How to Develop & Empower Your Employees with Microlearning
One of the biggest challenges you face as an employer is employee engagement. The great news is that your employees want to feel invested in the work they do, and in your company. They want to make a difference in their roles, and they want to be challenged and grow. Gallop polled employees in 2018 and found that 34% felt engaged at work.
That number may be startling, but there’s still some great news: Worker engagement in 2018 tied the highest level in the 18 years that Gallop has been reporting that national statistic. 94% of employees who responded to LinkedIn’s 2019 Workforce Learning Report indicated that they would stay at their current jobs if employers invested in learning opportunities.
Worker engagement is rising and your workers want to learn. There’s no better time to focus your energy on developing and empowering your employees, and microlearning can help you do that because those are two of the tenets of its design.
Microlearning is learner-centric
Microlearning gives learners the information and tools they need to succeed in their roles right now. The small, manageable portions of learning makes it easier for them to focus, retain, and use the information they gain from these opportunities. Microlearning can also be adapted to employees’ changing needs.
Has the software that employees use been given a major overhaul? Microlearning can help them get up to speed on the changes while hardly interrupting their schedule. Do employees need to adopt a new skill as part of their evolving roles? Microlearning can help them master it over a short period of time. An employee who has all the crucial information that she needs at her fingertips is a prepared employee. A prepared employee who completes a microlearning module and feels good about her success is an empowered employee.
Microlearning supports autonomy
Your employees can choose what microlearning opportunities they need and want to take advantage of, whether that means brushing up on a skill that they want to hone or learning a new one. Maybe they want to review a specific company policy and its appropriate applications. Maybe they are anxious about their role in an upcoming corporate event and want to spend more time preparing for it.
Because microlearning is learner-centric, it also supports employee autonomy. Your employees can easily finish the units that they want to complete when they have time in their busy schedules.
Microlearning supports continual learning
A 2016 Pew Research Center survey found that 73% of adults considered themselves “lifelong learners.” 63% of those who are working (or 36% of adults) had taken a course or received training during the previous 12 months to hone job-related skills or expertise connected to career advancement. Having the opportunity to regularly gain new knowledge and skills is empowering.
Microlearning can be created in less time than longer, more in-depth eLearning or other types of training. This means you can keep providing your employees with the learning experiences that they crave. Microlearning can augment other types of training to give your employees benefits they will appreciate and be able to use every day on the job.
Microlearning supports a variety of content
Microlearning can be highly engaging precisely because it is designed to take advantage of different learning styles and preferences so learners don’t get bored. Instead, your employees are motivated to continue learning because of both their successful completion of each microlearning and because they are curious to see what other topics offer.
Microlearning can cover a variety of training topics such as software, compliance, product knowledge, “soft” skills, professional skills, and event preparation. The topics typically incorporate a variety of formats (text, pictures, audio clips, videos, quizzes, games) to keep learners engaged. Infographics, PDFs, and videos are used to organize and present crucial information in ways that encourage participation (along with retention).
Webinars or demonstration videos get away from text- or image-heavy modules. By combining a variety of content learners want with the other benefits of microlearning, you’ll give employees a dynamic collection of learning experiences that will be meaningful and support them in their professional growth.
With new advancements in technology almost daily, it can be hard to keep up! At KnowledgeForce Consulting, we’d love to help you stay in the know about what’s happening in the fast-paced world of corporate learning and ensure that you and your team are ahead of the curve.