Learning habits are changing faster than ever. Even individuals within the same generation can develop varying preferences as they gain access to tools that were unavailable just two years ago.
What characterizes Millennials, Gen Z, and now Gen Alpha? They were born with smartphones in one hand and access to the Internet in the other. Interesting fact: The younger the generation, the faster they watch YouTube videos. Many in Gen Z view videos at a playback speed of at least x1.5.
This shift in how we consume and process information is challenging traditional learning methods, which are finding it increasingly difficult to keep learners' attention.
Microlearning is a bridge to the attention of today's learners, delivering complex topics in short, manageable pieces. Whether it's a five-minute video, a quick quiz, or a short lesson, microlearning makes it easier for students to stay engaged. Microlearning often holds learners' attention better and for longer compared to standard learning methods.
Typical low completion rates clearly show the need for innovative approaches to content delivery and student engagement. Microlearning offers the answer to this need.
What is microlearning & why is it effective?
Microlearning as a learning method is different in that it offers individual, small portions of educational content. The content focuses on a single skill or topic instead of providing broad material all at once. Breaking down educational information into segments does not overload learners, allowing them to better perceive and remember information.
Research in cognitive psychology successfully proves the sad fact that we forget a large part of acquired knowledge. Starting with Hermann Ebbinghaus's "forgetting curve" studies, experts estimate that, without reinforcement, learners lose approximately 50% of new information within one hour and up to 80% within days or weeks. Microlearning has been shown to improve retention.
Researchers at Dresden University of Technology found that students who received microlearning completed exams more quickly and with better results when provided study information in smaller "slices."
Why microlearning works: The science of engagement & retention
The human brain offers an explanation for why microlearning works. Numerous studies show that we remember information more easily when we receive it in pieces. The successful study of a particular topic in itself gives us additional motivation to continue learning.
Compared to macro learning (longer sessions that cover broad topics), microlearning helps learners concentrate on each concept without frustration.
A study published in the monthly Journal of Applied Psychology by Chen Gilad and Eby Lillian T. found that learners who used self-paced microlearning retained 23% more information than those in group learning sessions of the same length. Additionally, the study revealed that students with logical learning styles demonstrated a 28% improvement in critical thinking skills when engaging with problem-solving microlearning modules, compared to those who relied on traditional long-form materials.
Typical use cases for microlearning
- New employees can use microlearning modules to learn company policies and workflows. These lessons are simple and self-paced, reducing the stress of onboarding.
- Healthcare workers can review critical skills with short videos and quizzes, keeping them updated without disrupting their busy schedules.
- IT professionals can access "mini-lessons" to master tools or coding techniques. These focused lessons help them tackle real-world challenges.
- Employees returning after a break can use microlearning to refresh their skills. Short modules ease them back into tools and processes quickly.
So, if one of the demonstrated microlearning implementation models resonates with what you would like to see in your institution, let's select a way to implement it.
Many ways to implement microlearning
Many learners in higher education, for example, feel overwhelmed by the traditional long-form lectures and dense course materials. Surveys reveal that juggling academics with work and other responsibilities leaves learners struggling to keep pace, leading to lower completion rates and a growing sense of frustration.
A potential solution would implement microlearning—but it would also have to integrate with the existing infrastructure, be scalable across various departments, and provide customization options to align with each course's goals.
Educators can implement an eLearning platform that can create courses featuring short, focused lessons—like video tutorials, quick quizzes, or mobile apps with interactive modules—that learners can access at their convenience. Since technology is constantly developing, the number of ways to accomplish this is also growing.
Microlearning works well both within an LMS and using mobile apps. Platforms like Open edX, Moodle, or Canvas make it easy to create short lessons that employees can access on their phones. These tools also have features like quizzes, progress tracking, and games to keep learning fun and effective.
For example:
For onboarding, new hires can use microlearning to learn about company policies and tools. A short video on workplace rules or a quick quiz about their team can help them feel more confident on day one.
In compliance training, short lessons can teach employees about safety rules or data security. They can take a five-minute quiz or watch a quick tutorial during their break.
Sales and marketing teams can learn about new products using short lessons that explain key features and benefits. They can also practice customer interactions with mini-scenarios or FAQs.
For safety training, employees in factories or construction can review equipment use or safety rules in just a few minutes. This keeps everyone up-to-date without taking much time.
With microlearning, companies can add learning into employees' daily workflow without overwhelming them. This approach works well with traditional training to keep employees learning and improving.
Image credit: Yayasya