the modern workforce is often caught anxious, weighed down by an overwhelming array of tasks that seem even more formidable because of the associated time constraints. due to this, the idea of investing time and energy in learning something new seems rather intimidating. learning new skills sometimes doesn’t even make it to the to-do lists of working professionals. however, with the emergence of innovative approaches like microlearning, professionals now have a convenient and effective way to enhance their skills without the burden of lengthy training sessions.

research suggests that 40% of the global workforce requires reskilling and upskilling every six months or more. this, coupled with the fact that learning new skills fails to be a priority within organizations, points towards an issue.

there was a time when traditional learning models were in full swing in organizations, but slowly, the question of “whether or not to invest in them” arose. this was not to deny their efficacy, but rendering them the only option for employee development was a definite problem. we naturally tend to forget new information over a period of time, and traditional learning models lacked the necessary margin for this “forgetting curve”, a concept first introduced by the German psychologist Herman Ebbinghaus. other than that, even traditional e-learning models lacked the necessary “break” the indigestible volume of information they supplied the learner with in just one go.

how, then do we learn effectively? how do we expect our hands to be updated and enhanced if our role doesn’t spare us the bandwidth to opt for conventional training? this question is an elephant in the room, waiting to be addressed.  the best way out of this dilemma is microlearning or bite-sized learning programs.

what is microlearning?

microlearning refers to the method of learning in brief segments. generally, these sessions last less than ten minutes and can sometimes be as brief as just a minute.

but what are the benefits of bite-sized learning, and why should L&D leaders and HR managers consider implementing them? let’s find out.

this goes back to when TikTok (the popular social media platform) took the masses by storm with its engaging, short-form, mobile-friendly content. prominent pre-established brands like Instagram and YouTube naturally incorporated the same format to stay in the game. this wasn’t a faint tale where success simply landed by chance, though. TikTok was able to identify and exploit people’s waning attention span. the rampant growth of users on these platforms set in stone that short-form content is the winner today. L&D could not have stayed immune either, in fact, the healthy option here was to ride with this wave. micro-content brought us to a new cusp of transformation.

why does bite-sized training work?

microlearning modules impart small, bite-sized, easy-to-digest and visually pleasing media and content to learners. these modules meet specific learning objectives and provide learners with concise, relevant information or skills in a short period of time. catering to the masses’ shorter attention spans, microlearning modules have been able to keep the audience engaged by remediating the volume factor. but that’s not it.

here are a few essential benefits of microlearning:

1. greater knowledge absorption:

the entire idea that makes microlearning the star of the show is because of a higher retention rate of knowledge. the exposure to key concepts in focused and repeated doses gives way to easy-to-digest information. the IPT or the information process theory also suggests that dividing a piece of content can help a learner absorb the information a lot faster.

2. easy integration into workers’ routine:

microlearning integrates smoothly into learners’ everyday routines and workflows, making it easier for them to engage and consume the information in a consistent manner. integration also ensures that the learners don’t feel overwhelmed with their current workload while also managing their learning programs

3. higher engagement:

Brian Wallace, a leading content marketeer, suggests that 94 percent of learners are inclined towards microlearning when it comes to workplace training. one possible reason is higher engagement. the pictures, videos & other pertinent snippets further augment the engagement.

4. easy to access:

one important advantage of microlearning programs is that they are easy to access and can be managed on any device. there is no need to go through those lengthy bland PowerPoint presentations; just open your smartphone and start learning.

5. easy to tweak:

would it make sense if you as an instructional designer had to make changes to an entire learning module? that too consisting of an hour worth of content? sounds daunting right. with microlearning learning the L&D and HR managers can easily introduce new changes separately to the learning modules as per the specific needs of the learners. the many benefits of microlearning are too significant to be ignored by L&D. all professionals can leverage workplace effectiveness using this game-changer. want to know about the other revolutionary and cost-saving features? book a demo with us now.   in a world defined by rapid changes and constant disruption, microlearning emerges as “the way” forward for effective training. its adaptability, flexibility, and learner-centric approach make it a powerful tool for fostering continuous learning and enhancing employee performance. as organizations seek innovative solutions to engage and educate their workforce, embracing microlearning is not just a choice but a strategic imperative. so, if you as an organization want to secure a competitive advantage in the global marketplace, microlearning is a strategic investment worth contemplating.