{"id":3025,"date":"2020-07-14T00:00:00","date_gmt":"2020-07-14T05:00:00","guid":{"rendered":"https:\/\/idesaa.com\/blog\/questions-and-answers-how-to-get-started-with-microlearning\/"},"modified":"2023-01-14T14:42:46","modified_gmt":"2023-01-14T20:42:46","slug":"questions-and-answers-how-to-get-started-with-microlearning","status":"publish","type":"post","link":"https:\/\/idesaa.com\/blog\/questions-and-answers-how-to-get-started-with-microlearning\/","title":{"rendered":"Questions and Answers: How to Get Started with Microlearning"},"content":{"rendered":"

Microlearning makes training more attractive and memorable.<\/p><\/blockquote>\n

Are you ready to incorporate microlearning<\/em> into your employee training?
\nWe\u2019re 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<\/a> provides employees the essential skills and practices they need to be more effective at their job. It\u2019s generally accessed online through short applications to make learning memorable.<\/p>\n

Can I just break a current training into segments and make it microlearning?<\/strong><\/h3>\n
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This can be very tempting. However, without a clear idea of what you want to achieve with microlearning, this won\u2019t provide learner-centered, high-impact content. You should start by identifying what knowledge the participants need, and if necessary, segment your audience<\/a> and set clear learning objectives in terms of both scope and relevance.<\/p>\n

What should I consider when designing a microlearning training?<\/strong><\/h3>\n
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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\u2019 optimal point of attention, microlearning must be precise, concise, and bite-sized.<\/p>\n

For example, a microlearning unit on a topic as broad as \u201cinterviewing skills\u201d would not be feasible because it wouldn\u2019t 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.<\/p>\n

What are some examples of microlearning activities?<\/strong><\/h3>\n
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The possibilities are vast. Here are some examples you can incorporate:<\/p>\n