews to identify gaps.
Once you understand the missing skills, define personalized learning and development objectives. Each microlearning module should focus on one specific skill or knowledge area.
For example, if customer service reps struggle with handling complaints, a short lesson on de-escalation techniques can be more effective than a full-day training session.
Choose the right microlearning format
Different skills require different teaching methods. It is important that you choose the right format as it ensures employees engage with the content and retain knowledge.
- Microlearning videos are best for demonstrating processes or visual concepts.
- Interactive simulations are great for hands-on training in real-world scenarios.
- Podcasts are ideal for busy employees who can learn while commuting.
- Infographics help summarize key points in an easy-to-read format.
For technical skills, use screen recordings or step-by-step walkthroughs. For soft skills, role-playing simulation training and storytelling videos work well.
Use microlearning to reinforce previous training
Context is important for people to be able to absorb new information. For microlearning to be most effective, employees should have some knowledge in the area of training. Using microlearning to reinforce things employees have already been trained on is an excellent way to ensure adequate context on the topic.
Apply it to simple subjects
On average, microlearning is segments of information that are around 10 to 13 minutes. Aim to cover only simple issues, as that amount of time is likely not long enough to explain a complex topic in a lengthy training. By covering simple subjects, microlearning is more likely to be effective as there won’t be an overload of information.
Choose the right learning environment
Microlearning can be presented in many different ways. Consider your organization and employees when determining which learning environment best suits your needs. For example, you could choose a learning management system or something like a virtual reality presentation.
Include action steps
Find ways to engage employees by asking them to apply what they have learned. Try asking a question or two about the information presented so they can use their new knowledge.
While many types of learning are available, you must be selective and focus on the formats that will engage your workforce and meet their needs.
As such, microlearning could be a practical approach to reinforce more significant learning initiatives and develop deeper understanding and knowledge in specific areas of your business.
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Limitations of Microlearning
Microlearning offers many advantages, but it is not a perfect solution. Some training needs to go beyond short, bite-sized lessons. Understanding its limitations helps businesses create balanced learning programs.
Not suitable for complex topics
Some skills require deep knowledge. Microlearning works well for quick lessons but falls short for complex subjects. Technical fields like engineering, medicine, and data science need in-depth explanations. A short video cannot replace hours of hands-on practice.
In these cases, microlearning should supplement, not replace, traditional training solutions. Workshops, mentorship, and case studies fill the gaps.
Lack of Context & Depth for learners
Microlearning focuses on one concept at a time. While this improves retention, it can leave out important context. Employees might understand the “how” but not the “why.” Without a bigger picture, their learning may feel disconnected.
In such cases, providing complementary training resources helps employees. A mix of short lessons and in-depth discussions ensures well-rounded understanding.
Requires high-quality content and strategy
Poorly designed microlearning wastes time. If lessons lack structure, employees struggle to connect ideas. Each module must follow a clear learning path.
Random lessons without a strategy lead to confusion and knowledge gaps. Companies need experts to design learning content that flows logically. Well-structured microlearning builds strong, lasting skills.
Self-discipline and engagement challenges
Microlearning requires self-motivation. Without scheduled sessions, employees may skip lessons or lose interest. If participation drops, incentives like quizzes, badges, or rewards can boost motivation.
Interactive elements keep learners engaged. The more employees interact with content, the more likely they are to retain information.
FAQs
What is microlearning in the workplace?
Microlearning is a training approach that delivers short, focused lessons to employees. It provides employees with resources to learn specific skills quickly and apply them immediately. Lessons are often in video, quiz, or interactive format and take only a few minutes to complete.
How is microlearning the future of the workplace?
Microlearning supports fast-paced work environments where employees need quick access to information. It improves knowledge retention, fits into busy schedules, and works well for remote teams. With AI and mobile learning tools, companies can deliver microlearning training on demand.
When not to use microlearning?
Microlearning is not effective for complex topics that require deep understanding. It should not replace hands-on training, strategy development, or critical thinking exercises. It also does not work well for skills that require group discussions, mentorship, or long-term practice.
What features are necessary to make microlearning effective?
Effective microlearning should be:
- Short and focused: Each lesson should cover one topic.
- Engaging: Use videos, quizzes, and interactive elements.
- Accessible: Available on mobile devices for on-the-go learning.
- Trackable: Employers should measure completion rates and performance.
- Relevant: Content must be job-specific and actionable.
What is the principle of microlearning?
The principle of microlearning is to break down information into small, easily digestible chunks. Each lesson focuses on a single objective to make it easier for learners to learn and recall. It follows the idea that spaced, repeated exposure improves retention.
Summary
Addressing skills gaps and attraction and retention challenges are key concerns for employers. To keep up, organizations must accommodate employee desires, such as access to better learning opportunities. Microlearning is one of several ways you can help meet this demand and expand your employees’ knowledge base.
At Melita Group, we specialize in human resources outsourcing services. As a comprehensive HR solutions provider, we offer customized human resources services, payroll, and benefits outsourcing services tailored to businesses of all sizes. Book a consultation with our team today.
