Micro-learning breaks learning down into short chunks (typically 2-8 minutes) to make it more manageable for learners. Bite–sized content has been shown to increase knowledge retention by 20%.
Learners also favour micro-learning as they can fit it around their work and lives and then put what they’ve learnt into practice immediately. 58% of employees said they would be more likely to do online training if the content was broken down into smaller chunks.
“Tell me and I forget. Teach me and I remember. Involve me and I learn.”
Benjamin Franklin
Some great examples of microlearning assets are infographics, videos, podcasts, articles and interactive quizzes. But do you know how to choose the right format for what you’re training to maximise engagement and retention? Consider these factors to determine the best approach.
It all goes back to the purpose of the learning. Are the aims to raise awareness, deepen understanding or teach a particular skill?
Videos or simulations showing how-to guides or demonstrating processes provide the best experience.
Quizzes, flashcards, infographics, or short documents are best for reinforcing facts or concepts.
You would likely want to use a combination of methods for this, e.g. an explainer video, detailed article and interactive quiz.
Use any information that you have gathered from surveys or through feedback to tailor your approach to your learners.
Podcasts or short videos accessible on mobile devices are excellent for busy individuals, commuters, or deskless workers.
You can cater to diverse learning styles by offering a mix of formats: visual learners might prefer videos and infographics, while auditory learners benefit from podcasts or audio narrations.
Adaptive micro-learning, like gamified training, can adjust content difficulty based on the learner’s expertise level.
Whether you are teaching soft skills, technical skills or processes will want to convey this most effectively and have the desired impact on the subsequent behaviour of the learner.
Break down complex topics into smaller, easily digestible chunks for microlearning. For example, a two-minute video might demonstrate one specific feature a piece of software.
Text-based resources like newsletters or blog posts are suitable for content that needs frequent updates.
Videos can be very effective for demonstrating behaviours or portraying emotions, like scenario-based training for conflict resolution.
If you are creating a full course, it’s unlikely you will just use one micro-learning asset! You’ll be breaking down the learning into short chunks and create a balance between introducing new information, consolidating knowledge and checking understanding.
Let’s take a closer look at how this concept could be applied in practice by considering a few different types of programmes and exploring the ways in which each one might benefit.
Use a mix of short videos for demonstrations, interactive quizzes to check understanding, and text-based PDFs for quick reference on company policies.
Employ short videos to explain product features, podcasts for industry trend updates, and gamified quizzes to reinforce sales techniques.
Use a blended approach – a core session delivered via a LMS followed up with weekly micro-lessons via email or chat apps reinforcing key rules and scenarios
The best way to create an effective microlearning course is to align with your learning objectives, audience preferences, content characteristics, and available resources. By using a variety of methods, you should also be able to manage your budget, so having either all video or all text doesn’t skew your resources one way or the other.
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