We engage in microlearning every day without even realizing it. You’re even doing it right now – just by reading this article.
Consider this. Each time you have a query or question, where do you turn? Google? YouTube? Social media? ChatGPT?
For instance, if you need to change the spark plugs in your car, you don’t go on a full mechanics course to learn this skill. Instead, you search YouTube for a short video that precisely explains how to do it.
This way of learning is incredibly impactful because it delivers focused, bite-sized training experiences. Fast and easy to absorb, the knowledge can be applied right away in real-world situations. Studies have even shown that microlearning increases knowledge retention by up to 20% 1.
So, how can you implement this powerful learning tool in your training design?
Let’s explore the various methods and strategies available.
Is microlearning the way forward?
First things first, you must identify whether microlearning is really the best strategy. While effective, it’s certainly not suited to all subjects.
The key word here is “simplicity.”
Can the thing be learned in a few steps?
Suitable microlearning topics broadly fall into seven categories. Here they are along with some examples:
- How-to guides: How to change a tire on a vehicle
- Dos and don’ts: What to say/not say in an interview
- Concepts: The basics of financial statements
- Techniques: Learn to ice a cake with an ombre effect
- Tips and tricks: Ways to reduce anxiety
- Best practices: Professional email etiquette
- Fundamentals: An introduction to instructional design
Unsuitable microlearning subjects include complex subjects requiring a deep understanding, in-depth practice, or extensive analysis. Things like professional medical training, legal studies, strategic planning, and quantum physics, for example.
How many objectives?
Because microlearning modules are so short, cramming a bunch of objectives into one session will quickly overwhelm the learner and dilute the focus.
For microlearning to work properly, each module must contain a single objective.
To help pinpoint what these are, think about what the learner needs to know, not what is good to know.
If you end up with hundreds of objectives, this indicates the subject matter is too in-depth. Really, there should be no more than a couple dozen objectives/modules for each topic.
Consider blended learning
Microlearning alone might not be enough, especially for more complex subjects.
Yet, microlearning can provide a great supplement to a larger training program, especially for practicing and testing knowledge.
Incorporating both traditional and microlearning methods allows learners to benefit from in-depth instruction while reinforcing key concepts through short, targeted lessons.
Strategies for designing effective microlearning modules
1. Length of time
The point of microlearning is for it to be short, but don’t fixate on this too much.
A module should be as long as it needs to be to fulfill the learning objective.
A general rule of thumb is to aim for ten minutes or less, but the session can be longer if needed. However, if you find your modules are frequently exceeding the 20-minute mark, consider splitting them into smaller chunks.
2. Multimedia formats
Using a range of multimedia formats is essential for keeping the learner engaged and boosting knowledge retention. Mixing it up will also appeal to different preferences and avoid boredom.
For instance, you can use video, audio, stories, images, infographics, clickable diagrams, etc.
There is a danger here, though, of overusing multimedia, and it’s tempting to add elements to simply “jazz” up your content. Doing this will overwhelm or confuse the learner.
Carefully pick media types that align with the content and ensure each element supports learning rather than serving as a distraction. Don’t throw things in for the sake of it.
3. Use scenarios
Scenarios are incredibly impactful because they help the learner test their newfound knowledge in a safe space before applying it in the real world.
Let’s take a food safety course as an example:
The learner has just completed a module on how to respond to food safety incidents. After, they are given a scenario where expired food is served to guests and are asked what they would do to handle it. Each decision they make leads to a different outcome.
Going through this scenario (and being allowed to fail and try again until they get the right outcome) is essential for making the learner understand what the impacts are if they don’t respond correctly in a real-world situation.
4. Add interactivity
How often do you read an article or watch a video and then forget what you’ve learned?
These passive learning methods are great for delivering information but not so good for helping people retain it.
To boost learning, support your microlearning modules with interactive elements such as quizzes, games, challenges, group activities, etc. This way, learners can immediately put what they’ve learned into practice.
You can also:
- Incorporate collaborative learning activities like challenges and team exercises. This increases accountability while adding a new dimension to the learning experience.
- Implement incentives through gamification. Rewards like points and virtual badges keep learners focused. Duolingo is an excellent example of microlearning and gamification combined.
5. Create learning paths
Although microlearning is short, it still needs to accommodate differing learner needs and preferences. Therefore, your learning paths should adapt and change to accommodate these.
For example, someone who is struggling with the content could be offered an easier path that contains more practice elements. On the other hand, one who absorbs the knowledge faster might be given a more challenging path.
6. Mobile optimized
Don’t overlook the importance of this one.
Mobile optimization allows learners to access their content from anywhere. And, the beauty of microlearning is that it’s short enough to consume during a commute or a lunch break.
This flexibility is crucial for busy individuals who might not have time to sit at a computer for lengthy amounts of time. Besides, 94% of Gen Z use their phones for educational purposes 2 further highlighting the necessity of providing mobile-friendly microlearning experiences.
Incorporating neuroscience into microlearning
Our brains, although wonderfully complex, learn and retain information in a very specific way. And, leveraging neuroscience will enable you to optimize content for the best possible learning experience.
Consider cognitive load
Cognitive load refers to the amount of effort and memory involved in processing information or performing tasks. The theory is that we can only process around five to nine chunks of information at a time.
If our brains have to process more than that, we experience cognitive overload and cannot effectively retain the information.
In other words, our brains aren’t great at multitasking.
To avoid this problem, break down complex information into small manageable pieces (known as “chunking”). Keep content straightforward and to the point and avoid the inclusion of unnecessary details or jargon.
Use the spacing effect
As well as manageable chunks, our brains also prefer receiving information over spaced intervals rather than all in one go.
A 2022 paper published by the National Library of Medicine provides evidence that spaced learning prevents mental fatigue and strengthens long-term memory. And resting between learning sessions gives us a chance to absorb and reflect on the things learned.
You can easily implement this into your microlearning programs by “dripping” content and only making each session available after a certain interval of time has passed.
Create emotionally engaging content
As humans, we are driven by our emotions and our experiences become more memorable when strong feelings are involved.
Use this to your advantage when designing content. Weave a relatable narrative or compelling story into the microlearning modules so learners connect with it on an emotional level.
Apply contextual learning
Context is also crucial for our brains. We need to understand how knowledge relates to real-world circumstances before we can apply it.
In other words, what is the point of it?
For instance, “Always store raw meat on the bottom shelf of the refrigerator” is an instruction but doesn’t provide any context about why you must do this.
Explaining that storing meat this way prevents it from dripping onto other food and avoids cross-contamination gives meaningful context to the situation.
You can also visualize the image of dripping meat in your mind – and are probably disgusted! You’ll likely remember this the next time you restock the refrigerator.
You now see how context and emotion combined can create a very powerful memory.
How to manage microlearning content properly
One of the biggest challenges of microlearning content is the sheer quantity of modules that you’ll end up with.
To keep a tidy house, you can:
- Categorize and organize learning modules in a way that makes sense to the learner.
- Clearly indicate which modules are a priority and in what order they should be completed.
- Consider “locking” modules so learners can only access them once the previous one has been completed. This also helps facilitate the learning path.
- Provide guidance so learners understand which modules they should complete to achieve a specific objective. For example, what should be finished as part of an onboarding process or for a specific job role.
- Regularly review the content and update it as necessary.
Finally, consider using a microlearning platform. Popular ones include Centrical, SC Training, and Kahoot!
This will make your life – and training design – infinitely easier because they contain all the proper features and tools to create and facilitate microlearning programs.
Final thoughts
Microlearning is an incredibly effective method of delivering information, and it suits our time-poor lifestyles and dwindling attention spans.
By incorporating these strategies into instructional design, you can create meaningful and impactful learning experiences that meet the needs of modern learners.
By Janette Bonnet
Janette Bonnet is an experienced L&D professional who is passionate about exploring instructional design techniques, trends, and innovations.
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