Breath new life into corporate training with microlearning

When microlearning for corporate training was first developed, there was a lot of scepticism surrounding the method. Many people believed it was nothing more than a fad and wouldn’t provide good outcomes in the long run. However, the doubters have been proved wrong, and microlearning is now a staple practice yielding terrific results in many companies. 

The main reason why business leaders apply this approach is to ensure maximum knowledge retention during their programs. There’s a wide variety of microlearning courses specifically designed to enhance employee training. They all achieve the same goal – greater productivity in the workplace. 

But what makes microlearning so effective and conducive to skills improvement, and how exactly can you implement it in a business environment? You’re about to find out!

What Is Microlearning?

Microlearning is a method of delivering polished learning content through small information chunks as part of stand-alone modules. The modules are up to 10 minutes long, and each addresses a single learning objective. 

Why Is Microlearning One of the Best Training Solutions? 

The reason why microlearning is successful is simple. The method is based on the way our brain retains new information. More specifically, we memorize details better when they are presented in brief bursts with a set objective that’s easy to remember. As opposed to conventional modules that rely on a bunch of pages of tedious text, microlearning is an enjoyable, revolutionary learning experience and offers a ton of value to employee training programs. 

Here are the top five reasons why you should adopt microlearning in your business setting: 

1. Microlearning Improves Learner Engagement 

Today’s learners are plagued by a short attention span. Many people can’t focus for longer periods on their tasks, meaning that extended practice sessions aren’t suitable. 

This is where microlearning modules come into play. They are short and allow the learner to zero in on the job at hand more easily and effectively. Moreover, they lead to high-quality learning.

Since humans have a limited ability to process new information, short learning improves retention by reducing cognitive load. In fact, using microlearning in the workplace makes learning transferring 17% more efficient. Therefore, if learning material is presented in information nuggets, workers’ brains are more likely to retain them and acquire new knowledge.

2 Mobile-friendly Modules

Over the past years, many companies have adopted mobile learning, increasing the importance of microlearning modules. Employees can easily access information with their tablets and smartphones, which makes this method the go-to option for organizations implementing mobile learning solutions.

3. High-quality Just-In-Time (JIT) learning

Just-In-Time learning refers to acquiring new skills or knowledge only when they are necessary. It’s also known as on-demand training and prepares employees for urgent situations that warrant fast solutions. This approach consists of quick and brief exercises that sometimes require workers to think on their feet. 

As a result, microlearning is the perfect tool for introducing JIT learning to your company. Again, they comprise short modules that allow you to organize JIT activities to improve your employees’ quick thinking. 

4. Microlearning for Corporate Training Offers Rapid Learning 

Providing your workers with an opportunity to use their available time effectively can be crucial to your company’s success. The nuggets included in microlearning modules can help your team members fill learning gaps quickly and efficiently. 

For instance, suppose your company manufactured Airsoft pistols, and one of your clients in Germany requires a presentation about a recent modification made to the sight system. However, your sales rep has been snowed under with work and hasn’t been fully familiarized with recent changes. To close this learning gap, they can use a ready-made microlearning module to bring them up to speed with the main features your client needs to understand. This way, they arrive at the meeting prepared and equipped with all the necessary knowledge. 

5. Bite-sized Learning Promotes Learning Reinforcement 

One of the key takeaways from the Forgetting Curve, a concept developed by Hermann Ebbinghaus, about 90% of the things people learn are forgotten within a single week. For this reason, you should find a way to reinforce your employees’ learning during this period. 

One of the most effective strategies is to use microlearning activities. A bite-sized module is an ideal match for reinforcement since the knowledge incorporated can be memorized with less strain.

How Do You Develop Bite-sized Training Programs? 

To address your workers’ learning needs and improve their performance, take the following steps to create bite-sized training modules: 

Set Clear Intentions 

Establishing easy-to-understand goals is key to formulating your microlearning strategies. For example, if you were training your team members on handling customer inquiries, you could set up a scenario-based activity. It would put your employees in situations where they learn by making decisions or performing tasks, which hones their critical-thinking abilities. 

Conversely, if you want to include information nuggets based on technology that trains your technicians, you can opt for short lessons with videos or other activities that involve pieces of technology.

Organize and Analyze Your Learning Content 

You also need to collect relevant learning materials and come up with a detailed outline that determines the number of bite-sized modules. Make sure to reduce the content to an appropriate amount so that it conveys the message effectively. For example, you can replace the lengthy text with engaging images. 

Use Various Design Options 

Design variations are a powerful asset in training your employees. Considering that many people learn through visual representations, you need to come up with a program that allows them to pick up new skills and knowledge faster. Include different colours, graphs, shapes, and videos to encourage participants during the training experience. 

Using multiple design tools, your learners have a lot to gain from your training program. They get to have fun and learn at their own pace. 

Break the Material into Modules 

You should now divide your assembled content into bite-sized modules logically. Make sure each of the nuggets is a stand-alone unit that addresses one objective. Furthermore, your learners should be able to use the modules in whatever order they want and comprehend the material effectively.

Create the Modules and Present Them to Employees

The final step is the very development of the bite-sized programs. To do this, you need to decide on your microlearning platform. Make sure to use one that’s fully optimized and provides microlearning deployment rapidly. 

After developing the modules, you need to keep track of your learners to see if the bite-sized programs are effective. Monitor the engagement, participation, as well as completion rates to measure the effects of your course.

How Can Microlearning Facilitate Insurance Training?

One of the biggest components of running an insurance business is employee training. This industry changes frequently, and organizations invest lots of money and time to stay on top of the changes. You need to pay special attention to teaching many aspects, including the following: 

  • Dealing with customers
  • Selling various products
  • Risk management
  • Processes and regulations that need to be followed

What is more, when your experienced team members retire, the company is under tremendous pressure to train new staff as quickly as possible. The most efficient way to conduct employee training in the sphere of insurance is by applying microlearning for corporate training. The benefits of this methodology make it a much better choice than conventional learning techniques. 

Learners rarely enjoy taking courses that extend for hours, and this also goes for employees from the insurance industry. Traditional approaches take between half an hour and 60 minutes, making them difficult to upload to mobile devices. 

For instance, let’s take a look at compliance training programs. They are designed to familiarize the participants with the stringent regulations from the field of insurance. Given that organizations sometimes face severe consequences if violating these regulations, training team members on applicable rules is critical. But if the course on compliance lasts for an hour, learners wouldn’t be engaged, which is a massive risk for the entire company. 

On the other hand, incorporating microlearning in insurance training is a much better alternative that makes such content more accessible and increases retention. The bite-sized modules of microlearning courses convey the meaning quickly. Plus, the content is broken down into comprehensible nuggets that have just one learning goal. Due to these factors, your employees can retain knowledge for much longer and help your company adhere to the norms in the insurance sector.

Additionally, short microlearning modules are generally less expensive than long courses. Each module you develop can cover a specific topic, saving you the money you would spend on extended lessons. 

For instance, let’s say you want to teach data security in your course. In that case, you could divide the subject into several modules, where one would handle data classification, another would cover sensitive information, and so on. Creating individual modules is much easier than dumping all the details into a huge course. Updating these modules is also relatively easy, and more understandable to learners. 

How Can You Implement Microlearning in the Workplace?

Now we get to the gist of microlearning, which is providing examples of how you can integrate them with your business environment. Here are some of the most practical activities you can set up for your employees: 

Assessments and Quizzes 

The better managers know their team members, the better they can design their microlearning modules. Before teaching them new knowledge, a great idea is to determine what your employees already know. To do this, you can organize microlearning programs as quizzes whose purpose is to assess your learners’ existing knowledge. 

Quizzes are perfect for testing your staff’s knowledge. They can be a starting point for constructing personalized microlearning modules that would bridge the gap in their skills. But don’t forget to include them throughout your training initiatives to assess and refresh your employees’ knowledge. 

Microlearning Videos

You can’t do without videos, regardless of the outline of your learning module. Not only are they engaging, but they can also be more effective since many people retain information better through videos than text or sound. Accordingly, make sure that short videos are a regular part of your modules. They can demonstrate machine concepts, product features, step-by-step guides, or other informational content. 

Still, don’t go overboard with videos because some learners are more engaged with audio and text and learn more efficiently through these mediums. 


It’s no surprise that many microlearning programs contain infographics. They do a great job summarizing large paragraphs using visual representations, such as images, icons, charts, and graphs. Also, today’s cutting-edge technology allows you to create motion infographics and GIFs that positively influence your employees’ attention and improve their retention. The best way to use them is when teaching your team how to apply particular skills or knowledge. 

Interactive Documents 

Strange as it may sound, documents can be interactive, too. In particular, interactive PDFs are extremely useful when you can’t remove text altogether from your microlearning activities. Interactive documents can jazz things up and ensure higher engagement. 

You can use PDFs to link multiple resources for team members who want broader knowledge of some subjects. Of course, they can also contain links to infographics and videos to complement your materials. 

Gamified Courses 

If you haven’t heard about gamification, you’re missing out a lot in terms of high-quality, exhilarating learning content. You’ll find gamified courses in many successful corporations, and the reason is simple. Such courses combine learning with gaming mechanics, eliminating boredom and making learning a lot more fun. 

One of the most useful aspects of gamification is the rewards system. Whenever your employees complete microlearning courses, they earn badges they can proudly show off in front of their colleagues. As a result, the workplace becomes an environment with a healthy competition that drives your staff to keep using gamification and learn new knowledge. 

Take Your Employee Training to the Next Level

Using microlearning for corporate training allows your employees to use their skills regularly. They are also a terrific training strategy for you since they are time-efficient, and create ample opportunities for improving the performance of your staff. 

Best of all, you can incorporate this strategy into your company with minimal effort. Just reach out to Learnsure! We offer the finest microlearning courses used by the most renowned companies in the world. Our state-of-the-art microlearning app will engage your team and quickly teach them new knowledge, helping you achieve impressive results. 

User-generated content for better learning outcomes.

Keeping learners engaged is not an easy job. Companies are deploying innovative strategies like user-generated content (UGC) to encourage employees to use their knowledge and share it with other team members. A lot of data supports that UGC is a powerful business tool that can help your company grow faster than ever.  By applying UGC, the companies can gain the trust of their employees and ramp up their learning and development efforts. 

In this article, we’ll discuss user-generated content and how it can help you polish your employee training and development strategies.

What Is User-Generated Content?

UGC has become a major part of the digital business world. In workplace terms, the term refers to any content (photographs, videos, reviews, etc.) created and delivered by employees themselves. It has become extremely popular because it powers activity and engagement in employees who wouldn’t participate otherwise. It provides your team members with the opportunity to be more immersed in the production of content influencing the product or service your business specializes in.

This type of organization allows for equal participation. Other than that, your employees can contribute to the conversation about various projects without requiring managers to lead the way. As a result, UGC is an excellent way to elicit more creativity from your employees by promoting their input.

Why Is User-Generated Content Important for Your Business?

By setting up a training process revolving around UGC, you can expect better learning outcomes. Since participants are exposed to environments similar to the digital content consumed outside of work, they’ll absorb the knowledge shared by other participants more readily.

The reason UGC works is that people are naturally drawn to visual content. It makes the learning process more immersive, which is why you should stop pushing your content. Instead, give your team members the chance to create content themselves. Over time, they’ll eagerly structure their training by formulating plans, resulting in learners who want to make their training activities as fruitful as possible.

Another advantage of employing UGC is the knowledge sharing that occurs in every session. It allows you to include the most successful people within your business instead of those from external organizations. More experienced team members can share their knowledge and expertise with the rest, allowing for personalized learning. Once everyone has been presented with the best practices in your line of business, they’ll want to replicate those actions to improve themselves.

All of this combined builds close bonds in your community. Moreover, it engages participants to a much greater extent than ready-made content published by third parties.

How Do You Apply UGC to the Workplace?

The easiest way to integrate UGC initiatives into your corporate training is through LXP technology. It consists of many features that will improve your employees’ learning experience:

Content Creation

LXPs support user-generated content produced by end-users. Your employees can have editors who create lessons and posts that include documents, videos, images, and hyperlinks. Other users can leave comments and ratings on the lessons and posts.

AI-Driven Training and Recommendations

Some LXPs absorb training content, such as videos and documents, and implement AI e-learning to establish the purpose of the learning material. In turn, AI can trigger microlearning, recommendations, and training. In some cases, LXPs can perceive individual instructional needs and skip to a certain point in a video to find the perfect starting point for a given learner.

Content Curation

LXPs offer machine learning features that intelligently organize content found on the internet and provide personalized recommendations. Additionally, learners can manually collect third-party and internal content and share it with their peers.

Why Is LXP Technology Beneficial?

We’ve already mentioned some of the advantages of LXP learning, and here’s the summary:

Tailored Learning paths

LXPs guide your team members’ learning paths with personalized recommendations. As a result, your employees may have more to gain from the platform arising out of interactions and content directed at various learning goals. Moreover, administrators can manually configure recommendations to fit each user.

Agile Learning

Unlike traditional learning methods that require upfront planning, LXPs allow you to set up learning activities on-the-spot. This ensures an agile learning experience since the content is delivered flexibly and quickly in the natural workflow. There’s also the possibility to add microlearning content to solve particular needs, making it easier to accomplish learning goals under a busy schedule.

What Will Future Learning Look Like?

If you embrace UGC and other creative learning methods, such as design thinking, you’ll be fully prepared for the future of workplace training. It will require you to base your training activities according to employee needs and ensure engagement, participation, and opportunities to acquire new skills and ideas. Cutting-edge technology and LXPs enable you to achieve this goal in a time-saving and efficient manner.

A significant part of future workplace training will have to do with social learning. It’s a concept where employees learn by observing other peoples’ behaviours and their outcomes. At the end of the process, good forms of behaviour are promoted, whereas the bad ones are dispensed with.

As opposed to conventional methods that have a lower retention rate, social learning is much more efficient. Nowadays, people take to traits and things that they can retain more easily for having used them to solve real-life problems. This is where social learning comes in handy since it allows for a more practical learning environment and addresses the deficiencies of past learning methods.

Social learning also has to do with learners’ ability to absorb and replicate ideal forms of behaviour. In this regard, it’s a useful addition to UGC, given that both concepts centre on paying attention to and retaining model forms of behaviour. As a result, having your employees learn in a UGC-driven environment from an experienced role model is an efficient way to teach them useful skills and techniques.

On to You

Although UGC brings with it somewhat nebulous concepts, now you know how all of them can help you train and develop your employees. Setting up UGC-focused activities will make your employees more immersed in the process and help them learn practical skills much faster.

To ensure proper application of UGC and related workplace learning concepts, reach out to Learnsure. We are the leading employee training solution on the market and know how to implement any contemporary workplace training method. Book our services and you’ll be on the right track.

Behaviourism to foster a productive work environment


Behaviourism is a psychological concept developed by B. F. Skinner. Many people believe that such ideas can only be applied in places like schools and kindergartens and not as part of workplace training solutions. However, the story is entirely different.

Business owners have a lot to learn from behaviourism and related concepts. It can help them understand employee behaviours, which in turn increases their chances of success.

This article will describe behaviourism and show you how it can make your employees more productive.

What Is Behaviorism?

One of the most useful theories that can explain workplace behaviour is the reinforcement theory. Essentially, employees tend to keep reinforced behaviours and dispense with those that aren’t. The theory also states that past behaviours can be modified so that their impact on present behaviours is limited or neutralized.

When people are provided with positive reinforcement, they are more likely to repeat their actions. As a result, when you offer employees various incentives, you can expect their production to increase since they will keep doing the actions you rewarded them for.

Other forms of behaviour in your business can also influence your workplace organization. For instance, your employees’ leadership style and personality are reliable indicators of how they will perform. To that end, you can set up interviews to evaluate candidates and employees and determine if they will fit in with the company culture.

Moreover, organizational behaviour deals with a group and individual dynamics. It aims to understand behaviour in the workplace and develop ways to predict how employees will behave. This method can help you control actions detrimental to your company.

What Can Business Owners Take Away From Behaviorism?

By now, you may have already reached some conclusions about how you can take advantage of behaviourism to build a more productive workplace. Here’s how you can follow the abovementioned principles to improve your corporate training and create an ideal business environment:

Display Kind Behavior

Treating your employees the way you want to be treated will help develop a positive atmosphere and a loyal community appreciative of the leader’s consideration. If you behave kindly with your employees, they’re likely to return the favour and be more comfortable doing their daily jobs.

To achieve this goal, you can perform various acts of kindness. For example, you can give away a branded coffee mug to your employee. Even a simple ‘Thank You’ is a small but powerful way of showing your employees that you appreciate their efforts. This will drive them to remain productive, knowing that they are working in a rewarding environment.

Generate Motivation

To help your employees feel motivated, you can empower them to solve various problems and make workplace decisions. Another great idea is to provide your employees with the opportunity to take part in training activities or flexible work schedules. The motivation aspect applies to all departments, from sales development to call centres.

Include Rewards and Incentives

Positive reinforcement is arguably the easiest way to achieve higher production. It’s also the most desirable since it goes easy on every team member involved. As previously mentioned, the technique comes down to recognizing and rewarding employees for preferred behaviours, such as an outstanding presentation, report, or pitch deck.

The most effective way of imparting positive reinforcement is to do it periodically. You don’t want your employees to start expecting rewards for every single task performed. They should be included intermittently so that your team doesn’t get used to them.

Moreover, try to identify rewards that have intrinsic value for your employees. For example, a well-thought-out note, plum assignment, or simple praise in front of the whole team will make your employees feel appreciated and motivated to perform on the same level or even better.

Don’t forget to always include feedback in the workplace, whether it’s praise or constructive criticism. Providing feedback is beneficial to your employees since it allows them to see where they performed well and which areas need improvement. In doing so, your employees can grow and work on the skills necessary to contribute to your company’s growth.

Relating Employees’ Past Experiences in Interviews

To predict how prospective employees will act in certain situations, you should conduct interviews to see how they behaved in the past. You can discuss with a candidate if specific past problems could have been resolved differently. If the prospect is fit for the job, they should know how to relate their experience to your business.

Applying Organizational Behavior Management (OBM)

Many people refer to workplace behaviourism as organizational behaviour management. All of the methods previously mentioned are part of OBM and all of them have the same goal – making your employees more productive.

As we’ve already discussed, there are many ways to increase workplace efficiency. But the business environment has evolved significantly, which is why you should consider adding a technological element to your OBM. Here are a few examples:

Get Your Employees Moving Around

If you’re running a business that requires your team to sit for hours on end at their desks, you should find a way to increase their physical activity. This will keep them in good health and maintain workplace productivity. A great way to do this is to introduce an app that jingles for a couple of minutes every hour, signalling that it’s time to get out of their seats and move around.

Track Your Team’s Exercise and Eating

If your business entails frequent travel, it usually means less exercise and poor eating. To prevent this, you can get your employees apps that monitor their activity and diet while on a business trip. It will keep them healthy and more likely to get the job done.

Employ Gamification and Microlearning

Video games are a motivating addition to any business. Modules like leaderboards and badges make workplace learning fun and engage your employees. This creates an environment conducive to greater productivity and growth.

Furthermore, use microlearning activities to make your employee training more efficient and time-saving. It comes in various structures and includes engaging content.

Final Thoughts

Even though it may have sounded far-fetched at first, behaviourism has numerous implications in the workplace. If applied correctly, your employees will become more efficient.

To ensure you’re taking the right approach, contact the experts at Learnsure. We’ll show you how behaviourism can help any business and implement many other methods that will become an integral part of future workplace learningBook a demo and check out our services for yourself.

Solving Real-Life Problems with Experiential Learning

Experiential Learning

Today’s business world is replete with setbacks that can hinder a company’s growth. In many cases, they occur due to improper employee learning and development, which will only result in them using improper ways to solve problems. When employees have a hard time addressing obstacles in the workplace, there’s often a cap on company potential and customer satisfaction.

Traditional methods of training employees are ineffective nowadays. You’ve got to turn to modern training strategies if you have a mind to teach your employees how to take on future challenges.

In this regard, one of the most useful approaches that you can take is experiential learning. Find out what that is, how it works, and how you can use it as a growth driver.

What Is Experiential Learning?

Experiential learning bridges the gap between various learning concepts and the real world. In many ways, it’s the learning of new skills through activities (usually with a set of goals). Participants are placed in situations with real-life contexts that they have to navigate themselves. At the end of these activities, they can reflect on their experience and develop practical ideas.

Today, experiential learning is a crucial part of business training solutions. It creates a unique learning experience that sparks conversation and refines problem-solving skills.

Over the past decades, traditional training methods haven’t proven as fruitful as initially hoped for. Without direct application, it’s all too easy for employees to forget or misunderstand many concepts. This has led to more and more leaders implementing experiential learning strategies.

Another positive of experiential learning is that it lies in the middle of business learning initiatives. It’s a compromise between isolated training methods and simulations. Participants learn by performing their daily jobs, though not necessarily an exact replica of the workplace.

For the best results, experiential learning programs must have the following components:

  • Immersive experience and compelling metaphors that imitate real-world problems.
  • Engaging themes that disguise connections to the real-life workplace.
  • Fun factor to promote participation
  • Objective results
  • Cause and effect chain
  • Promoting the initiative for change
  • Result-based debriefing

It is the combination of these elements that leads to a promising learning experience. When participants are eager to engage, their confidence to take on their everyday challenges will increase.

How Does Experiential Learning Work?

Experiential learning works according to several principles. For starters, an engaging experience allows participants to take a break from their daily grind and have fun overcoming various challenges. They do not have to be made aware that they’re acquiring new skills, and this is where clever metaphors and themes can mask the primary purpose of the activities.

If you’re running on an accelerated timeline, you can quickly check out the results and help people learn from the entire experience. Finally, a detailed debrief links the activities to workplace situations. The learners get to see how they can apply their newly-acquired skills to various obstacles.

The result is behavior change caused by participants’ understanding of the consequences of applying their skills. Therefore, if they are to make mistakes, they will be more likely to take a different approach the next time. They’re going to reach conclusions about using various skills and their effects. For this reason, the retention rate is higher than with other training strategies, and skill development is more evident.

What Are the Benefits of Experiential Learning?

We’ve already mentioned a few ways that experiential learning can help your company. Here’s everything else that it can do for you:

Greater Capacity to Address New Situations

If your employees learn through a hands-on approach, they’ll be much more able to adapt to future situations. To illustrate this, let’s look at a study by the AACU (Association of American Colleges and Universities.) It had two student groups, one of which took an experiential learning program, whereas the second had direct instructions.

Although both groups achieved similar results in their final exam, the experiential learning group was better at practical assignments. Those participants outperformed the other group in drawing up a legislative policy. The ability to apply multiple aspects of their experiential learning gave them the edge over the other group.

In short, you can expect your employees to perform better if you inspire them to be innovative and use several skills to solve problems. With just instructions, you can expect subpar results and low customer satisfaction, making it so much easier for competitors to overtake you.

A Safe Environment

Failure can significantly harm your employees’ confidence. But if you set up an environment where failure doesn’t entail severe consequences, they can learn from their mistakes and improve on them. Simulations used in experiential learning sequences allow participants to fail safely. As a result, there’s no harm done to their confidence or any risk of poor performance in the workplace.

Accurate Skills Assessment

Compiling learning statistics can be challenging, even if it’s necessary. It gives you insights into how effective your learning methods are.

The same goes for experiential learning. An array of gamification and simulation programs can provide you with valuable feedback about the choices that your employees made in their learning activities. In turn, you can determine the skills that they capably demonstrated and those that will require more attention.

Superb ROI

Experiential learning takes place at your premises. This allows your employees to practice during their usual workflow. As a result, there’s less time spent at conferences, in boardrooms, or outside the office. Getting your employees to work on their skills on-site will almost invariably result in a higher ROI than sending them to learn someplace else.

Make a Wise Investment

Overall, experiential learning is one of the most practical ways of training your employees. It prepares them for future challenges by introducing them to real-life problems.

But if you don’t have all the necessary tools and knowledge, implementing experiential learning at your company is next to impossible – unless, of course, if you enlist the help of Learnsure. Our experts are well-versed in experiential learning and know just how to engage your employees. Using a technology-driven method, we can transform your learning environment for the betterment of your business operations.

We know all about the best workplace learning practices, from design thinking to microlearning. So, book your demo now and see our top-rated services first-hand!