Think of how many times you’ve been forced to substantially rewrite training materials as your organization goes through changes—particularly throughout the turbulent recent year.
With a focus on microlearning, you’ll no longer need to rewrite a full pamphlet or presentation. You’ll have instead a collection of short units, and will simply need to remove those that are no longer applicable and write new ones. Both of these activities will be quick and straightforward with micro-units.
Incorporating microlearning doesn’t mean your organization needs to abandon its existing training efforts. Instead, it means you can enable a broader and better understanding of those efforts.
Let’s shift from the conceptual to the concrete with Karla Gutierrez’s article “Numbers Don’t Lie: Why Microlearning is Better for Your Learners (and You Too).” As her title suggests, Gutierrez provides some quantifiable data on microlearning that further underscores its value to time management, learner engagement, and learner retention.
Referencing a study by the Journal Applied Psychology, Gutierrez reveals that microlearning enhances the efficiency of the transfer of learning by 17%. Among previously-mentioned factors like the ease of comprehension that comes with small chunks of information, she points out this efficiency bonus comes from and with more takeaways from learning session—4-5 on average, as “microlearning content addresses only 1-2 learning objectives.” This heightened retention of information explains one of the reasons that L&D professionals love microlearning.