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What is Microlearning and How is it Changing Professional Development

Updated: 1 day ago




Microlearning can take place individually or with a group
Microlearning can take place individually or with a group

Over the past decade microlearning has emerged as an effective and practical approach to professional development, providing workplace education that breaks down complex topics into short, focused lessons that employees can easily digest. This article explores the core components of microlearning, including its definition, and the benefits it offers, from reduced cognitive load to improved engagement rates. Whether you're a learning and development professional or an organization looking to enhance your training programs, understanding these aspects of microlearning can help you create more impactful learning experiences.

 

Culture Coach International has been developing training programs for the workplace for over 25 years and microlearning modules for more than 15 years. We have developed many types of microlearning modules including team meeting guides, videos and pocket guides. The latest trend is mobile first microlearning, or microlearning that can be accessed on phones or tablets, which many of our clients are using effectively to train their workforce.

 

What is Microlearning?

Microlearning was developed in part as a response to our understanding of cognitive load theory. When we learn, our working memory has a limited capacity to process new information, this is what we call cognitive load. The more complex or unfamiliar the material, the higher the cognitive load. Microlearning directly addresses the challenges of cognitive load.

 

Microlearning can be defined as an educational approach that delivers content in small, focused chunks specifically designed around a single topic or learning objective. Microlearning breaks down complex topics into bite-sized, focused learning units. These units are self-contained, easily digestible, and carefully crafted to target specific skills or knowledge gaps. What distinguishes microlearning from traditional learning methods is its emphasis on brevity, focus, and immediacy.

 

Each microlearning module is designed to be both complete in itself and it can also be part of a larger learning journey. The content can take various forms, including short videos, interactive quizzes, infographics, or brief text-based modules, all optimized for quick consumption and retention. Unlike traditional learning methods that might require hours of commitment, microlearning can easily be delivered to a person’s phone and engaged with throughout the day, anytime and anywhere.   

 

How Long Is Microlearning?

Microlearning modules can be designed for either an individual to use or for a small group or team. Given that learning dynamics vary within these two contexts, the length of modules designed for individuals or teams are adjusted accordingly. Microlearning modules typically take between 3-5 minutes to complete for an individual or 5-15 minutes for a small group.

 

Benefits of Microlearning for Organizations and Learners

The advantages of microlearning extend far beyond its convenience. Key benefits include:

  • Improved engagement rates, as shorter modules maintain attention and motivation

  • Higher completion rates due to the manageable time commitment

  • Better knowledge retention through focused, specific content

  • Increased flexibility in learning schedules, with mobile-first learning at learners’ fingertips

  • Immediate application of learned concepts

 

Specific Benefits Experienced for Companies Using Microlearning Programs

With the increasing demands on employees’ time, companies have been turning to microlearning programs to target skill development and achieve training goals. Organizations such as Walmart and Google have found success designing microlearning training programs to meet specific goals.

 

Google

Google developed a "whisper course" microlearning program to improve psychological safety among teams by sending managers weekly emails containing bite-sized lessons and concrete behavioral examples over ten weeks. The program targeted specific managerial behaviors previously identified as weaknesses, with each email providing actionable nudges for implementation. Results showed managers who received whisper lessons improved their lowest-ranked behaviors by 22-40% compared to a control group, and favorable statements about teammate appreciation increased by 33%. Following this success, Google expanded the microlearning approach across their entire organization, demonstrating its effectiveness as an alternative to traditional intensive management training programs.

 

Walmart

Several years ago, Walmart identified a critical training need to enhance safety practices by reducing risks, accidents, injuries, and associated costs. The stakes were significant as a 5% reduction in safety infractions could save the company millions of dollars annually.

 

To address this, Walmart implemented a microlearning safety training program that used gamification techniques. The program reached across 150 distribution centers and 75,000 associates. The innovative platform engaged associates in 3–5-minute gaming sessions that incorporated safety questions. It provided immediate feedback on correct and incorrect answers, and intelligently adapted to each employee's performance. When associates returned to the platform, it reinforced concepts they understood while providing additional training on areas where they struggled, ensuring continuous improvement in knowledge retention.

 

The program proved remarkably successful, with participating distribution centers seeing a 54% decrease in safety incidents. Employee engagement was strong, with 91% of workers voluntarily participating in the training.

 

Why Microlearning Works

The effectiveness of microlearning is rooted in the science of how our brains process and retain information. When we encounter new information, it first enters our short-term memory, which has limited capacity and duration. For this information to become permanent, it needs to transfer to long-term memory through a process called consolidation. This is where microlearning's structure proves particularly powerful. The brain's process of memory formation benefits from several key aspects of microlearning:

 

Information Processing: Our brains can only process a limited amount of information at once. Microlearning aligns with this limitation by presenting content in small, digestible segments rather than overwhelming learners with large amounts of information. This prevents cognitive overload and allows for better processing of new knowledge.

 

Chunking Theory Connection: Chunking theory, developed by psychologist George Miller, suggests that our working memory can typically hold 7 (plus or minus 2) pieces of information at once. Microlearning naturally implements chunking by breaking down complex topics into smaller, manageable "chunks" that fit within these cognitive limitations.

 

Spaced Repetition: Microlearning typically involves brief, repeated exposures to content over time, rather than one long learning session. This spaced repetition approach:

  • Increases retention rates

  • Helps prevent the "forgetting curve" (the natural decline of memory over time)

  • Allows for better consolidation of information into long-term memory

 

Reinforcement Learning: Microlearning can serve both as a standalone learning method and as a powerful reinforcement tool for other training approaches. When used to complement traditional training methods, microlearning helps:

  • Reinforce key concepts

  • Address knowledge gaps

  • Maintain engagement with the material

  • Provide just-in-time learning opportunities

 

Microlearning's History and Evolution

Microlearning emerged in its earliest form in the mid-2000s. The concept gained traction in corporate training around 2010 with the development of educational materials built using a newly developed type of HTML that automatically adapted to different screen sizes and devices.

 

Microlearning was initially used by software companies creating mobile learning platforms to teach technical skills, due to the rapid technological changes which necessitated quick, targeted learning interventions. The financial sector was also an early adopter, using microlearning for compliance training and product knowledge updates. Later, sectors like retail, healthcare, and manufacturing began incorporating microlearning, particularly for safety training and standard operating procedures. The rise of social media platforms like YouTube and TikTok in the late 2010s significantly influenced microlearning's evolution, as the average person or learner became increasingly comfortable with short-form content.

 

Today, microlearning is used across all industries and learning areas, from soft skills development to technical training, language learning, and academic education. Modern microlearning often integrates with artificial intelligence to provide personalized learning paths, incorporates augmented reality for immersive experiences, and leverages analytics to track learner engagement and performance. Organizations typically deliver microlearning through mobile apps, learning management systems (LMS), and specialized microlearning platforms, often integrating it with broader blended learning strategies to achieve more comprehensive learning outcomes.

 

Microlearning Examples: Learning in Action

Microlearning can take many effective forms in professional development. Here are some real-world applications:

  • Short (3-4 minute) video tutorials that explain how to build personal resiliency through research proven tactics

  • Interactive infographics explaining key concepts such as active listening for recruiters

  • Brief mobile-based quizzes that help sales teams learn about new products

  • Quick reference guides or job aids for immediate application of complex procedures

  • Internal company focused podcasts covering single topics in 5-10 minutes

  • Short scenario-based virtual or augmented reality simulations for customer service training

 

These examples showcase how microlearning can be adapted to different learning objectives and audience needs while maintaining its core principle of focused, bite-sized content delivery.

 

Culture Coach’s Microlearning Products and Services

From both an organizational and individual perspective, microlearning offers a practical solution to the challenges of professional development. Its ability to deliver targeted, efficient learning experiences while reducing cognitive load makes it an invaluable tool for modern workplace learning.

 

Culture Coach International has developed an effective portfolio of microlearning options for our clients to choose from depending upon their industry, learning objectives, and the reality of their employees’ day-to-day schedules. Below is a list of some of these options:

 

For Individuals

  • Topic Based Videos on single topics such as resiliency, active listening, building civility at work, and collaboration.  These videos explain the topic, provide reflection questions to consider, and conclude with action steps employees can take to apply the knowledge throughout the course of their day.

  • Edugraphics have compelling visual layouts and relevant information on a topic such as customer service, with reflection questions and action steps.

  • Pocket Guides are a collection of distilled knowledge onto business sized card that contain actionable tips that fit in your pocket. Topics include cross cultural communication in healthcare, customer service skills such as dealing with upset customers, and teamwork skills such as collaboration.

  • Micro-Briefs provide concise overviews on topics that can help employees and managers build their knowledge and understanding of the topic and its significance in the workplace.

 

For Teams

  • Team Sparks Cards are creative short stories around topics such as communication that provide teams with a way a shared story facilitating rich discussions on these topics and ideas for how to take actions to improve their work together.

  • Micro-Challenges are challenges on a single topic that can be undertaken by an individual or team to improve the effectiveness of their actions around a skill such as providing feedback or building respect.

  • Micro-Meetings are guides that help employees or managers facilitate quick, focused, and effective meetings around topics such as difficult conversations, collaboration, or communication.

 

We also work with clients to develop custom microlearning content in any of the above formats. Reach out to us with your questions about individual modules or complete microlearning learning pathways. We understand the importance of distilling down important knowledge and skills to the most crucial learning objective to help develop and empower your employees to work together and achieve organizational goals.

 

Microlearning Training

As organizations and professionals continue to seek efficient ways to develop their skills while managing busy schedules, microlearning training stands out as a powerful approach that delivers results without overwhelming learners. Microlearning training helps organizations to create effective learning programs that drive meaningful professional development and business results.


ABOUT CULTURE COACH INTERNATIONAL:

Culture Coach is a pioneering provider of cutting-edge learning solutions with a twenty-five year track record of excellence in professional development. We design and deliver training on a variety of topics and via multiple modalities, including: instructor-led, virtual, manager-led tools, edugraphics, mobile-first immersive videos. Reach out today to learn more about how we can help you deliver effective, skill-based trainings.

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