Introduction
Corporate success isn’t always about the hustle it comes with. There is a reason why many corporate organizations are switching from traditional training to microlearning every day. The dispute between microlearning and traditional learning is vital for workforce development. Microlearning encompasses a variety of programs with quantifiable outcomes.
An overwhelming 94% of Learning and Development Professionals surveyed claimed they preferred microlearning to traditional, time-consuming eLearning courses because their students preferred it.
What Is Microlearning, and why care about it?
Microlearning is a method for absorbing new information in digestible doses. Microlearning sessions end in as little as one minute and are under 10 minutes in duration. It simplifies difficult subjects into concise, self-contained units of study that you can view as many times as necessary, whenever and wherever.
In short, microlearning focuses on resources that provide brief, snappy, simple-to-create, and simple-to-consume content to enable learning on the go. You can learn at your own pace and by your own priorities. Microlearning, simply put, is the «best technique to get quick answers to specific problems» by Connie Malamed, implying that most of the content is precise and up-to-date.
Author and L&D specialist Carla Torgerson suggests the following applications for micro-learning:
- Everything done in advance of lengthy training is either preparation or pre-work.
- Everything that follows extensive instruction is a follow-up or learning-boosting strategy.
- Anything that can help with performance on the job is performance assistance.
Types Of Microlearning
1. Microcopy
It assists you in learning and sending relevant messages or hints.
Some examples are warning messages, contact forms, eCommerce hints, and Google drive’s tooltip.
2. Microlearning Videos
This includes brief videos targeted to achieve a certain learning goal. Microlearning movies exist to be: Stand-alone snippets with a clear learning aim and a shorter learning path component. For instance, Ted Talks are brief talks with experienced speakers on particular topics lasting up to 18 minutes.
Some examples are explication films, interactive, quick videos, micro-lectures, and animations for whiteboards.
3. Social Media
You can test your microlearning abilities and learn from the content you subscribe to, even on social media. Social media is an activity stream that you can use for online professional networks.
Some examples are Twitter, Wall Street Journal, LinkedIn, and Reddit.
4. Mobile Apps
The ones for microlearning are also included here, which you may use on the go to learn anything.
Some examples are Google, Youtube, TED, and Headspace.
5. Infographics
Infographics are graphic visual representations of knowledge, information, or data that focus on essential themes and numerical numbers.
Some examples are process infographics, geographic infographics, comparison infographics, hierarchical infographics, statistical infographics, informational infographics, timeline infographics, and list infographics.
6. Micro-challenges and Games
Learning scored at the end can include an award, benefits, badges, notoriety, or other incentives for taking part or achieving a high score.
Some examples are multiple-question quizzes, polls, flashcards, questions & responses, and simulations.
What Is Traditional Learning?
In terms of training and learning, traditional learning is more in-depth. Traditional education includes a teacher and tangible resources like books, sources, and notes. As a long-term learner, you can engage in continual training and get exposed to all facets of your training objectives.
Microlearning vs. Traditional Learning
Here, we will review some basic training concepts and see the difference between traditional learning and microlearning.
1. Content
In traditional learning, educational content is offered to be lengthy text, audio, or video formats. You often only consume this type of content once. Yet with microlearning, information is acquired through shorter audio-visual, graphics, e-books, etc., and anytime there is a «need to learn» or refer to a particular piece of knowledge.
2. Resource
When receiving traditional training, you have little to no influence over how you will gather the information. You give a trainer the responsibility of instructing and guiding you. Yet, microlearning gives you control over how much you can learn.
3. Period
Depending on the context and amount of knowledge for conveyance, a traditional training procedure might last anywhere from 60 to 90 minutes to a week or even a month. On the other hand, microlearning sessions take up to 10 minutes.
More than 50% of the 385 participants in a study conducted by Software Advice and published in The LMS Features that Promote Employee Engagement IndustryView said they would utilize their company’s learning resources more if the courses were shorter.
5. Learning Style
In traditional learning, you must endure protracted lectures or presentations. But microlearning enables you to enroll in quick courses whenever it’s convenient for you.
6. Training Time
Traditional training often occurs once or twice a year. It occurs before or during regular working or school hours. Microlearning is an individual option that is self-paced, self-directed, and flexible. It does not interfere with the daily routine because it is an ongoing process.
What Fits Best For Your Business?
Today, microlearning is better in all commercial scenarios. Here is a simple summary of why microlearning is far more helpful for businesses than traditional learning.
| Traditional Learning | Microlearning |
| 60 – 90 minutes sessions | 5 – 15 minutes sessions |
| Bland and text-based lectures | Engaging audio-visual lectures |
| Linear and trainer-focused | Flexible and learner-focused |
| Expensive | Cost-effective |
| Single-use | Shareable and reusable |
| The same pace for everyone | Self-paced and level based |
It is obvious that incorporating microlearning into your training method will increase the training ROI for your company.
Conclusion
Microlearning increases employee knowledge retention, reduces training costs, provides accessibility and flexibility around the clock, and aids in progress tracking for the company. Your foundation, growth, and future depend on the learning assets you select since your business belongs to learning. With EDUardo Simulation as your partner in training and learning solutions, you may decide what best meets your company’s needs.
