When busy people are working hard, they don’t have time to take additional training. Instead, they want the training to be short enough that they will be able to complete it during normal working hours. Microlearning provides busy employees with a way to receive short, focused learning experiences on a regular basis (every 5 to 10 minutes). This type of microlearning allows for the learner to complete approximately 80%+ of the learning material, compared to approximately 20% when using a traditional e-learning course. This document will describe how the microlearning concept is utilized, how the completion rates improve dramatically using this technique, and how to successfully implement this into your learning management system (LMS) without creating chaos for either the learner or the administrator.
What Is Microlearning (And Why It Works)
Microlearning involves giving people quick, focused lessons of 3 to 10 minutes long that concentrate on skill areas, behaviors, or topics one at a time. In essence, microlearning takes away the need for long-form courses and offers users bite-sized modules that they can finish quickly, for example, in-between appointments, on short breaks, or while using their smartphones.
Some of the main features of the “very busy” team microlearning model include:
- One clear goal for each lesson (e.g., “How do I handle this objection?” Instead of “I have to complete all 20 units of this curriculum”).
- A duration of 5 to 10 minutes, and one or two key things participants should remember when finished.
- Access through an LMS or app so employees can learn from wherever they want.
- Quizzes, scenarios, or micro-assignments that are built into micro-learning modules to encourage application.
How Microlearning Boosts Completion Rates
Microlearning modules have been reported in various industries to have over an 80% completion rate; traditional long-form interactive eLearning courses are completing at an average of 15% to 30%. For example, one report states microlearning programs are averaging 80% completion compared to averaging only 20% for traditional eLearning courses.
In direct contrast to traditional eLearning, there is a definitive gap between the completion rates of microlearning courses and regular L&D courses and the range of completion rates between the two formats. Microlearning programs show a reported completion rate of between 80% and 90%, but traditional eLearning courses typically fall within a range of only between 15% and 20% completion. A few studies have found that 10-minute long modules were completed by close to 83% of participants, whereas L&D courses are typically averaging between 20% and 30% completion.
Additional Read:
How to Build an Employee Training Portal in 60 Minutes (Step-by-Step)
Why Short Lessons Drive Higher Completion
Short, focused lessons align with the realities of how most modern employees work and learn. When a lesson can be easily initiated and completed within a single sitting, the likelihood that individuals will click into that lesson and finish it (before they switch to a different task) is far greater.
The following are the key drivers that contribute to higher completion rates for online training content:
- Less cognitive overload: It is much easier for learners to absorb smaller pieces of information than larger pieces of information, reducing the chances that learners will become drained from working through hour-long training sessions.
- Better fit with the learner’s schedule: Lessons of less than ten minutes long will typically fit naturally within a learner’s daily schedule.
- Greater perceived value of the training: Employees will have an immediate application for what they learn, which will help increase the likelihood that they will continue to complete additional lessons in the future.
Microlearning vs Traditional Training: Quick Comparison
Is Microlearning Right for Your Team?
Microlearning can help organizations with limited time and resources to provide training. The Micro Learning Format is an ideal option for training of employees in Termination, New Product Development and Compliance issues.
Microlearning is also beneficial when you see many employees are not completing the course or losing interest after finishing the first 20 percent of the course. When the business is fast-paced (sales, customer support, operations and field teams), it is costly for employees to be away from their jobs for extended periods of time.
Microlearning is also appropriate when your learning material changes frequently. For example, a new policy might be implemented every several months which will make all current training course materials obsolete.
When You Still Need Longer Programs
Microlearning does not provide the same breadth or depth of knowledge as more traditional means of training & learning. More complex skill sets (leadership development; advanced technical training) require multi-week programs with coaching etc., in conjunction with micro lessons.
Instead of trying to make the microlearning program an entire its own system, think of it as the “scaffold” created under more traditional training/learning methods.
Microlearning does not provide the same breadth or depth of knowledge as more traditional means of training & learning. More complex skill sets (leadership development; advanced technical training) require multi-week programs with coaching etc., in conjunction with micro lessons.
Instead of trying to make the microlearning program an entire its own system, think of it as the “scaffold” created under more traditional training/learning methods.
- Pre-work to introduce concepts before workshops.
- Spaced reinforcement after a cohort program to combat forgetting.
- On-demand refreshers inside the LMS so learners can quickly revisit key ideas
How to Implement Microlearning in Your LMS
To implement micro learning in busy organizations, it is easier to create the LMS (Learning Management System) experience from the outset on modern LMS platforms. With the advancement of technology LMS platforms now include tools such as Learning Paths, Micro-Quizzes, Mobile Applications, Analytics Dashboards, etc. to measure completion rates and retention.
The following steps can be used to develop microlearning opportunities:
- Conduct an audit of the current training program(s). Select all long modules with low completion rates and high drop-off rates, and divide those long modules into micro-lessons, with each micro-lesson focused on achieving one specific outcome, and conclude with a short quiz or hypothetical scenario.
- Incorporate the following LMS features to enhance the nudge (motivation) for learners to complete short modules: Drip Scheduling, Reminders & Gamification.
- Use completion rates, Quiz Scores, Time-to-Completion, and engagement through rewards to demonstrate the impact of the new microlearning modules and to continue to improve the content.
Designing High-Impact Micro Lessons
Microlearning modules should be effective, but they should not merely provide brief snippets of information. Instead, they should provide realistic scenarios, brief demonstrations, and specific drills to support the employee in solving an important, job-related issue each lesson.
Design best practices when developing microlearning modules include:
- Lead with a specific solution (e.g., “How to manage a complaint.”) rather than the larger concept (e.g., “Customer Service 101”).
- Use video, audio, or interactive formats, but try to keep the total length of each microlearning module less than 10 minutes.
- At the end of each microlearning module, include one specific action learners can apply immediately to their jobs as a means of reinforcing learning that can be immediately transferred to their jobs.
Conclusion:
Using SkillTriks’ microlearning paths, role-based content, and LMS automation, organizations can create effective learning experiences from low-engagement training courses. Whether replacing old courses with new ones or starting a new initiative, SkillTriks can assist in developing, implementing, and maximising microlearning that will engage your workforce and lead to better results.
