Microlearning vs. traditional E-learning: Which is better for your workforce?

Workplace training is critical for helping employees to understand their roles and perform well. However, it can get boring, and until we have Matrix technology that can flash whole concepts to our brains, we’re stuck with the conventional approach—books, lectures, and long videos.

These routes may offer more comprehensive information, but the attention needed to glean it all tends to lose people along the way. Enter microlearning—a learning method that conveniently delivers short, focused content modules via smartphones, tablets, or computers.

Flexibility drives microlearning, with bite-sized learning bits tailored to the short attention spans that support our hectic lifestyles.

Microlearning seems like a perfect fit for the digital age, but is it? In this blog, we’ll discuss microlearning and whether it’s a better alternative to longer, traditional e-learning courses.

What is microlearning?

The science of how to teach stretches back to antiquity, with figures like Socrates using question-based dialogue to help students uncover and adopt truth for themselves (aka Socratic method). His method ventured to answer the same question that challenges teachers today: what’s the best way to teach complex topics without overwhelming learners?

Microlearning is one approach. Rather than present a big picture to be filled in over time, purposeful nuggets can help to paint pieces of the whole that learners can incorporate later.

Lessons take minutes, not hours. Small wins encourage learners rather than frustrate them with big, difficult ideas. Where traditional e-learning courses require time and commitment to cover broad subjects in detail, microlearning lets learners focus on one specific topic at a time and at their own pace.

Microlearning takes many forms including:

• Short videos: Topic-based content no longer than five minutes that can be watched anytime, anywhere
• Infographics: Creative visual representations that simplify complex topics at a glance
• Quizzes: Interactive quizzes to reinforce learning and test knowledge retention
• Podcasts: Audio content to listen to on-the-go
• Animations: GIFs and illustrations that explain concepts in a fun and memorable way
• Flashcards: Digital or physical cards that aid memory retention
• Simulations: Interactive virtual scenarios for learners to practice skills
• Social media posts: Quick tips or facts shared by others on platforms like Twitter or LinkedIn
• Apps: Mobile applications designed for on-demand learning
• Gamification: Using game elements like points and badges to make learning more fun and engaging

Notice that reading doesn’t appear on this list. That’s because microlearning favors visuals and interaction.

The benefits of microlearning

It’s no secret that social media has severely shortened our collective attention span. Whether or not you use social media is irrelevant—content is tailored to people who can only read long-form blogs alongside Netflix shows and the occasional sneak to Instagram (me, I’m talking about me). Microlearning is right at home here.

Small, bite-sized pieces of content don’t need blocks of time to digest. If you’re at work and aren’t caught up, spending a few minutes on a brief video or infographic doesn’t feel like a considerable workflow disruption. You can still watch Netflix at home too—just get through a 5-minute video first.

Combatting the forgetting curve

In the 1880s, German psychologist Hermann Ebbinghaus coined the forgetting curve. He claimed that we forget about 50 percent of all new information within an hour and up to 70 percent of it in 24 hours, ginkgo biloba and brain teasers notwithstanding.

Thankfully, this rapid forgetfulness can be offset by reviewing material and filling in the gaps. Microlearners can revisit and review small, manageable chunks of information rather than sift through pages of lecture notes.

Spaced repetition is the term for reviewing more and more information over time, and it’s helpful in combating the forgetting curve. Mixing in new chunks of information with scheduled reviews of old information helps learners commit more to long-term memory.

Quizzes and flashcards to reinforce learning content

Reviewing material is an easy way to keep ideas fresh in the mind. Quizzes and flashcards are the most common way to reinforce knowledge, and they give teachers more control over what’s important.

• Quizzes — These usually happen at the end of lessons, and they check to see how well learners understand key concepts. By answering questions and getting immediate feedback, learners can see where they need to improve and reinforce what they know.
• Flashcards—These are also helpful, as learners can review key information on their own to reinforce learning and improve recall. Since there are a million digital flashcard apps out there, learners can easily review content on the go.

How to implement microlearning

Microlearning offers limitless opportunities. Thanks to its quick and dirty approach to new information, it is a regular part of onboarding, compliance training, subject refreshers, and ongoing education.

The first step in creating a microlearning strategy is picking clear learning objectives. What will your learners learn? Which goals will guide each module? How do you keep content focused and relevant?

But then what? Do you write out a whole curriculum, or do you use online tools to help?

If you’re not trying to build a whole learning module from scratch, countless learning management systems (LMS) can do most of the work for you.

These include:

• Esmerise: A platform that helps instructors create, upload, and distribute videos to users on a specified schedule. Courses can be as long or short as needed, and do it all in an easy-to-use interface.
• Thinkific: Create community spaces for learners to share insights. Build quizzes and assignments to help learners memorize and reinforce knowledge.
• EzyCourse: White-label LMS to give your company full customization over content and learning modules.
• Podia: A more general platform for sharing learning content and building out schedules to distribute it. It is also helpful for sending emails to those enrolled.

This is not an exhaustive list, by the way. There are so many microlearning platforms out there, each with its own pros and cons.

Plan engaging content

Effective teaching informs and guides. Your microlearning content should draw heavily from your and others’ experiences to place facts within a realistic and useful context. This takes time.

First, plot an outline from beginner knowledge to expertise: How does one get from learning about something for the first time to being an expert?

Note: ChatGPT can help with content planning. Type something like, “Create a training program to help new hires better listen to clients. List 8 bullets from beginner to expert, and suggest microlearning video ideas for each point.”

ChatGPT isn’t perfect, but sometimes all a good idea needs is to see some bad ones.

To make the learning experience more dynamic, use a variety of formats—short videos, infographics, and animations.

Gamification and the learning experience

Login streaks and leaderboards are great ways to keep people engaged in content. They draw from the same logic that keeps people coming back to fantasy sports and Jeopardy!—rewarding consistency.

Points and badges are a free way to make learning more enjoyable and motivating. Learners complete modules and retain info by enjoying incentives for trying, respecting that we all learn at our own speed and comprehension.

Don’t forget about In-Person

Education is always evolving. Just because a couple of suits swear by microlearning doesn’t mean you should toss all your money at it without checking other options. And yet, all too many companies take this approach only to scratch their heads, wondering why it didn’t work.

A standalone training module is insufficient because it often lacks the context and practical application necessary for learners to internalize and retain information. Without opportunities to practice and apply new skills in relevant scenarios, knowledge gained in isolation may not translate effectively to real-world workplace situations.

Here’s why: In-person training relies on relationships. It commands the big bucks not because of the information it provides, but because of the person-to-person connection it fosters. Those connections are what turn book smarts into real-life knowledge. Sometimes, all you need is to ask a human being a question—not type it out to a chatbot.

This is why microlearning works best when combined with in-person training. While there are plenty of great online courses out there, an LMS should never replace the interpersonal connection. Microlearning modules can introduce concepts, but workshops and seminars are where they take shape.

Real-world microlearning examples

Probably the best example of microlearning is Duolingo. Nearly everyone’s used it, and it’s easy to see how it works.

Duolingo keeps users engaged with:

• Short, focused lessons that users can complete in just a few minutes
• Daily streaks for users who keep at it, giving them access to special contests
• Score requirements that have to be met before they can advance
• Regular reviews of past material
• A variety of media aimed at varying the learning modules

Another example is the microlearning used by Google to train through “whisper emails.” These manager-only emails offer new strategies for leaders to try with their teams and share feedback through follow-up messages.

Microlearning courses are also used at Walmart, where employees use virtual reality (VR) corporate training modules. Each short VR module is focused on helping employees carry out specific tasks and scenarios in a simulated environment, giving them practice within a controlled setting so they feel more confident outside of one.

Focused, short bursts of content like these can help organizations create more engaging and efficient learning experiences for their workforce.

Catering to the modern learner

No matter what generalizations you have about your employees—old, young, smart, eccentric—quality content is always effective in helping people learn.

Planning and intention go a long way toward achieving results. The most impactful trainings are those in which expertise is demonstrated as a result of a change, and that change may not always be easy to share or convey. Don’t be afraid to get vulnerable.

Microlearning isn’t a sprint, so remember to give people time to learn things on their own. On-demand content should be designed to fit seamlessly into busy schedules so learners can engage with the material anytime and anywhere.

Above all, it gives learners a chance to learn new skills that will help them at work. Otherwise, it’s pointless.

More Resources:
Skill gap analysis template: Build a customized tool for your team
Act your wage: How young workers are responding to stagnant pay
AI job descriptions: How to write them faster and avoid bias