This Is Microlearning: Truth Or Myth?
Microlearning has established its place within the corporate training sector, but the opinions surrounding its effectiveness differ. Some hail microlearning, saying it can replace any training course and address any subject. Why bore employees with long courses when microlearning is able to do an equivalent, or maybe better, results faster?
Others have equally strong feelings, but within the other way, claiming that microlearning only brushes over the subject and provides fragmented pieces of data. it’s no real educational value. Microlearning may be a joke!
As usual, the reality is somewhere within the middle. Like all training delivery methods, microlearning has benefits and disadvantages, use cases, and no-gos. this text explores the foremost common truths and myths about microlearning. Read on to get what microlearning can assist you with and where its limitations lie.
It’s True: What Microlearning Can assist you With
Just because it’s small, it doesn’t mean you ought to look down thereon. Microlearning may be a powerful training tool that deserves to be taken seriously. Here’s what microlearning can assist you with.
1. Microlearning Facilitates Knowledge Retention
It’s a scientifically incontrovertible fact that chunking information increases the capacity of our STM. (That’s why we memorize telephone numbers by dividing them into groups of three or 4 digits.) Microlearning has essentially supported content chunking, within the sense that every module focuses on one learning objective or skill at a time. Therefore, learners receive an amount of data their brains can easily retain.
Then, there are two more ways microlearning facilitates knowledge retention. One, microlearning content is brief and highly targeted. Therefore, it doesn’t cause information overload unless, for a few reasons, learners plan to undergo every course on the agenda. And two, because it’s simplified, straightforward, and blabber-free, microlearning content is additionally easy to understand without much effort.
2. Microlearning Can Train Employees Faster
If the skill you would like to develop is often sufficiently trained using microlearning resources, then microlearning can assist you, train employees, faster.
It’s not just that microlearning courses are, by definition, short. Microlearning brings results faster than longer courses because it offers very targeted information and gets straight to the purpose. consider it as that one that doesn’t waste any time beating around the bush or making unnecessary introductions.
Speed and effectiveness make microlearning the right choice for training that’s urgent but doesn’t get to enter an excessive amount of depth. once you got to train seasonal retail employees, for instance. Deploying a microlearning course, you’ll teach them product knowledge, register management, and even essential sales skills during a few weeks or less.
The challenge when developing a microlearning course as a replacement for a long-form one is managing to form it comprehensively. you’ve got to treat a microlearning course like all other courses and not throw a bunch of random videos to your employees.
To achieve better results, create a content plan and a transparent learning path, use a spread of content, and save everything in one centralized repository. Investing in microlearning software will assist you found out an efficient microlearning course in no time.
3. Microlearning is often Used For On-Demand Training
The most common microlearning examples involve on-demand learning. Even the stronger microlearning opponents can’t deny that a bite-sized training repository is God sent at the instant of need.
Let’s say that a sales rep is on their thanks to meet a possible client, and as they play their sales talk in their mind, they realize they need to be forgotten about the various discount plans. Or imagine a nurse who is close to administering a replacement drug to a diabetes patient but isn’t quite sure about the potential side effects. If these employees have access to a micro-learning library, they will quickly find the knowledge they have and avoid appearing unprepared or make a dangerous mistake.
Both examples were about mobile employees. Why? To means that microlearning resources are often best used as a moment-of-need tool when they’re mobile friendly. And if you would like to try to to it 100% right, use a microlearning app. TalentCards, for instance, is developed with the requirements of mobile learners in mind. It offers features that allow you to make intuitive and interesting microlearning courses for big-time results!
4. Microlearning Reduces Training Costs
Bite-sized courses are less expensive because they will be produced tons faster. A 5-minute video, for instance, takes less time to be produced than a 20-minute video, albeit an equivalent amount of individuals are involved. Fewer hours worked mean fewer costs.
For equivalent reasons, microlearning courses also are tons easier, quicker, and fewer expensive to update. And that’s just when comparing microlearning to eLearning courses. in comparison to on-site training, the difference in development cost is even more noticeable.
That said, the lower development cost isn’t an honest reason to create a microlearning course. Choose microlearning as long as the training topic allows for it. Otherwise, employees won’t gain anything from training, and you’ll have wasted everybody’s time and company resources.
That’s A Myth: What Microlearning Can’t assist you With
Microlearning isn’t the solution to all or any of your training-related problems. Let’s bust some common microlearning myths, and determine what microlearning can’t assist you with.
1. Microlearning Drives Learner Engagement
One of the foremost common microlearning myths is that microlearning content is fun and interesting. But there’s quite a logical leap there. The Microlearning content is brief. This doesn’t automatically make it fun and interesting. (This myth probably started from the entire “the best perfumes are available small bottles” story, right?)
Just because something is little, doesn’t mean it’s cute or engaging. A 3-minute video still must get straight to the purpose, feature lovable or quirky characters, and use humor. An infographic must contain charts and crowd-pleasing graphics, and not just a bulk of the text.
The point is, you can’t escape with boring content simply because it’s bite-sized. Learners might sit through a dull microlearning video once, but they won’t watch an entire series of them.
What microlearning actually helps with is that the short span problem. Because microlearning resources are short, they typically manage to grab learners’ attention; hence, the parable that microlearning increases engagement.
2. Microlearning is ideal For all kinds of coaching
Well, yes and no. you’ll certainly offer an entire course during a microlearning format if the subject is straightforward and doesn’t require much explanation. you’ll enhance your team’s soft skills with microlearning courses, for instance. What’s more, microlearning resources are versatile enough to suit as complementary learning material in almost any course.
Some topics, however, require hands-on demonstration, tons of guided practice, or they’re just too complex to elucidate during a few short minutes. this is often where microlearning may be a no-go.
It’s perfectly fine to make an infographic outlining the steps to work a replacement piece of machinery. But would you rely entirely on a series of infographics or microlearning videos to coach your warehouse workers without showing them face to face the way to do it? We hope not.
Microlearning courses aren’t ideal for all employees either. New or inexperienced employees, for instance, can’t be adequately trained briefly bursts. they have more detailed and extensive training to know the context of your business and cultivate their skills to a satisfactory level.
3. Microlearning Facilitates application
Again, this one isn’t entirely a microlearning myth, but it’s misleading.
Microlearning is often wont to explain in consecutive, clearly defined steps even complex processes, like machine handling. and since it works during a “watch, learn, and apply” kind of way, you’ll say that it facilitates application by giving instructions that will be used on the spot.
But does microlearning help build and hone the talents necessary for manual or technical tasks? Can it hone, to a complicated level, complicated soft skills like negotiation? Not really.
Practical application is often facilitated with nothing aside from the application itself. On-the-job training, role-playing, and simulations are the foremost suitable methods to facilitate hands-on practice in order that employees develop competencies they will apply to the work.
4. Building Microlearning Courses is reasonable
Wait, didn’t you say that microlearning reduces training development costs? Yes, but that doesn’t mean it’s low cost. A comprehensive and interesting microlearning course still requires a substantial investment.
For instance, you would like to make a spread of content, including quizzes, videos, infographics, or maybe podcasts and games. And a bit like you are doing when developing a training course on your own, you’ve got to consult a topic Matter Expert, an Instructional Designer, and invest in training software.
So, yes, microlearning helps hamper on training costs. But if you’re trying to find a zero-cost solution, perhaps you would like to revisit your training strategy.
Now that you’ve learned what microlearning is and isn’t, you’ll make an informed decision about whether it suits your training needs or not. Whether you’re a microlearning fan or not, though, you can’t deny that there’s always room for microlearning in corporate training. Not because it’s small—microlearning is ideal for turning complicated into simple and for Just-In-Time learning too. Who would say no to that?