9 Best Practices For Implementing Microlearning

Microlearning is a quick, targeted, and situational learning approach that refreshes pertinent ideas as needed. Microlearning enhances knowledge retention in contrast to traditional training approaches, which can be docile, time-consuming, and content-dense by providing shorter sessions that address just what they need to know at the appropriate time.

It is remarkably effective for corporate and workplace training to leverage microlearning. And to make it all the more effective, you should know these best practices for implementing microlearning.

Here are 9 best practices for implementing microlearning in your workplace-

Make Sure To Use Mobile Delivery.

Corporate learners can study at their convenience and with a higher participation rate by delivering microlearning training content via mobile platforms and other microlearning solutions. Employees can study anytime inspiration strikes or while on the go, for example, during their journey to and from work, thanks to microlearning that is transmitted to a mobile device. Make sure users can access microlearning from anywhere worldwide when installing it. You should use a mobile-friendly microlearning delivery to give the learner complete flexibility regarding time or location.

Organize Your Microlearning Modules.

Microlearning is ideal for tagging, particularly if you choose an online strategy. Make sure your content is correctly indexed, appropriately categorized, and simple to browse and connect with after breaking it down into manageable portions. Additionally, keep the course length short—between 1 and 3 minutes—by understanding what is necessary and desirable based on the learning aim. Time is saved, and learning is easier for your staff when your information is well-organized in terms of the interconnectedness of the modules.

Make Use Of Simulations And Hands-On Activities.

Consider including simulations and hands-on activities in your microlearning curriculum if you want to make the most of it. These elements can offer more learning variation than other options. Even if the activity is brief, the learners can still gain from the chance to practice and put skills into practice in a relaxed setting. Organizations are more likely to declare their microlearning initiatives successful if they have practical exercises or simulations as part of the curriculum.

Diligently Reuse Existing Courses.

Who doesn’t want to put in the lesser effort to produce the same, if not better, the result? You can diligently reuse your existing course curriculum and convert it into a microlearning module in a time-efficient and seamless manner. It will also be simpler to develop a new micro-learning curriculum if you already have training programs and resources. You can use some of the smaller sections of your existing training courses as long as they make sense. You have to tweak it and adapt the material to a microlearning format.

Use Microlearning To Measure Performance. 

Performance analysis works well with microlearning, frequently offering organizations and learners immediate feedback. Tracking learning progress is crucial for employees and employers for different reasons.

You can make your microlearning modules all the more effective if your employees feel more accomplished by giving them an analysis of their progress. It fuels their desire to learn more in the future. On the other hand, employers are encouraged to use a platform that tracks overall progress to keep track of who participated, who finished the course, and what knowledge they learned. 

Use the data you acquired from your microlearning materials to inform your current employee evaluation processes. This will help you gauge employee knowledge and progress and track their performance and development long-term.

Schedule Content For Seamless Implementation

Employees are often eager to read new material or to learn everything possible about their new position and the organization before starting. There is a chance that knowledge won’t be remembered when it is all offered at once. Instead, it’s crucial to maintain momentum and enhance information transmission with time-released content made regularly available to learners. So, if you want to make your microlearning module more effective than it already is, make sure you schedule the content so that it is not overwhelming for your employees.

Make Sure It’s Personalized. 

Effective microlearning systems can meet the demands of each learner if you incorporate personalized elements into your modules. Ensure employees can access the knowledge and abilities that will help them immediately in your microlearning courses. Utilizing strategies like branching, you may customize employee learning using your current resources, giving the learner the materials that are most pertinent to the subjects they have chosen to study and, as a result, maximizing their learning time.

Go For Social And Collaborative Learning.

When you create a microlearning program in your organization, collaborative learning and social learning can be among your best means to make the most of your microlearning effort.

Both teaching strategies encourage learners to pick up knowledge and skills from those around them. Collaborative learning emphasizes brainstorming with peers, understanding their viewpoints, and learning as a result, whereas social learning emphasizes imitation (seeing beneficial actions in others and trying to emulate them). Discussion forums and comment sections on microlearning modules can engage staff, increase motivation, and even let you know where knowledge gaps need to be filled.

Be Generous With Mixing Various Mediums.

Create various learning opportunities to get the most out of your microlearning content. Implementing the micro-learning materials using a combination of suitable learning elements, such as video, audio, and text, along with the appropriate graphics, can never go wrong. This will enable the creation of a diverse micro-learning module that directs learners toward the learning objective and enhances the learning/training process. Moreover, giving learners access to content most suited to their attention spans and using learning science makes the experience more engaging for a larger audience. Additionally, by utilizing various tools—such as audio, images, games, etc.—learners are more likely to remember the material.

Conclusion-

Businesses and employees alike can benefit from microlearning in a variety of ways. The microlearning programs can be used as a quick reference manual to refer to any knowledge at any time, and learners can develop their skills while on the road. Microlearning is, therefore, undoubtedly here to stay. You can keep your corporate learners interested in their learning and make the most of your training program by implementing some of these strategies and best practices.

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