Questions and Answers: How to Get Started with Microlearning

Microlearning makes training more attractive and memorable.

Are you ready to incorporate microlearning into your employee training?
We’re talking about one of the major learning trends that allows you to continue training on a tight budget in a relatively short amount of time. Microlearning provides employees the essential skills and practices they need to be more effective at their job. It’s generally accessed online through short applications to make learning memorable.

Can I just break a current training into segments and make it microlearning?

This can be very tempting. However, without a clear idea of what you want to achieve with microlearning, this won’t provide learner-centered, high-impact content. You should start by identifying what knowledge the participants need, and if necessary, segment your audience and set clear learning objectives in terms of both scope and relevance.

What should I consider when designing a microlearning training?

Never lose sight of your audience when designing a microlearning training. The employee is usually pressed for time, exposed to multiple stimuli, and prone to distraction. To reach the participants’ optimal point of attention, microlearning must be precise, concise, and bite-sized.

For example, a microlearning unit on a topic as broad as “interviewing skills” would not be feasible because it wouldn’t be possible to have adequate in-depth content and to also cover the topic in a few minutes. Therefore, it could be divided into short units that participants could access on demand and as needed. They could cover topics such as questions not allowed in interviews, what to do if a candidate is nervous and reserved, icebreakers, etc. These are relevant to the activity and address a range of key issues, making them excellent microlearning material.

What are some examples of microlearning activities?

The possibilities are vast. Here are some examples you can incorporate:

  • Infographics to highlight an important concept/process.
  • Quizzes to assess participants’ knowledge and determine their strengths and opportunity areas.
  • Online tutorials that guide participants through each step of the process.
  • Scenarios featuring real-world, everyday characters and situations.
  • Podcasts that explore an idea and share tips to help participants achieve their goal.

How do I design an effective microlearning capsule?

Ask yourself, “How can we make this engaging?” These are some general microlearning design principles to keep in mind: focus on one key skill or behavior; use a memorable and eye-catching title; start by grabbing the participant’s attention; explain what will be covered and the benefit to the participant; get to the point very quickly; use graphics, images, and limited text; conclude with what the participant can apply immediately.

How do I motivate participants with microlearning?

By incorporating an element of gamification in learning, you can encourage participants to go beyond their limits and continue learning. Research shows that badges, leaderboards, and ranking charts make tasks feel more meaningful and satisfying. These types of gamification elements can generate a healthy sense of competition and fun around microlearning, which will increase engagement.

Microlearning makes training more attractive and memorable. In short, it’s ideal for reinforcing key concepts and skills. With its implementation, you can help your participants explore the topic on their own so they can solve what they need to right when it’s needed.

About the Author:

Yolanda Barquera
Yolanda Barquera
is Director of Talent Development at IDESAA. She is a business coach and consultant in talent development and process analysis. She is passionate about development and processes of change and loves to get new opportunities to continue learning. She is a specialist in e-Learning project design and implementation.