TIPS FROM YOUR CORPORATE TRAINING COMPANY
Microlearning is one of a handful of emerging trends for the years ahead. This makes sense seeing as how it lends itself to the larger changes taking place in the workforce.
For example the Millennial workforce is looking for shorter format training which allows them to focus on specific topics at a time on their mobile devices versus longer format formal training sessions.
Remote workers can still receive the necessary training required without having to travel to the training location or commute into the office.
Cross cultural communication and training is slightly easier as well with Instructional Designers being able to adapt the same short format content into different languages or to make the cultural variations for a diverse workforce available.
With all of this said, microlearning is not necessarily for every organization either. Learning leaders must take the time to assess their current organizational structure, audience and objectives before making the decision to move ahead with the implementation of microlearning.
Assess if your organization is ready for microlearning with this free download from TrainingFolks today.
Amongst the various criteria involved, achieving learning objectives is one of the most important.
Here are five of our clients’ most popular learning objectives which are achievable with the use of a well thought out and executed microlearning strategy.
Quick Turnaround of Material
When delivering with microlearning, learners can choose to pull up information on their mobile device as it’s needed, providing a huge benefit in specific industries. For example if your organization is in retail sales and there is a new way of processing a specific promotion that you want your representatives to follow, providing a short video via microlearning can provide them with everything they need before starting their next shift, compared to trying to recall an in class example via eLearning or ILT.
Focus on Specific Objectives
When working with more traditional learning techniques like eLearning or ILT, courses are designed to cover off a number of objectives and topics over a longer period of time. With microlearning, Instructional Designers can focus on very concise delivery based on just one objective or topic. These then allow for further effectiveness amongst learners as they can choose what is most relevant to their needs and consume that training material specifically.
Repurpose Modules to Increase Efficiency
The great thing about putting time and budget towards microlearning is that these shorter modules can also be used as part of longer training courses. Instructional Designers can opt to use the shorter snippets of training material to support the learning material, or use them as standalones to address specific topics.
Better Learner Engagement & Retention Rates
It’s no secret that attention spans of your employees are getting shorter, making a huge case for using microlearning for the right project. Providing only the most critical information in a short and succinct package allows learners to absorb the information better and to then be able to use it. With longer content, instructors may have to deal with lost engagement which inevitably will provide poor results when the training is measured for success. This can also result in increased costs of re training. Retention is also higher with microlearning due to the accessibility of the information when required and also because of the amount of content that is being shared. Quick short facts about a very specific topic or objective means learners can retain the information better than if they are presented with a multitude of information.
Personalized Learning Delivery
Another important objective for many Learning Leaders is to be able to offer personalized learning for their audience, which in turn also works to increase overall engagement and overall success. When an Instructional Designer designs a longer format course, they must assume a basic level of understanding of the subject matter amongst all learners to build from. This means that some learners who already have a good understanding of the topics being presented may find it redundant or irrelevant as they are already well trained in that area.
With microlearning, learners can pick and choose from various topics that they need specific training on and skip those that are not of use to them.
If your organization is ready to move to microlearning but needs assistance with taking the next step, get in touch with the global training experts at TrainingFolks today. One of our experienced Instructional Designers will be able to work with you based on what stage your organization is currently in to create a full microlearning program.