If there is no available time, it’s unlikely that the user will start something they cannot finish in the allotted time – even with things they really want to do!

That’s why Micro Learning is designed so that we can access and consume through brief bursts of content. It has a better chance of capturing attention, considering that training rarely takes a high priority, and the user may not even consider it.

The user, having more elements to trigger actions, will retain the content better. Unconsciously, they become participants in the learning process.

Elements of microlearning

Microlearning involves many interactions. It combines videos, quizzes, games, among other elements. This higher degree of interactivity keeps the learner engaged with the content by over 50% compared to other forms. The more actively involved, the higher the chances of retaining what has been learned, reducing the forgetting curve.

According to the Journal of Applied Psychology, microlearning is 17% more efficient in knowledge transfer than long-duration content.

Incorporating a training program with a focus on microlearning allows users to acquire new skills in a short time. Additionally, it is flexible when it comes to content release. It can be rolled out in stages, and the possibility of updating it, if necessary, is three times faster than traditional approaches. This makes it an effective, agile, and adaptable tool to changing learning requirements, regardless of the audience.

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From the responses gathered, 58% of workers would like online learning content to be divided into multiple shorter lessons. 35% desire real-life rewards based on learning progress, while 24% prefer social networks in the form of discussion forums. Consequently, employees are advocating for microlearning, gamification, and social learning.

However, they have specific ideas on how these techniques should be integrated into their training. Therefore, consider what employees genuinely want from corporate training, ensure your corporate learning programs can effectively support employee desires, and implement requested techniques only if they have an educational purpose and directly align with learning objectives.

Corporate Learning and Microlearning

The majority of surveyed workers stated they would be more willing to participate in online corporate training programs if the content was divided into several lessons, lasting five to seven minutes, instead of one hour. 58% responded it was “much more likely” or “somewhat more likely.” Microlearning aligns with how the human brain prefers to process information—in manageable fragments.

Moreover, employees may not always have the luxury of taking long breaks from work for training, and the time investment in microlearning is low, allowing them to quickly acquire the needed information. They can also access micro-content instantly when they need it.

Gamification

Gamification involves using game elements (rewards, missions, leaderboards, role-playing games) and game design techniques in non-game contexts. While games are fun and can be addictive, the survey reveals that 35% of employees preferred real-life rewards for progressing in training.

Gamification leverages the motivational power of games to alter behavioral patterns. It enables learning through failure, as employees have the freedom to make mistakes and try again.

Social Learning

Social learning entails learning through social interaction with others. It is collaborative and a form of informal learning. 24% of respondents preferred discussion forums as their preferred form of social learning interaction. This preference is not surprising, considering humans are social creatures. When social interaction levels are high, online learning experiences result in greater content retention.

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