Microlearning is a learning technique that delivers short and memorable chunks of information to the learner for them to go over at their own pace.
The premise being that the content provides a punch whilst simplifying and reducing the time taken up by it.
However, the way that content is displayed can vary in form; from images, videos and audio to interactive knowledge tests, quizzes and click-through activities.
Using microlearning has numerous benefits and we wanted to share the top five benefits of it from our perspective…
Improves on-the-job training
Microlearning delivers information to the learner when they need it, where they need it.
This means that there is less limit to their learning due to the looser structure which allows the learner to fit it easier into their working day.
One common example is onboarding videos where the steps for a new starter are split into short clips which can be reviewed at any stage. If they get stuck, they can refer to a video in that moment to help resolve the issue they are having.
Microlearning increases engagement
Using multimedia within microlearning boosts the attractiveness and holds the learner’s attention for longer.
Engagement is key. Without it the learner will not be retaining the information they are required to know.
Both multimedia and microlearning work in the same way where they are more manageable when presented in smaller chunks.
Mixing up the presentation through the use of graphics, diagrams, videos and animations for each mini topic helps. Learners can stay focused on one topic at a time. This also reduces distraction and boredom for them.
Promotes peer-to-peer learning
Learning is easy to share when it is present in an online format. In turn this means microlearning can promote peer-to-peer learning.
Employees are more likely to engage with it due to its nature because they are small, manageable chunks that can be shared with ease.
The modules can be sent to others, or the employee could share the information they have learnt with others verbally. This is because they’re short to remember making information retention easier.
Just think, an employee is struggling with something, and another employee comes over to help, sharing the information they’ve learnt from a module that resolves the other employee’s issue.
Allows learners to consume content quickly and easily
Employees tend to get used to receiving learning in a certain format which leads to them becoming bored and disinterested in it.
Microlearning reduces the likelihood of this because they’ll receive bursts of information in varied formats.
The whole point being they can engage anywhere, anytime and at their own pace. It makes the process simple for the learner.
It provides self-direction, allowing them to focus on modules best suited to them at times in their career. Often this ensures the learning is taken in as it is not given with as many or any time constrictions.
Microlearning improves knowledge retention
Microlearning reinforces the information given to the learner whilst providing enough time to absorb and understand the new knowledge they’re being given.
Taking intervals in learning has shown to lead to improved retention of information, making it more likely they’ll remember it in times of need during work and over a longer period of time.
A relaxed brain is better able to retain and recall information that they have been given.
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