Within our series of articles focusing on e-learning strategies (“Revisiting Innovation,” “Maintaining Balance ,” and “One Size Doesn’t Fit All “), we tackled the challenge of capturing and maintaining employees’ engagement in training initiatives, emphasized the importance of choosing and integrating pioneering teaching techniques, and emphasized the necessity of striking a delicate equilibrium between conventional and inventive learning methodologies. Additionally, we offered tangible guidance and resources to facilitate the execution of these strategies.

Among these resources lies microlearning, a teaching approach characterized by brief, targeted, and structured lessons or materials dispensed in bite-sized portions.

Where does microlearning fit into personalizing the learning experience?

1. Microlearning allows for the consideration of individual needs and knowledge levels of employees. Since each employee possesses unique knowledge and skills, microlearning enables the adaptation of learning materials to the specific needs of each individual. For instance, if one employee already has a certain level of knowledge on a topic, they can undergo a more condensed course, while another, less knowledgeable on the subject, may require a more detailed study.
2. Microlearning promotes the retention of attention and interest among employees. Short lessons or materials better align with human attention spans, helping to maintain concentration and engagement throughout the learning process. This is particularly crucial in today’s fast-paced lifestyle and work environment, where people have limited time for learning.
3. Microlearning facilitates the rapid implementation of new information into the workplace. As short lessons are easier to grasp and absorb, employees can more quickly transfer acquired knowledge and skills into practice. This enables more effective utilization of new skills at work and enhances overall productivity.
4. Microlearning fosters a continuous process of self-learning. With short and accessible lessons, employees can easily and regularly acquire new knowledge and skills, supporting the ongoing development of their professional competencies. This is especially important in the face of rapidly changing technologies and market demands, where continuous learning becomes a key element of a successful career.
5. Microlearning can be relatively easily integrated into corporate culture. With the availability of online learning platforms and mobile applications, employees can have the opportunity to learn anytime, anywhere, fostering skill development and a culture of learning within the organization.

How does microlearning help balance traditional and innovative approaches to education?

Undoubtedly, there are advantages to utilizing microlearning. However, as they say, it’s not just about microlearning alone. Our agency conducted research in 2023, the results of which were published in Forbes Ukraine   and on our APT website . Microlearning was rated quite highly by respondents, but compared to other approaches, it received the fewest votes. This may indicate, and APT’s experience confirms, that such a method should be used in conjunction with others. The key is to strike a certain balance, mixing microlearning with more traditional teaching methods. For example, participants in a training program might listen to theoretical lessons in the form of micro-lessons, and then practice practically using case studies in a group setting. Microlearning is an extremely useful tool, but it cannot completely replace in-depth courses that allow for a thorough mastery of the subject. It is most effectively used for learning how to perform specific tasks without delving into the reasons behind them. Microlearning is most effective for answering the questions “what” and “how”, while macrolearning addresses “why” and “what are the prerequisites for this”?

When considering the choice between macro- and microlearning, macrolearning proves to be more suitable for grasping concepts, especially in cases where the subject matter is complex and requires a deeper understanding of the material. However, microlearning is an important tool that can complement macrolearning and serve as a powerful tool for review and providing practical “take and do” tools, which are currently highly requested by clients.

How are immersive learning and microlearning interconnected?

They can complement each other, creating a comprehensive and effective system of education and development.

1. In immersive learning, students feel like a part of the learning experience. Microlearning can enhance this process by providing short, engaging modules that deepen knowledge on specific aspects of the topic they are studying in the immersive environment. For example, participants in an immersive course might engage in a virtual fire simulation, and then complete a short microlearning module or homework assignment on firefighting techniques.
2. Microlearning can be used as a tool for ongoing learning and support after completing an immersive course. Short, accessible lessons can give learners the opportunity to quickly refresh and refine the knowledge and skills they acquired during immersive learning.
3. Microlearning can be personalized to cover those areas of knowledge that a specific learner seeks to improve upon after completing a general immersive educational program or workshop.

How can an L&D leader implement microlearning in the organization?

Microlearning is a trend, as noted in the article “10 Incredible Microlearning Trends Shaping 2024  “, stating that:

– 94% of educators globally seek to use microlearning in their practice.

– 50% of people prefer learning through micro-units.

– Organizations worldwide spend $130 billion on training their employees.

However, before implementing microlearning practices, we suggest an audit for the L&D leader to assess the organization’s readiness to utilize microlearning.

1. Understanding of Microlearning:
   1. Do leaders and employees understand the concept of microlearning?
   2. Are the benefits and possibilities of microlearning in professional training well-known?
2. Technical Infrastructure:
   1. Do we have the necessary technical infrastructure for implementing microlearning (e.g., access to learning platforms, mobile applications, etc.)?
   2. Is it possible to integrate microlearning with existing learning and personnel management systems?
3. Ability to Create Microlearning Materials:
   1. Do our L&D specialists have the necessary skills to create short and focused microlearning materials?
   2. Do they possess knowledge about effective design and structure strategies for microlearning courses?

Here, we recommend outsourcing content development and engaging providers with relevant expertise.

4. Personalization and Adaptation:
   1. Can we personalize microlearning materials according to the needs and knowledge levels of each employee?
   2. What strategies do we have for adapting microlearning to different learning styles and personal preferences?
5. Internal Support:
   1. How do we gather feedback from employees regarding microlearning?
   2. How do we incentivize and support internal adoption of microlearning across all levels of the organization?
6. Success Metrics:
   1. What metrics do we use to measure the success of microlearning?
   2. What key performance indicators do we establish to assess the impact of microlearning on employee productivity, engagement, and development?
7. Continuous Improvement:
   1. What mechanisms do we implement for the continuous improvement of our microlearning programs?
   2. What strategies do we use to identify and address potential shortcomings in our microlearning materials and approaches?

Such an audit will help you, firstly, determine the organization’s readiness for implementing microlearning methods, secondly, prepare appropriate processes and infrastructure, and thirdly, refine current processes.

And finally, some practical tips for L&D leaders regarding the use of microlearning:

1. Set clear and specific goals. Before creating microlearning modules, clearly define the objectives and expected outcomes. This will help determine exactly what information needs to be included.
2. Choose the right format. Consider the variety of formats for microlearning, such as videos, interactive games, quizzes, etc. Choose the format that best suits the specific material and audience needs.
3. Ensure maximum accessibility. Ensure that microlearning modules are accessible on various devices and platforms. This will provide convenience for the learning process, especially for those who learn on the go.
4. Consider individual experience. Try to adapt the content of microlearning to the individual needs and knowledge level of each employee. Use pre-training testing to determine the initial level of knowledge.
5. Provide opportunities for ongoing feedback. Create mechanisms for collecting feedback on microlearning from participants. Use this feedback for continuous improvement of materials and teaching methods.
6. Integrate with core learning. Use microlearning as a supplement to core training courses. This can be useful for reinforcing material, providing additional resources, or even preparing for the main learning process.
7. Stimulate engagement and motivation. Include elements of gamification, challenges, or even reward systems to maintain employees’ motivation for learning through microlearning.
8. Analyze results. Use analytics to track the progress and effectiveness of microlearning. Analyze the data to identify weaknesses and improve learning materials.

In summary, microlearning as one of the approaches to education opens up wide possibilities for effective individual development. This methodology allows focusing on specific topics or skills in a short period, which is particularly important in the context of constant information overload. Microlearning promotes more active engagement of learners as they can quickly absorb information in a format that suits their needs and pace of life. Moreover, this approach supports continuous development by adapting to changes in the demands of the modern world. The high potential of microlearning creates opportunities for continuous self-improvement and development in all areas of life.

Authors: Mariia Kot, Oleksandra Alkhimovych