Organizations in the modern business world are in constant look-out for advanced and best ways to upskill or reskill their employees effectively. Traditional methods of training are still relevant, but it usually struggles to mark their pace as per changing requirements of modern workforce upskilling. Here comes Microlearning in the scene. It breaks down complicated concepts into small-bricks which help learners to learn easily. This approach is definitely a game-changer in the corporate world, enabling professionals with multiple benefits that fits perfectly with their requirements as well as organization.

According to Mordor Intelligence, “The Microlearning Market size is estimated at USD 2.62 billion in 2024, and is expected to reach USD 4.87 billion by 2029, growing at a CAGR of 13.13% during the forecast period (2024-2029).”

What is Microlearning?  

It is a training methodology, which delivers learners’ content in small, focused segments, with the time frame of a few minutes. These segments usually consist of videos, infographics, quizzes, and so on. The core elements of each module consists of one topic, or segment of topic, enabling learners to grasp the concept with ease and hold the information for a longer duration of time.  

The concept of microlearning is not new, it has its roots in the psychology of education and learning in science. Well, its practical application in the corporate world has gained a good pace with the arrival of latest technologies and the boosting demand of on-the-go and flexible solutions of learning.  

Microlearning in Corporate Training: Implementation

The advantages of microlearning are rather obvious, however, its successful application presupposes correct preparation and further actions.

Let’s see some of the crucial considerations for organizations to integrate microlearning with their upskilling and reskilling strategy:  

• Creating Customized & Engaging Content: As with most learning initiatives, microlearning is not an exception – it completely depends on the quality of content. It has to be thus informative, pertinent and oriented into meeting the needs of the learners. So using videos, or graphics and likewise activities together improves the learning experience and suits the learners’ requirement.  
• Finding Learning Objectives: Before developing microlearning content it is important to understand the learning outcomes expected to be attained. This involves identifying the competencies that the employees require in terms of knowledge and also identifying how this knowledge can be parceled in a manageable way. 
• Leverage Technology: Microlearning is reliant heavily on technology to facilitate the delivery of knowledge to the target audience. LMS and, or mobile learning platforms are another crucial aspect for delivering content and assessing the progress. These platforms enable employees to learn at their convenience and have features that provide the formal assessment of the training. Check out the top Learning Management System here.
• Promoting Continuous Learning Culture: Microlearning needs to be part of a set of activities that form the organizational culture of learning in the workplace. Motivate the employees to engage in microlearning frequently and offer them some motivation or appreciation in case they actively participate in training. 
• Track and Evaluate: Assess the outcomes of microlearning activities and determine the efficiency of the improvements made based on feedback and analyses. Use this data to effect the required change and make improvements that would enhance its core training value. 

The Attraction towards Microlearning

• Better Retention: Humans usually forget large amounts of information or learnings in the next few days or weeks after acquiring it, if not reinforced as per the studies. Microlearning fights with this problem by offering crisp, and targeted content making it easier to remember. Moreover, the microlearning module is repetitive in nature that helps retain the learnings in the brain and memorize the content easily. The Association for Talent Development’s report emphasizes a 20% increase in retention rates associated with microlearning. 
• Learning on-demand: Microlearning is a flag bearer of the learning on-demand. Employees or professionals can access the content material when they require it. Let’s say, a salesperson, who is preparing for the meeting with a client, can check the content quite fastly to brush up the module on negotiation tactics. This timely access to the relevant information boosts the performance and confidence.   
• Time Efficiency: One of the key advantages of microlearning is the efficiency of time. Employees usually have to put up their important part of time in attending seminars or workshops in the traditional approach of training. But, microlearning in contrast, fits perfectly with the learner’s time frame and availability due to its flexible approach of delivering content. Employees or professionals can engage with the content in their available time and whenever they are free, without hampering the day-to-day task.  
• Better Engagement: Microlearning fits into a context that is already engaging by virtue of its format. To incorporate multimedia items like videos, animations, and interactive quizzes, try to address different learning styles and the learner’s engagement level. Moreover, since microlearning modules are short, it also helps avoid the problem of cognitive overload, which can be a challenge for employees.  
• Cost-efficiency: Traditional training programs are costly since they require reaching out to the learners, paying for their accommodation, and hiring training facilitators. Microlearning, in contrast, can be developed and shared in a digital manner and this makes the cost extremely low. Furthermore, microlearning is built on the modular approach, which means that updating or changing content is not a problem and will not cost much. 

Case Studies: Microlearning in Practice 

Many companies and institutions have found ways of implementing microlearning to improve their corporate training:  

Google

Google has long been a pioneer of out-of-the-box solutions to corporate learning. Microlearning modules are used widely in the organization to ensure that the employees can get quick and easy training on the materials that they need. These modules are usually used by Google as part of their other broader learning ecosystem such as peer-to-peer learning, training sessions and other practical training. 

Coca-Cola

Coca-Cola has incorporated the use of microlearning in its learning strategy for ensuring workforce across the world is trained on different aspects including; products, compliance, safety among others. The modules used in the company’s microlearning are fun and exciting; the company includes game aspects as well as quizzes to ensure that the employees are fully engaged. 

Deloitte

Microlearning is also adopted in Deloitte, one of the largest consulting firms with offices all over the world to enhance the learning of the new trends in the market, new skills as well as interpersonal skills. The microlearning plan of the firm entails a range of short videos, podcasts, and other learning programs that are available for self-access by the employees. 

Microlearning: Future Trends

Several trends are shaping its future in corporate training with the evolving landscape of microlearning: Few of them stated below:

• Personalization: The contribution of AI and big data technologies is big when it is about development of new and better personalized learning approaches. AI can help determine the learners’ requirements and future productivity to recommend the most efficient microlearning courses.  
• Gamification: Gamification is the act of incorporating features from video games like points, badges and leaderboards into the training system for the learners. This trend is gaining immense attraction in the approach of microlearning because it improves the learning process and brings a competitive aspect to it.  
• Microlearning for Soft Skills: Although it was more common to emphasize the procedural and content knowledge in microlearning, there is an increased concern with competencies like interpersonal and intrapersonal skills. The skills above can be enhanced through microlearning modules to ensure that the employees acquire the relevant competencies in the modern workplace.  
• Performance Support Integration: Microlearning is also being merged with performance support tools, which include job aids and performance support reference guides. It makes sure that organizational workforce can be enabled with just in time training, making them implement what they have learnt in real life.   
• Virtual Reality (VR) & Augmented Reality (AR): VR and AR technologies come with the power to transform the microlearning concept because of its technological strength in new modality of learning. Such technologies can simulate actual workplace settings where the employees can practice skills and scenarios in a safe, controlled setting. 

Learning & Development opportunities are getting enhanced because of the evolving landscape of technology. It is transforming the way individuals or professionals used to upskill or reskill themselves to thrive in their career.  

Wrapping up

Microlearning is a complete paradigm shift to traditional conventional organizational training models. This makes it a perfect solution for the modern workforce since it provides targeted, interesting, and easily accessible content. Therefore, by adopting microlearning, firms can optimize their training courses, increase employee productivity, and sustain their market position in the course of a constantly changing business environment.

Like any other training strategy, its effectiveness is highly dependent on the ways it is being put into practice and evaluation being conducted. Ensuring effective learning objectives, developing high-quality content, integrating technology, and keeping a culture of microlearning can improve organizations’ results significantly.

Microlearning is not just a trend but a new form of learning that is suitable for the modern day workforce. As more organizations find themselves in new environments and facing new opportunities and risks, microlearning is sure to be the future of corporate training.

Vinsys offers state-of-the-art corporate training programs including Microlearning through their learning management platform “Digilearn”. They ensure to offer the best learning experience, enabling learners to achieve the skills they are looking for, in the easiest and flexible way.