In a world where time is money and attention span is becoming a major point of contention, microlearning has emerged as an ideal solution for most learners. The bite-sized lessons cater to the busy schedules of the world and promise “quick wins” that provide a sense of accomplishment.
When it comes to serotonin levels, microlearning is the perfect answer. However, are these small lessons truly as effective as traditional learning methods? Or are they only able to provide a surface-level understanding without the nuances?
Let’s explore this emerging trend in learning and development to find when microlearning works and when it might be time to switch tracks.
What Is Microlearning (and What It Isn’t)?
Microlearning usually involves small lessons that might even just be a minute long or might extend up to ten minutes. This form of learning is not bound by communication format but rather by the time a learner might need to complete it.
From videos and infographics to quizzes and nudges, microlearning can be tailored to a learner’s and a company’s preferences to create a short yet informative learning experience.
Micro-lessons are created with a single aim: to communicate a learning point in a short amount of time with minimal background, and can stand on their own as a learning experience.
Why Microlearning Became So Popular
Every day, microlearning is becoming increasingly popular. Where completing a full course can feel like a chore, micro-lessons cater to time constraints and carry less of an implied obligation.
Most of the microlearning content created today keeps mobile-friendliness in mind, allowing employees to be able to access it more comfortably and remotely. They are also easier to make and distribute, making them a win-win for all involved.
For teams that regularly encounter new topics, micro-lessons help team members quickly familiarise themselves with the concepts without taking up too much time.
This type of learning also allows managers and leaders to measure the impact of a learning path much more quickly. The short amount of time for each lesson also means fewer interruptions for learning and is often perceived as alow risk alternative to full courses.
Where Microlearning Works Really Well
In certain circumstances, microlearning has emerged as the ideal solution for both learners and employers. Even beyond the reasons involving time constraints and attention spans, micro-lessons often end up being a much more suitable alternative than the traditional ones in situations like:
Just-in-time performance support
When knowledge is urgently needed, micro-lessons can be a lifesaver.
For example, if a customer is concerned about a specific issue with the product you are not familiar with, a micro-lesson can help you share that knowledge in real time.
Reinforcing existing knowledge
Refreshing something that you learned years ago should not require sitting through a course once more.
For example, if you want to brush up on Python functions, a micro-lesson can provide a list of common functions in a single line.
Behaviour nudges and habit formation
When trying to create specific work patterns and culture, micro-lessons serve as less obtrusive reminders, especially when compared to full seminars.
For example, when completing an after-task checklist, a timely reminder of the next step can be a better learning experience than having to open a manual every time.
Compliance refreshers and reminders
Compliance processes often occur at regular but long intervals. While a person might be familiar with the process, timely reminders and a brief refresher help make it smoother and error-free.
For example, for the annual performance review, HR can include a timely reminder and what an employee needs in a single infographic rather than detailed instructions.
The Limitations of Microlearning
Despite its versatility, microlearning has drawbacks depending on the topic and circumstances. Though they are great for basic explanations and gentle refreshers, micro-lessons can work against the learners due to issues like:
- Shallow understanding of complex topics: A definition does not equal an explanation. Relying solely on knowledge gained from a microlesson can cause learners to miss the nuances of the topic.
- Difficulty building judgment: Bound by time constraints and the urge to stand on their own, micro-lessons often miss the why of the topic in favour of the how.
- Risk of content overload and learning fatigue: Because of their convenience, micro-lessons are now everywhere and are often not considered a chore. However, this can also work counterproductively, with a learner going through numerous topics and being unable to truly appreciate one to follow through.
- Mistaking consumption for capability: Just because a learner has gone through multiple lessons does not mean that their capability is building at the same rate. Any skill is developed in layers, bound to its previous levels. As such, micro-lessons for higher levels require either assumed knowledge or missing information.
Other situations where microlearning might not be the perfect fit include:
- Learning that requires context, practice, and reflection
- Leadership, critical thinking, and problem-solving skills
- Role transitions and career-stage learning
- Situations where coherence matters more than speed
Microlearning vs Macrolearning: A False Dichotomy
Do the limitations of micro-learning mean that it should be left behind? Certainly not. Like most things in the world, both microlearning and macrolearning have their best use cases. Rather than fighting an either-or battle, look at the circumstances and choose a path accordingly.
Microlearning can be the perfect gateway to introduce learners to different topics and what they entail. They do an excellent job of generating interest in a skill and explaining why it can benefit an employee’s growth.
Once the interest is generated and the basics are learned, employees can shift to a macrolearning format that focuses on skill mastery through in-depth explanations. The course can not only provide the context that microlessons might have missed but also help learners gain formal recognition of their knowledge through certifications.
The need of the hour is to create not a single format learning path but rather journeys that use the best of all available options. Depending on the learner’s and the company’s requirements, both micro and macro can help create an enjoyable learning experience.
Designing Microlearning That Actually Works
For a microlearning framework to actually work, the learning and development should keep their objectives clear, focusing not just on the promised convenience but also on the ultimate impact on the workforce’s true capabilities.
- Align microlearning to a clear learning outcome: Each lesson should have a clear objective and focus on the same, without diverging into related topics or in-depth explanations.
- Sequencing and scaffolding content: For a structured learning path comprised of micro-lessons, sequence and scaffold the content in a way that truly expands on a specific learning area rather than focusing only on the very basics.
- Embedding practice, feedback, and application: Micro-lessons should not just be about imparting information. Small practice sessions, concise feedback, and opportunities for application are also critical to the learning process.
- Measuring impact beyond completion rates: Do not just focus on whether or not the lessons have been completed. Through small tests and other methods, evaluate just how effective the implemented lessons have been.
In the End…
Microlearning can serve as much more than simple tools for fast learning. As a part of the overall learning strategy, rather than being the only component, they rapidly increase workforce capability while reducing learning fatigue.
When opting for microlearning, it is important to ask “for what purpose.” In the right setting, micro-lessons have a very high impact in a very short time.
