Microlearning
Microlearning is training delivered in short, focused units, each built around a single learning objective. Learn where it works, where it does not, and how to design it properly.
What is microlearning?
Microlearning is training delivered in short, focused units, each built around a single learning objective. A unit usually runs from two to ten minutes and answers one question or teaches one task, rather than covering a subject in full.
The length is the visible part, but it is not the defining one. A ten minute video that skims six topics is not microlearning, it is a short and rather bad course. What makes something microlearning is that it does one thing and then finishes.
Where microlearning works well
- Performance support: the answer to a question someone has right now, at the machine or in the system.
- Refreshers: short repeats that counter forgetting after an initial course.
- Procedures: one task, one module, easy to find again next time.
- Frontline teams: people who cannot leave the floor for an hour but do have five minutes.
Where it does not work
Microlearning suits knowledge and procedure. It does not suit complex skills that need sustained practice, sequencing and feedback across a longer arc. Nobody microlearns their way into leading a difficult conversation, or into a new profession.
Chopping a large course into eight minute pieces is not microlearning either. If a learner has to complete fourteen units before one topic makes sense, you have added navigation without reducing the load.
How to design it properly
One objective per unit, stated plainly. Cut everything that is context rather than content. Include at least one interaction. Give the learner something to do, like answering a question or making a choice. People remember what they apply, not what they scroll past. And make it findable, because the value of microlearning multiplies when someone can return to the exact unit they need six weeks later.
Small units also make maintenance easier: when a procedure changes you update one module instead of re-editing a two hour course. Central updating, as in FLOWSPARKS, keeps that advantage intact across every language and every system where the module is used.
Frequently asked questions
How long should a microlearning module be?
Usually between two and ten minutes, but length is not the defining feature. What matters is that the unit covers one objective and then finishes. A short module that skims six topics is not microlearning.
When is microlearning the wrong choice?
For complex skills that need sustained practice, sequencing and feedback across a longer arc. Judgement, leadership and genuinely new professions are not learned in short units, however well those units are designed.
Is microlearning just splitting a course into pieces?
No. If a learner has to complete fourteen units before one topic makes sense, you have added navigation without reducing the load. Each unit has to stand on its own and answer one question.
.avif)
Are you looking to step up your digital training efforts inside your organization?
Schedule a demo and discover how FLOWSPARKS helps create and deliver engaging e-Learning experiences backed by strong instructional design principles in multiple languages without a hassle.
More interesting reads
.avif)
Microlearning: Everything You Need To Know
Microlearnings are: engaging, easy to create, very effective for corporate and commercial digital training and only take three to five minutes. Because of the focus of microlearning it keeps itself to the point and makes for a more engaging learning experience which is offered just in-time. Learn how to apply microlearning yourself.
8 Vital Features for Your Learning System in 2022
Did you already start dreaming of how your learning strategy should look like in 2022? Happy participants, more creators, improved content and a holistic learning ecosystem? Read this blog and let these dreams come true!
User-generated Content in e-Learning
With user-generated e-Learning we talk about content that was produced and shared by company's employees within the context of learning. After all, who knows better what's going on and what knowledge is needed, than the employees themselves? Read this blog to find out more!
How to Develop E-Learning from a Didactic Foundation
Didactics is the art of learning. It is the theory that gives insight into how people learn new knowledge, skills and attitudes. Discover how the FLOWSPARKS Learning Formats are developed around these didactics, helping you to achieve the desired learning goals with high learning efficiency.
DIY: Gamification for e-Learning + 3 essential tips
You've probably heard the term gamification before. But what is it exactly? And how can you apply it to your e-Learning program? In this Do It Yourself blog we will show you how and at the end we will give you 3 essential tips!
Learning in the FLOW of work
Learning in the FLOW of work means having short, engaging pieces of information easily accessible during work. This type of learning is proven to increase productivity and employee performance. Read this blog to find out more about important takeaways.
5 Essential Writing Tips for Powerful e-Learning
There are already many possibilities and tools that can help you build e-Learning. Whether you choose a simple PowerPoint, or a comprehensive e-Learning tool and video, the basis of any training is the copy. That's why we're sharing five tips to make your copy more powerful.
Learning through Selfreflection with QUICKSCAN
Increase intrinsic motivation by having your participants fill out a QUICKSCAN. The scan is a learning moment for the participant and provides insight into strengths, weaknesses or other points of attention. As a result, the QUICKSCAN can be a good way to get a participant's attention at the start of a learning program. Find out more about this Learning Format.
How to Save Up to 90% of Your Time in Creating e-Learning
Do you also want to achieve more with e-Learning in less time and with fewer people? With the right tools, anyone can develop e-Learning and achieve a higher learning yield.
Action-based learning with ACTIONPLEASE
Have your participants identify risks and problems with ACTIONPLEASE.