We are learning all the time and often don’t even realise it.
I experienced this recently, after returning from a busy day at work, my dairy & gluten free son asked for pancakes. A quick look on my mobile and I found an online tutorial to make amazing ‘free from’ pancakes. This Just-in-time (JIT) learning was quick and informative.
The information has been retained for now, although I can’t guarantee that come next pancake day I will remember it exactly, although I know that I can recall this tutorial as a reminder. And this is a prime example of Microlearning’s advantages.
How can employers take advantage of this type of learning in the workplace? And why should they?
With a mere 10% of employees recalling training course content a year on, businesses have a real challenge in ensuring they grow and develop their staff.
Good Practice state in their report “The Secret Learning Life Of UK Managers” that speed is a major factor in learning - the answer has to be delivered quickly to satisfy the learner.
Microlearning can address these issues by making the training more easily and quickly digestible, delivering it in bite-sized chunks with an aim of gradually building up knowledge in quick short focused manageable sections.
But how does this manifest within the workplace?
When considering implementing Microlearning within the workplace it is also important to consider the learning style of your employees — are they auditory, visual, read-write or kinaesthetic learners?
Depending on the size of your organisation, there is a significant chance that all 4 learning styles will be present within your workforce.
By repurposing training content in different Microlearning formats, employers can ensure that training is delivered in an optimised style for all learners, thus meeting the requirement of speed and for efficiency.
Below are some examples of how content can be repurposed in a Microlearning format to meet the learning needs of their employees:
- Auditory learners:Create a series of short 3-5 minute podcasts from course content
- Visual learners:Transcribe the course content, incorporating relevant infographics and gradually supplying the trainee with each learning “chapter”
- Read-write learners:Ensure each “chapter” course handout has space for the learner to write their own comments as they progress, along with the introducing a written quiz
- Kinaesthetic:Create a set of micro-games around the content, taking the user through the content using an interactive style
Short videos could also satisfy the learning styles of both auditory and visual learners and by incorporating face-to-face training the employer can ensure adequate blended learning.
This may seem overwhelming for those new to the world of Microlearning and an employer has to decide if indeed any of these are suitable for their business/learner. However, if employers want to ensure the retention of staff learning they must at least consider the possibility of introducing content in a Microlearning format that is suitable to the employee learning style.
Contact eCom today to learn how we can you get started with Microlearning in your workplace.