Research shows that microlearning works

Although microlearning was introduced nearly 60 years ago, the training method has only recently started to catch on. And for a good reason. Now the research suggests that microlearning works. Today, it has become an effective learning method in corporate learning and development. No wonder, it has surpassed macrolearning as the prevalent skill development strategy.

The technique is also a favourite among millennials, who make up a huge portion of the workforce. They prefer smaller chunks of data over hours of PowerPoint presentations and lectures. Therefore, the sooner you adopt the technique, the faster you’ll enhance your corporate training initiatives.

But since successful organizations are all about numbers, we’re about to cover key research that supports the efficacy of microlearning.

Microlearning works perfectly for corporate training.

The founders of microlearning worked tirelessly on devising a perfect training approach. They paid close attention to all aspects, ensuring a favorable response from the scientific community.

Microlearning provides more efficient learning

Research by the Journal of Applied Psychology indicates that bite-sized modules improve the efficiency of learning by 17%. There are many reasons why microlearning works. Primarily, smaller chunks of data are easily accessible. This offers participants convenient ways to absorb new information whenever necessary. Bite-sized content is also more focused, eliminating the need to memorize irrelevant information and facilitating retention.

Additionally, learning is easily understandable since users only have to understand tiny bits of data. These modules typically deal with one or two learning objectives, yielding four to five takeaways.

It addresses modern learning needs.

Another reason why microlearning works is the relevance to the participants’ needs. Since the content is closely related to your employees’ day-to-day tasks, they are more likely to find it useful. In fact, a whopping 98% of members of one of Warren Buffet’s companies find microlearning materials extremely valuable.

This approach is perfect for millennials. It’s highly customizable, provides on-demand learning, and offers an informal setting. It allows your staff to switch from long-form e-learning modules and digest information quickly, multi-task between meetings, and retain new knowledge better.

Microlearning triggers greater engagement

Learner boredom and disengagement stunt the chances of any training program to yield optimal results. Microlearning helps you overcome this obstacle. According to Software Advice, nearly 60% of employees are more likely to use their organization’s learning platform if it features shorter courses. They indicated that longer modules are more challenging to absorb and hinder their everyday operations.

Microlearning works because it not only rightsize training materials but also provides higher engagement. This factor is essential since short modules don’t guarantee learner engagement. Instead, the courses should be sprinkled with media-rich content, such as videos, images, infographics, and audio.

This method also offers ample opportunities for social learning. There are various quizzes and PDFs that elicit collaboration and communication, allowing your employees to develop skills together.

Moreover, microlearning courses only contain the information your staff needs to understand. They stick to practical knowledge and weed out unnecessary details, like background information and bland anecdotes. This way, your team members can access and revise useful content in seconds, saving precious time.

Learning in short stretches matches short attention spans

The brain isn’t designed to keep people focused during three-hour-long lectures. On average, the attention span of millennials is just 12 seconds. As a result, short learning bursts with spaced-out courses are better suited for knowledge acquisition. Repetition also plays a key role, and microlearning ticks all those boxes.

Short spurts combined with brief mental breaks address waning attention spans. It keeps the participants alert while receiving data, facilitating information storing without disengaging. Consequently, the users experience condensed and effective training.

Furthermore, microlearning modules repeat bits of knowledge in a well-thought-out format to bolster the training impact. Since the same materials are presented differently several times, there are higher chances of retention.

Microlearning reduces costs and increases development speed

Ray Jimenez, an employee learning expert, asserts that microlearning is beneficial to companies on many levels. Primarily, it can help cut their development costs in half and increase development speed by a staggering 300%.

Since there are no instructors, you don’t need to pay for their time. There’s also no need to rent classrooms, cover the utilities, and purchase expensive equipment.

In addition, implementing this technique takes less time and resources. Feeding the platform with new digital data is largely automated, and there are no bulky manuals you need to reprint. Moreover, supplementary classroom sessions aren’t necessary since the trainees can access learning content whenever they want.

Finally, microlearning courses have a modular nature, making them easy to roll out. Most of the content is readily available, and all you need to do is customize the materials according to learner preferences.

Tackle the forgetting curve

The Forgetting Curve was developed by Hermann Ebbinghaus in the 19th century. The psychologist was most famous for studying quantitative memory research.

He compiled his findings and came up with a concept called the Forgetting Curve. According to the theory, people forget half of what they learn within 24 hours and 90% within a single month.

However, the forgetfulness rate decreases each time your employees revisit their training material. Microlearning encourages them to go back to various units more often. This makes it the perfect method to memorize more information.

On top of that, microlearning provides mobile-compatible courses that make the participants even more eager to rehash their skills. Thus, they can learn at their own pace and ensure newly acquired knowledge remains in their arsenal.

Microlearning comes to the rescue

In today’s dynamic workplace, you need to keep up with the latest developments to provide your team with ideal training solutions. Macrolearning won’t cut it anymore since the millennials have taken over. It’s time to take up microlearning, and the easiest way to do so is to integrate with Learnsure – a fully functional LXP (Learning Experience Platform).

We offer a full range of premium features, including user-generated content, gamification, and responsive modules. Book your demo, and see how our top-rated platform can assist your banking, finance, or insurance organization.

Microlearning for banking and financial services

Microlearning for BFSI

The banking and finance sector is highly dynamic, and companies need to offer up-to-date information to keep up with ongoing market fluctuations. New regulatory bodies, increasing competition, and the digital transformation caused by the IT sector have altered the way the industry performs operations. In turn, most workplace aspects have changed dramatically, including corporate training and development. Since modern trends require modern solutions, businesses are now turning to hi-tech training solutions. These consist of a variety of methods, including using microlearning for banking and financial services. But how does this contemporary approach work, and how does it facilitate employee development in banking and finance?

What Is Microlearning?

Microlearning comes down to delivering learning content as bite-sized information chunks during standalone modules. Each module typically lasts up to 10 minutes and deals with one training goal at a time. A core principle behind microlearning is tackling short attention spans. Since 95% of people multitask during their meetings, it’s crucial to keep them focused at all times. This is where microlearning comes into play.

By offering small, easily-digestible information nuggets, the learning material is kept short and relevant. As a result, the method utilizes the most active attention timespan during the initial eight minutes. The participants remain locked in throughout the drill, resulting in a significant carryover into real-life tasks.

How Does It Work?

Microlearning is a great way to overcome time constraints. Although learning and development are critical to your employees’ growth, you generally don’t have a lot of time to dig deep into it.

But with microlearning, you can allot minimal time to employee training while ensuring they retain more information. As previously mentioned, most modules don’t last more than 10 minutes, encouraging your team to actively participate and remain connected with the learning material. This way, you don’t have to spend a large portion of your resources on longer sessions.

Another reason why microlearning works is that it’s highly specific. In fact, it’s impossible to apply the approach without being to-the-point. Microlearning divides training content into tiny fractions, and it’s vital to choose what to include and what to exclude. With such hand-picked modules, you make sure your employees are only absorbing details relevant to their daily jobs.

Finally, microlearning has become the go-to method for addressing forgetfulness. It’s characteristic many people in the corporate world develop, primarily due to large amounts of information they have to remember. According to some stats, we tend to forget over 80% of what we’ve learned within a month or so. If this is true, you might start questioning whether learning anything matters.

However, microlearning will help address your concerns. It fosters retention and knowledge strengthening through short, easily memorable concepts. Even if your employees forget some of them, they can always come back and revise in just a few minutes.

What Are the Benefits of Microlearning for Banking and Finance?

There are numerous advantages to implementing a microlearning LXP (Learning Experience Platforms) in the workplace. Once you consider the profound impact it has on insurance training and sales development, you’ll never go back to traditional methods.

1. Microlearning Provides Efficient Sales Training

Through short videos and courses, your sales team can obtain valuable information on various products, selling points, differentiators, or pricing structures right before they meet up with customers. The real-time knowledge-gathering helps them drive fruitful conversations, allowing your employees and your company to grow.

Microlearning courses, simulations, and videos can help your workers learn several useful skills. For example, they can discover new ways of dealing with customers, displaying proper call etiquette, conversational abilities, enthusiasm, and listening skills. All these aspects contribute massively to delivering a top-class customer experience, giving you the edge over the competition.

2. Microlearning Lets You Measure Sales Enablement

One of the main reasons microlearning has risen to prominence is that it helps managers assess their sales enablement efforts efficacy using five indicators. These include personalization extent, behavioural changes, business metrics, value addition, and result realization. Microlearning courses incorporate gamification methods like role-plays and quizzes designed to measure your learners’ information retention.

3. Remarkable Onboarding and Induction

Having a great sales force right out of the gate can save time that you’d spend on subsequent training. With microlearning, companies can quickly onboard new salespeople by distributing product videos, best practices, selling tips, and simulation scenarios on their phones. Again, gamification can help you assess the skills of your recruits and incentivize them by offering various rewards for successful completion.

Staying Up-to-Date With Market Fluctuations

By applying microlearning to your business environment, your employees will always be aware of market fluctuations. This is because updating smaller modules is much easier than engaging in more extensive e-learning projects.

Microlearning courses can highlight key points your trainees need to know in terms of changes in the market. For instance, you can address the consequences of interest rate changes, repo rates, and other value indicators. All these can have a major impact on sales reps and managers, which is why relaying them through microlearning on time is extremely beneficial.

Polish Your Employee Development Strategies

Like many other mobile learning methods, microlearning can help you overcome many corporate training difficulties you might be facing. Using easily-digestible information nuggets, the approach ensures your employees stay on-task, fully absorbing all the content. The tasks themselves are relevant to the challenges they’ll face in the future, allowing them to prepare on time. As a result, you’ll get a sales team that won’t crumble under pressure – the modules equip them with all the knowledge they need to close the deal.

If you’re not sure how to implement microlearning practices in your business environment, contact Learnsure and leave the rest to us. Our LXP platform is highly optimized and comes with everything you need to ensure proper skill development. By combining cutting-edge technology and proven learning methods, Learnsure experts will meet all requirements of your learners. Be sure to book your demo and witness our corporate training prowess first-hand!

Microlearning vs. Macrolearning

Microlearning vs. Macrolearning

Microlearning vs. Macrolearning is the oldest debate in the industry. Recently, microlearning has shown to outshine macrolearning. But before coming to any conclusions, it is important to note that both micro and macrolearning are essential in their own way.

Corporate training is one of the most important aspects of every organization. Leaders and decision-makers apply periodical learning to prepare their employees for various job responsibilities. They apply microlearning and macrolearning to create powerful L&D programs. This way, they increase the chances of successful client interaction, whether they’re running a banking, finance, or insurance institution.

Owing to digital transformation and technological breakthroughs, businesses are no longer restricted to traditional learning methods, also known as macrolearning. They can switch to a more streamlined approach called microlearning. It helps owners cut costs, offers flexibility and accessibility, and allows them to easily keep track of their team’s progress.

In this entry, we’ll explore all the reasons why microlearning is superior to conventional learning techniques.

What Is Macrolearning?

Macrolearning dives deep when it comes to learning and training. Traditional methods usually include instructors and physical assets, such as notes, books, and references. Learners follow continuous training models for an extended period and become familiar with their training goals.

As a consequence, long-term models often deflect from desired paths. This is because the approach requires in-depth implementation, analyses, and a team of experts. Controlling so many factors often lead to a lot of shortcomings that can impair the learning process.

What Is Microlearning?

Microlearning is a much more compact knowledge form divided into several small chunks and served to learners. Participants can only access certain information for specific jobs, making this method highly relevant to their responsibilities. There’s often visual and audio assistance to accommodate various types of learners and make the experience engaging. Additionally, trainers can easily harmonize learning objectives with specific job goals, helping learners improve their skills.

A comparison: Microlearning vs. Macrolearning
Mircolearning vs Macrolearning

What Makes Microlearning the Better Approach?

Microlearning sessions are structured much better than traditional methods. By following the direction in which corporate learning and development are going, it outshines macrolearning in multiple aspects:

Clearly Defined Goals

Microlearning modules break down complicated ideas into easily digestible parts. Thus, learners can achieve their goals faster without being distracted from day-to-day tasks. This means that the participants enter their training with a set objective.

Take employee onboarding as an example. It’s a simple form of microlearning and does a great job at helping new recruits understand the obligations their daily job entails. Here, the objective is to teach them how to complete their duties rather than elaborate on unrelated details. The end result is a better connection between the learner and manager, leading to a fruitful collaboration.

Faster Delivery

Due to the training size, delivering e-learning curricula through microlearning is a lot easier. People can focus better on the subject matter during short sessions since they don’t have to take hour-long courses on similar subjects. In addition, concise learning allows managers to implement changes faster as their goals change and new regulations emerge.

While extended courses often feel like tedious chores, microlearning lets your employees achieve their goals faster and keeps them engaged. There are also minimal distractions, ensuring they stay locked in throughout the modules.

Higher Knowledge Retention

Shorter training is more conducive to high knowledge retention. Since microlearning courses only deliver one or two objectives at a time, the chances of confusion are slim to none. Moreover, the length of the programs allows the participants to revisit them and revise whenever necessary.

Additionally, your employees get to learn at their own pace because there are only small data chunks they have to memorize. Also, microlearning is a gradual process, enabling the users to reinforce their goals step-by-step and integrate the newly acquired skills into their jobs.

Responsive Content

Your employees appreciate customized, responsive content relevant to their interests. They aren’t fond of going through hundreds of pages just to find one piece of information. With microlearning, they receive data more efficiently since it’s concise and addresses their work goals.


Millennials will soon make up more than 50% of the global workforce, and their generation heavily relies on technology. They assimilate information better when presented electronically since it suits their needs, and the training platform isn’t as formal as traditional settings. Bite-sized learning meets these two criteria, making microlearning perfect for providing critical employee development.

To add even more appeal to microlearning, trainers are integrating engagement-amplifying tactics into their formats. They are deploying modules that resemble social media and creating feedback platforms that keep audiences engaged throughout their training. Plus, modern approaches also incorporate E-learning due to its accessibility using proven communication modes.

Microlearning Addresses Short Attention Spans

One of the most popular microlearning tactics is diving straight into how-to training sections and eliminating background information since learners can access it by themselves. However, the primary reason for this is that memory capacity and attention spans are best when information is presented for three to seven minutes. Learners are more likely to absorb and understand materials delivered within this time frame.

Furthermore, work environments often come with interruptions, such as urgent queries and phone calls. Generally, your staff can be locked in for about eleven minutes without breaks. Shorter modules that last approximately seven minutes are therefore ideal. They prevent workers from tuning off while completing longer sessions. Compact training lets them pick up essential skills and knowledge in double-quick time so that they can get back to their usual daily routines and remain productive.

Use of Media and Visuals

The inclusion of visuals and various media makes training materials more engaging, helping your worker retain crucial information. Many people have a hard time concentrating on blackboards with a bunch of bland words, especially if they’re dealing with complex subjects. Using infographics and videos helps your employees keep their focus and understand topics better. Microlearning modules come with ample visuals, providing your organization with an opportunity to make learning fun and appealing.

Microlearning Is the Way of the Future

Macrolearning is largely outdated, and most people aren’t fond of extended lectures in their workplace. Switching to microlearning sessions will get you on the right track to efficient and successful employee training. It maximizes the potential of any learning material by making it engaging and easy to absorb.

To get your custom-made microlearning solutions, reach out to Learnsure. We offer corporate training of the highest quality to help your organization thrive. Book your demo now, and get your hands on a premium learning solution.

Breathe 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. 

Microlearning: a better alternative.

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. 

Microlearning: a new way of learning!

Microlearning Works

Learning is earning knowledge and skills, and in today’s world, everyone is running their separate race. To not lag, every person needs a source of constant learning which can be done by investing little time every day. Microlearning is a kind of e-learning which enables one to learn various skills and technicalities in small snippets of time, in a nutshell.

This can be a very beneficial asset for companies hiring temporary people regularly, individuals running behind on time, or even for those who just have an appetite for learning. Micro-learning is much more than just e-learning. In other words, it is the guide to go-through a night before exams.

The objectives of pieces of training of a single session are to the point. Micro-learning sessions are focused to teach a single skill, which is very unlikely of other e-learning platforms. The aim of micro-learning platforms is to provide knowledge in the least time investment, highly contrary to the traditional means of learning. Hence, it ensures that the content is crisp.

The content and sessions are not restricted to specific formats; hence this is entirely different from the conventional learning techniques. Micro-learning get’s quite interesting as it comes in varied structures, for instance, podcasts, infographics, animations, etc.

Micro-learning is a good tool to use when easy, and time-saving learning is required. Nonetheless, it is an effective program it does lose its effectiveness sometimes when it comes to lengthy and critical concepts. It is better to skip on in-depth training, as it is not feasible to teach hard-core concepts in an outline. Also, it is a task for a creator to make short descriptions easily understandable and interpretable for the learner.

This technique of easy and pocket-friendly learning is utilized worldwide, especially by corporations and establishments to train the staff skills without having to invest in expensive trainee workshops.

  • New staff can be provided workplace orientations through videos.
  • The company can update employees on amended compliance policies easily through animated videos, graphic texts, small videos.
  • Both soft-skill and hard-ware training can be provided through infographics and animated snippets.
  • Employee motivation through personal audio podcasts to keep staff engaged and productive.

From DuoLingo to TED-ED all of the big fishes are trying their hands at this indispensable way of learning. Moreover, it has been proved that visual learning experiences are more retainable than the ‘go-to’ methods of training. Micro-learning methods also are a proven means of rational and efficient skill development.

Micro-learning is significantly distinct from e-learning. While e-learning focuses on both knowledge and skills, micro-learning usually focuses on skill development alone.

Micro-learning seems to be an effective and engaging approach for learning and improving skills. Although it is subjective and it cannot be utilized as a ‘benchmark strategy’ for training and development by all institutions. Hence, it is something not for all.