The Benefits of Offering Microlearning to Your Employees
Microlearning. You’ve read about it, and you wonder whether you should consider offering microlearning opportunities to your employees. It’s understandable that you might be skeptical about its potential outcomes. Can employees really gain anything from 10-minute bursts of targeted learning? The answer is a resounding “Yes!”
Here are 7 benefits of offering microlearning for your employees and your company:
Benefit #1: Microlearning is empowering.
Microlearning is learner-centric. When you enable your employees to brush up on skills they feel are necessary to grow in their roles, or to learn specific types of knowledge that will help them feel more confident in their duties, you are encouraging them to take control of the learning process. When they realize they’ve retained and used that knowledge and skills, they will become more sure of themselves and feel empowered. They’ll likely seek more learning opportunities. And they will be better positioned to help your company innovate and stand out from competitors.
Benefit #2: Microlearning enables you to deliver information that you want your employees to have quickly.
Have you recently updated a company policy? Has the backend software your company uses to provide goods and services been updated? Microlearning allows employees to learn what they need to in order to grow and be more proficient in their jobs. It also allows you to offer training that you need your employees to have, no matter the topic.
It’s also faster to develop microlearning than a more in-depth course; you could develop dozens of microlearning units in an hour. The faster you create microlearning opportunities, the faster you can roll them out for employees.
Benefit #3: Microlearning makes it easier for learners to retain what they’ve learned.
Even for those of us who have great memories and love learning, it’s inevitable that we’ll forget some of what we’ve learned. Forgetting can be incredibly discouraging, especially if we need that information in order to succeed at work.
The more information we are expected to absorb, understand, and be able to put to actionable use, the more likely we are to forget some of it. Microlearning’s manageable “bite-size” chunks of need-to-know information make it easier for employees to remember it.
Benefit #4: Microlearning is engaging and boosts motivation.
94% of employees who responded to LinkedIn’s 2019 Workforce Learning Report said that they would stay at their company if they were offered learning opportunities. That’s great news for employers who are committed to developing talent. Microlearning makes acquiring a new skill or new information straightforward and quick.
It is often more engaging than a typical training. Employees know they only need to pick up their smartphone (which is probably nearby) and spend 10 minutes on an activity, rather than an hour reading a textbook or navigating a lengthy eLearning course. We are motivated to continue learning by our success. When we realize that we’re understanding and able to use what we’ve learned, we’re excited to learn more.
Benefit #5: Microlearning makes learning flexible and manageable.
You know your employees want to learn but might not feel that they have the time, given all of the tasks they need to get done during the day. They might feel overwhelmed at the prospect of fitting “one more thing” into their schedules. Bersin by Deloitte reported that employees can only devote 1% of their workweek to learning and that they are interrupted as often as once every five minutes.
Microlearning considers your employees’ schedules. In its essence, it is less of a time commitment. By delivering content via a mobile app if possible, you make learning even more accessible, too, since nearly everyone has a smartphone or tablet. Employees don’t need to be at a computer to complete a module. All they need to do is pick up their phone or tablet when they have a free moment in their day. They can easily fit in microlearning opportunities without feeling burdened.
Benefit #6: Microlearning is affordable.
Microlearning typically are low cost to develop and you only have to look at the name for proof. A “micro” learning course is meant to be short and simple. Something like a training on soft skills or email etiquette doesn’t need to be long and comprehensive to be effective. So shorter and simpler trainings typically require much less budget and time to execute. Not to mention, any expert on a particular topic area can develop a microlearning course. So you can “crowdsource” the content from your team or trusted partners who know your business well. If you already have a learning management system (LMS) that you’ve used to develop other e-courses, you can use it to develop your microlearning units as well.
Benefit #7: Microlearning leads to decreased costs and less turnover.
If you demonstrate to your employees that you are committed to their professional growth and provide them with learning opportunities, you will have happier, more engaged employees.
They will be less likely to leave your company for another if they know you value their contributions and desire to learn. You will save money that would have to be spent on employee turnover and can invest even more into microlearning or other professional development opportunities.
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.