Is Microlearning the Future of Corporate Training?
The new generation of employees is increasingly more comfortable learning digitally than they are in the classroom. Current studies support the idea that microlearning could be the solution for executives and their companies. This form of training provides the information in small, manageable chunks whenever the employee needs it the most. It gives your workers real data they can refer back to if they need assistance with performing the task.
These small bits of time spent on training can really add up and make a more knowledgeable employee at a substantially lower cost. Microlearning is quickly becoming the future for all corporate training for a reason. Here are a few of the primary reasons employers would rather offer continuing education through microlearning.
Employees access the information when they want to.
You might be a morning person, but your coworker is far more alert in the middle of the afternoon. Planning a corporate training that accounts for everyone’s alertness throughout the day is impossible. However, microlearning gives employees access to the information whenever they are most capable of digesting it. An online library full of past training and resources also allows them to reference the classes whenever they need assistance in a particular area.
Microlearning allows for more interaction with the material.
Do you ever wonder how much of the information from a training your employees truly retain? You can gain a better sense of how well your employees are learning and applying the material using microlearning. Structure training modules so they have interactive components that force employees to engage with the course. At the end of the training, you might place a simple review quiz to test whether they were paying attention. Corporate education and training can be better monitored using the tools inherent to microlearning.
Allowing employees to collect certificates from the courses gives employers tangible proof that their staff is focused on continuing education. You could have a much more detailed view of a worker’s skill set without having to closely monitor them for weeks on end. When it comes time to make promotions, this gives employers a much better idea of which employees would be capable of performing the duties of a higher position.
Shorter sessions are better for shorter attention spans.
Science proves that our attention spans are significantly shorter than they were a decade ago. We might be sharper than at any point in history, but the time we spend in front of a screen has permanent and detrimental effects on our overall attention spans. Microlearning accounts for the decreased attention span by offering articles that are under 500 words or modules that take no more than five minutes to complete. Employees can focus for very short and intense bursts of time, leading to better learning over time.
Microlearning clearly holds a lot of potential for corporate training because it closely aligns with what society needs as a whole. This method is great for employers who want to find creative ways to personalize the continuing education they provide for their workers. When you want that training to be as effective as possible, it’s best to allow the employees to select the right time and place for them to begin learning new material. Employers need to make use of microlearning in order to tap into their workers’ true potential.
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This post is in response to your article, “Is Microlearning The Future of Corporate Training?”. Firstly, thanks very much for sharing your perspectives. I agree, overall there is a definite shift in how organizations are structuring their learning programs and shaping opportunities for continuing education for their employees. Traditionally, we have been exposed to “Subject Centered” curriculum. Meaning, curricula that is heavily focused on outcomes and goals and is very time-bound or time sensitive. The instruction is based on teacher-led (and the formats appear to be a ‘top down’ approach), with evaluation taking the form of well-defined targets. To your point, this is not always as well received or effective today since ‘employees access the information when they want to’ on a self-serve system, as opposed to only when it is available.
Secondly, what resonates most about your article is the obvious shift away from the Subject Centered design, to what I see is an example of a more humanistic design, also known as, “Learner Centered” approach. I think “Microlearning” would fit here nicely. It would also be great for professionals/executives specifically in Banking & Financial Services.
Lastly, in your research, have you come across companies in this sector that have adopted an effective Microlearning strategy? And if so, how are the learning plans designed and executed?
Your thoughts are appreciated. Thanks again.
Thanks for your comment, you make valid and compelling points. To answer your question, although I know that there are, I haven’t personally researched the specific companies.