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Micro Learning: 6 reasons you must adopt it for your organization

By October 7, 2016 No Comments

microlearningAn emerging trend in recent years is learning in small chunks at one time – referred to as Micro Learning.

Over a period of time, this will be the primary way for employees to learn on the job.

This is even more relevant for millennials or Gen Z employees who have been used to grow with bite sized information delivered on mobile device.

According to a Microsoft study, the fact that millennials have grown up with devices that are capable of delivering results at a lightining speed is a major cause of the human attention span decreasing by 4 seconds since 2000 to an average of 8 seconds.

With the use of video and mobile tech, Micro Learning is being perceived as a way to enable employees today can easily and quickly absorb relevant learning even while doing other tasks – not necessarily in a classroom. Including short snippets (ranging anywhere up to 5 minutes) of job relevant training can help accelerate the overall organizational learning.

Recent studies have in fact proven that the human brain is capable of learning in bits of 5 minute capsules. In fact to make micro learning much more relevant to the workforce, it must be a training approach that is aligned to the way people prefer to learn in today’s age.

The on demand nature of micro learning makes it even more easier for employees to enhance their skills with this highly adaptable and easy to update approach.

Changing the traditional approach:

A lot of educationists are also believe that there has to be a transitioning of older teaching methods to a new approach to learning. Most employees today have a strong desire for information. However with longer training sessions or workshops are now considered tedious. They crave for shorter spurts of bite sized training chunks that they can engage with at a time they prefer. In short, anytime, anywhere learning that stays longer. With these demands being easily met with technology, micro-learning is the cheaper, efficient and ultimately much more effective approach.

Here are 6 reasons for you to adopt a micro learning approach for your organization

  1. Easy to create and cost effective: Considering that micro learning is usually shorter than standard training, it can be cost effective to produce with many more options available. Micro-learning is therefore much more simpler to design and put into practice as against a traditional learning program.
  1. Flexible options : Most options of microlearning can be described as available “on demand” particularly since participants can access this learning as and when they would like. This learning can be a great refresher learning option or even be used by supervisors as a review tool before an in person meeting.
  1. Modern approach : Micro learning is a lot easier for the organization to share and that much more easier for the employees to view and undergo the learning. It can thus complement any existing training program or even serve as an effective follow up to traditional classroom training.
  1. Accelerate the employee development process

Mostly performance management relies heavily on the annual reviews as well as classroom trainings and other events, classroom training, and compliance-based e-learning; micro-learning provides learning initiatives that are more targeted, accessible and consistent. Most times, micro-learning comes in multiple formats that allow employees with a variety of learning styles to access learning anytime.

  1. Personalize the learning experience

Every learner gets the option to pick and choose what they specifically need to learn. Employees get access to learn step by step about more specific skill building tools rather than generic training programs that are not of much practical importance.  A customised learning plan works much in favour of both the employees as well as your organization.

  1. Engage and empower employees better

According to State of the Global Workplace report found that only 13 percent of employees worldwide are engaged at work. Traditional performance management involves the manager telling employees what they have done exceptionally well and what they need to improve. With micro-learning there is a more comprehensive approach that allows learners to access information in a variety of ways that engages them better.
There are many different ways to learn. That’s really wonderful as participants get a learning method that they are able to connect with. It is difficult from the perspective of organizational learning as one cannot justify the time and resources required to create these different learning options. New methods like micro-learning allows for a higher level of flexibility and can offer a better return on investment.