All of us are microlearners. Be it catching snippets of the latest headlines on the TV during breakfast, or listening to the radio on our way to work, we love engaging our consciousness in small bits of information presented well to us. These are small examples of how we engage in microlearning every single day.
Millenials have grown up with devices and they want information delivered to them at lighting fast speed on their mobile devices. This change in the way information is desired has led to the attention span of people being lesser than that of a goldfish (8 seconds), as per a Microsoft study. Enterprises must duly note this when they design training programs for their employees.
The main difference between microlearning and traditional learning is the content. The latter has elaborate course modules, which take time for completion and learners often find it dull, drab and boring. The former however, delivers content in bite-size modules. Divided into small bits, the course modules hardly last up to 10 minutes in duration, which is easy to understand and complete by the learners, even when they are on the go. This encourages them to complete the course faster on or before the stipulated timeframe.
Some reasons why microlearning should be your new workplace learning strategy:
The first benefit of leveraging microlearning is that it can be effectively used to engage learners. With a lot of information to process in the digital media and otherwise, people nowadays have the attention span of a goldfish. Or even less, as stated in a study by Microsoft Corp. It is this inability to process information for extended periods, which makes microlearning a necessity and not an alternative for organizations that look forward to training its employees. With mLearning gaining momentum in various organizations, microlearning is the first choice and is integrated into their LMSes.
Training employees about the working of a particular software, teaching them soft skills, holding orientation sessions for global employees, all become a breeze with microlearning incorporated. Think of it like this – users or learners will find it easy and interesting to go through short, informative clips about their company instead of having to laboriously read PDFs of bulky literature about their company and the products.
- Provide JIT learning support
Microlearning training courses can be easily combined with JIT (Just-in-Time) learning support for the time crunched professional. This is how the learners will find prompt assistance when they find difficulties to go ahead with their course modules. For instance, the learners may need assistance for learning the complexities or issues in a particular software. By contacting the learning support providers, they can easily get an understanding of the issues. This immediate solution saves their time spent on the course module and therefore, it saves the overall time spent for completion of the course or training.
Every organization has employers with dissimilar educational and professional backgrounds. They hold different positions within the company and their learning abilities or aptitudes also vary greatly. This is the reason why training imparted to them needs to be personalized. For instance, tailor-made micro-content can be a part of microlearning, where the content can be customized based upon the expectations and competency of individual learners. Learners with limited technical knowledge will have a different set of course module as compared to the learners who are more inclined towards technology. In simpler terms, an engineer within an organization will have a different sort of mLearning course module as opposed to a client-servicing executive. This takes us to the next point, which is about micro-content.
Micro-content is one of the essential components of microlearning. Nobody said that it is easy. But nobody said that it is impossible either. Organizations can easily create customized micro-content by following these steps:
Step 1: Find out the learning objective.
Step 2: Create format that lets you add, update, create new content quickly.
Step3: Prioritize the items in the content by assembling an outline.
Step 4: Keep it short, succinct and to-the-point to retain learners’ interests.
Step 5: Make it effective for getting the required results.
Step 6: Test and aim to optimize it.
Micro-content is easy to consume, retain and can be easily applied in real-time, if the situation arises. The learners can independently learn the modules without any hassle.
Another sure-shot advantage of opting for microlearning in organizations is that it lets the modules be used in several ways. For instance, a module for teaching the working of software (assuming that it is also a product of the organization) can also be used to conduct training sessions in the organization, where the trainees will gather knowledge of their company’s product in the briefest time. The same module can be used by technicians, who can use it at the time of problem-solving. These are just a handful of examples, but there can be many such uses of microlearning modules that can be utilized by an organization to derive maximum benefit.
- Save money
As opposed to traditional learning methods, developing microlearning modules take up much less time. The short modules ensure that the best quality learning and training can be provided to the learners quickly, which will help them rapidly improve their performance and productivity. This calls for maximum returns on investment for the organization and it can be said the microlearning helps them save upon their training costs.
Microlearning is all about bite-sized chunks of information that can facilitate quality training in various organizations. It is flexible, cost-effective and can be speedily deployed. This should suffice for any organization, which is looking forward to leveraging it and provide easy learning to the users such as in mlearning courses. What is your say on this? Share your views with us by leaving a comment.