Microlearning is quickly gaining traction, as we explored in last week’s blog post. 94% of L&D professionals prefer the method where learners engage in bite-size learning modules, delivered on-demand and directly to a mobile device.
Employees have indicated they prefer microlearning and the C-suite are increasingly realising the efficacy of it in addressing the needs of moderns learners.
As such, HR and L&D professionals must rise to the challenge and create engaging microlearning modules. For this reason, we have compiled a list of microlearning best practices:
1. USE MOBILE DELIVERY
Delivering microlearning modules using a mobile platform, makes learning most convenient for employees and thus sees a higher participation rate. As they typically use their mobile devices, this allows employees to learn on the go, for example during their commute to and from work.
2. UNDERSTAND YOUR AUDIENCE
Microlearning is not always a one-size fits all. Consider different employee profiles, seniority, location, etc. Understand the pain points and needs of each target audience to ensure the delivery of appropriate, relevant and useful learning content.
3. ASSESS THE USE CASE
Microlearning may also not be the correct learning method for every subject. This is the case if the subject matter is complex, requires in-dept study or calls for in-person training. That said, microlearning can continue to be a good tool for supplementary training to support macrolearning.
4. MIX UP THE MEDIUMS
Psychologists have identified four different learner types: visual, auditory, reading and kinaesthetic. Designing microlearning content using a mix of mediums, such as video, audio, text and infographics, takes advantage of the science behind learning and makes the experience more engaging for a larger audience.
5. KEEP IT SHORT
To keep time-pressured learners engaged. Hit the average learner’s attention sweet-spot with content of between about two to five minutes in length. Create short and focused content that captures the essence of a subject.
6. SCHEDULE CONTENT
There is typically an eagerness for employees to go through new material or for onboardees to learn everything about their new role and the company. When all the information is available at once, there is a risk that the information will not be retained. Instead it is important to continue the momentum and maximise the knowledge transfer with time-released content, made available to learners at regular intervals.
7. TEST FREQUENTLY
To ensure that microlearning delivers its objectives and ROI, frequently verify that the learner has understood and retained the information from the microlearning module. This can easily be achieved by following a learning step up by a quiz for understanding.
8. MAKE IT ENJOYABLE
Engagement, participation and knowledge retention can be increased if the content is compelling. Dry topics can be made more captivating with a little humour and levity, making the overall learning experience more enjoyable and motivating to return to.
9. TRACK PROGRESS
It is important for both the employee as well as the employer to track learning progress, albeit for different reasons. For employees it builds a greater sense of achievement, which in turn feeds into motivation to continue learning. Employers are encouraged to use a platform that charts the overall progress, to be able to keep a record of participation and acquired knowledge.
Translated literally, "micro" means small and "learning" stands for acquiring knowledge, understanding, studying. Decades of irrefutable research to the principles and effectiveness of microlearning indicate that this is misnomer. In fact, it has a huge impact on organisations who want to revolutionise their learning culture.
We believe that a mobile app delivering engaging content results in a highly effective learning experience. One of the key features of the Qualee platform is microlearning; supported by text, images, audio, documents and even video.
In support of all businesses during COVID-19, Qualee is providing a rebate of 3 months for any paid plan subscribed for 12 months.
 https://www.campaign-for-learning.org.uk/cfl/assets/documents/Activitiesandworksheets/bitesize_law.pdf  https://rapidlearninginstitute.com/news/rli-survey-bite-size-learning-hot-astd-conference-execution-lagging-back-home-front/