Microlearning is more than just a trend—it’s a practical, results-driven way to embed learning into the flow of work.
At Learning 24, Jose Hoyos delivered an insightful session that explored how microlearning can reshape how organisations approach training.
By focusing on small, impactful lessons, Jose demonstrated how this method leads to measurable outcomes like higher engagement, increased employee retention, and improved performance.
Why Microlearning Works
The popularity of microlearning is backed by compelling data:
- Employee Preference: A LinkedIn Learning report revealed that 58% of employees would spend more time learning at work if the content were presented in smaller, bite-sized formats.
- Focus and Attention: According to the Harvard Business Review, short microlearning modules increase focus and reduce distractions, a critical need given that the average attention span of modern workers is now just 8 seconds.
- Retention Rates: McKinsey & Company found that microlearning, when paired with spaced repetition, can boost learning retention by up to 90%.
- Improved Performance: Bersin by Deloitte reports that organisations using microlearning see 40% better performance and skills retention compared to those relying on traditional training.
- Cost Savings: Companies adopting microlearning can cut training costs by up to 50%, according to Training Industry.
- Efficiency: Gartner revealed that microlearning formats increase the speed of delivering training by 300%, helping organisations keep pace with evolving training needs.
- Mobile Accessibility: Forbes highlights that 70% of learners prefer mobile-based training, making microlearning ideal for today’s remote and mobile workforce.
- Market Growth: Microlearning is part of the booming eLearning market, which Grand View Research predicts will reach $400 billion by 2026, driven by corporate demand for on-demand, flexible learning options.
This data underscores why microlearning isn’t just a passing trend.
Microlearning is demonstrating a fundamental shift in how organisations deliver training to modern employees.
The benefits of microlearning make it a powerful tool for addressing the needs of today’s fast-paced workplaces.
Four Key Lessons From the Session
Here are the standout lessons from Jose Hoyos’ session, alongside my own reflections and experiences:
1. Show, Don’t Tell
One of Jose’s standout strategies was the approach he used to secure leadership buy-in.
Instead of relying on presentations or proposals, he created microlearning samples and shared them informally with leadership.
This “show, don’t tell” tactic allowed leaders to experience the potential of microlearning firsthand, leading to swift buy-in without the need for lengthy meetings or complex pitches.
The result? Leadership saw the value immediately because they weren’t just hearing about the idea—they were seeing its impact in action.
Here’s a question I ask when it comes to leadership buy-in: Are you focusing on improving key skills, delivering high-quality content, and ensuring the technology works seamlessly?
2️. Create a Culture of Learning
Jose shared a compelling example from his work with an electrical company struggling with apprentice retention.
Traditional onboarding methods were long, tedious, and often ineffective.
To address this, the company integrated microlearning into their training strategy:
- Weekly bite-sized lessons were delivered directly to employees’ phones.
- Safety updates and practical skills were introduced gradually to complement in-person training.
- Employees felt more prepared and engaged, making the transition to hands-on work smoother.
The outcome was clear: faster onboarding, greater employee satisfaction, and a culture of continuous learning.
I’ve found that microlearning transforms the modern workforce because it delivers short bursts of learning that aligns with employee requirements.
Microlearning engages employees. It helps organisations create a scalable, effective learning culture.
3. Focus on the Experience
Microlearning thrives on its flexibility and accessibility.
Jose highlighted that creativity is essential to its success. Engaging formats—such as videos, quizzes, or text updates—keep the content fresh and relevant.
By meeting employees where they are (on their phones, via email, or even through QR codes), microlearning becomes an integral part of their daily routines.
But creativity is crucial—are you relying on dull, text-heavy content, or are you embracing high-quality, creative formats that keep employees engaged?
Jose’s approach emphasised that training doesn’t need to be overly formal or rigid. A personalised, approachable tone and varied content formats can drive engagement and improve learning retention.
4. Start Small, Grow Big
One of the most powerful aspects of microlearning is its scalability. Jose started small—implementing microlearning in a single office to address specific challenges. The results were undeniable:
- Lower error rates
- Improved customer satisfaction
- Enhanced employee engagement
These successes opened the door to scaling the initiative across the organisation. By proving its effectiveness on a smaller scale, Jose gained the support needed to implement microlearning more broadly.
When organisations begin with microlearning, do they have clear objectives, the right format, and a plan for testing and measuring outcomes? It’s vital to stop over-researching and actively get involved in the process to see results.
A Key Insight to Remember
Jose left attendees with this important takeaway:
“If you believe in something, bring it to life.”
Leadership buy-in often comes from seeing, not just hearing.
When decision-makers experience the value of a new approach, they’re more likely to support its implementation.
How to Apply Microlearning in Your Organisation
Microlearning works best when integrated into a broader learning strategy.
Whether it’s part of onboarding, ongoing training, or knowledge reinforcement, the possibilities are endless. Here are some practical applications:
- Use microlearning before formal training to build excitement and familiarity.
- Follow up after in-person sessions with quick knowledge checks to reinforce learning.
- Introduce new tools, policies, or skills with short, targeted lessons delivered via mobile devices.
By meeting employees where they are and delivering content in an engaging, accessible way, organisations can foster a true culture of learning. The benefits of microlearning are evident across industries, offering scalable solutions for modern workplace challenges.
Q&A: Microlearning
Q: How effective is microlearning?
Microlearning is highly effective. Studies show it improves learning retention by up to 90% when combined with spaced repetition (McKinsey, 2023). It also boosts employee performance and skill retention by 40% compared to traditional methods (Bersin by Deloitte, 2023).
Q: What is the main benefit of microlearning?
The main benefit is its flexibility. It delivers short, focused lessons that fit into employees’ busy schedules. This approach increases engagement, enhances retention, and makes learning accessible—especially on mobile devices.
Q: What is the theory behind microlearning?
Microlearning leverages cognitive science principles, including spaced repetition and chunking. By breaking content into smaller, manageable pieces and delivering them over time, it helps learners retain information better and reduces cognitive overload.
Q: What is the power of microlearning?
Microlearning empowers organisations to provide impactful, on-demand training. It engages employees by meeting them where they are—on their devices—and aligns with the fast-paced nature of modern work, making learning an integral part of daily routines.
