Microlearning is an approach to training and education that delivers content in small, focused chunks.
It is specifically found in elearning and learning technology.
These short learning modules typically last between one and five minutes, making them easy to use, download and complete.
The modules are also easier to develop and create with a number of specific platforms also available, with a number of specific microlearning platforms including a development and delivery platforms.
This method is adaptable, catering to busy professionals by breaking down complex topics into manageable segments. It has been really popular with organisations where the one hour of learning is now dated and employees are looking for learning on the go.
It also aligns well with the modern trend of on-the-go learning, where people prefer accessing information in short bursts, whether commuting, during breaks, or even between meetings.
Microlearning is not a recent development. Learning developers have been trying to develop content on devices like BlackBerry, PSP and iPhones over the past 15 years. The platforms and development tools have now developed to allow content to develop in the most effective way for years.
Benefits of Microlearning
Quick and Efficient: Microlearning allows learners to access and absorb key information quickly, without feeling overwhelmed by lengthy sessions. The long, hour sessions are now being removed.
Modules can often be developed and deployed rapidly, sometimes within an hour, enabling organisations to address training needs immediately.
Organisations are able to respond quickly to training and communication needs.
Flexibility: Content can be delivered in various formats, such as audio, animations, videos, or interactive quizzes, allowing learners to engage on their preferred devices.
Delivery methods include text messages, emails, QR codes, or embedding in an LMS, offering unmatched accessibility.
Companies are sending our microlearning via WhatsApp, Slack and Email – reporting can be captured via a range of new development platforms. The focus for some companies and organisations is on getting the content out.
Improved Retention: By focusing on core ideas, microlearning encourages better knowledge retention through repeated exposure to small, digestible lessons.
Think about sending a series of small cyber security modules – one a week, instead of a 2 hour phishing course that people take every 6 months? What is going to work?
Techniques such as pre-training introductions and post-training recaps ensure learners retain and apply the knowledge effectively.
Cost-Effective: Development time and costs are significantly reduced compared to traditional courses, as smaller modules are quicker to create and deploy.
Organisations can save on both production and distribution.
Scalable: Microlearning content is easy to localise for different languages and audiences, making it ideal for global teams.
With fewer words and shorter videos to translate, the process is much faster and less expensive.
On-Demand Access: Learners can revisit the content as needed, creating opportunities for just-in-time learning.
This feature is invaluable for skills or knowledge that need quick refreshers, such as compliance requirements or procedural updates.
Looking to build a library of content? Don’t forget that you’ll need good titles and meta data otherwise you’ll quickly have a lot of content that people can’t find.
Case Studies: Microlearning in Action
Construction Company: Apprentice Retention
A construction company faced high apprentice turnover due to long onboarding sessions.
By introducing weekly microlearning lessons delivered directly to apprentices’ phones, covering topics like safety, technical skills, and wellness, the company reduced onboarding time by 30% and significantly improved retention.
Sales Enablement: Discovery Call Success
A sales team enhanced their discovery call process by implementing weekly microlearning lessons.
These focused on key concepts such as open questioning techniques and customer needs analysis.
The result was improved team confidence and a record-breaking quarter, generating $1.5M in additional revenue.
How to Create Microlearning
Define Objectives: Start with a clear understanding of what the learners need to know and do. Setting measurable objectives ensures the content aligns with organisational goals.
Chunk Content: Break down complex topics into smaller, standalone modules that focus on a single concept. Each module should deliver one key message or skill. You might need more than one module to cover a subject set.
Engage Learners: Use diverse formats like videos, quizzes, or animations to maintain interest. Incorporating interactive elements helps to boost engagement and understanding.
Keep It Concise: Ensure each module is short and to the point, ideally under five minutes. Focus on one specific need or topic to maximise impact.
Test and Iterate: Pilot the modules with a small group and refine the content based on learner feedback. This ensures the final product meets the learners’ needs effectively.
How Long Is a Microlearning Content Object?
Microlearning objects are typically between 1 and 10 minutes. There isn’t a standard and reading around you’ll actually find various views on how long a content object should be! However the genernal consensus is that should be under 10 minutes.
If you content is over 10 minutes and you are thinking micro, then review the content and think about how you can divide it into smaller objects. You might want to do this if you content is 7-10 minutes. Think about the audience, the content and what you are trying to achieve. You might want to split it further.
Consider the content you have when you are thinking about your microlearning project. It might not be suitable for microlearning and spliting the content might have a negative impact. You could be working on a subject where you need to deliver a long course – think cyber security, finance compliance. If that’s the case don’t force the content into a time that doesn’t work.
Best Practices for Effective Microlearning
Start with a Clear Goal: Before creating microlearning content, ask: What’s the desired outcome? Is it improved sales performance, enhanced customer service, or compliance adherence? Define measurable objectives to ensure focus and impact.
Keep It Simple and Engaging: Microlearning isn’t about cramming as much as possible into a short lesson.
Focus on one topic per module. Use visuals, animations, and interactive elements to keep learners engaged.
Integrate Into the Learning Ecosystem: Microlearning shouldn’t exist in isolation.
Blend it with other training methods: e-learning, in-person workshops, or mentoring programs.
Use microlearning to prepare learners before a workshop and reinforce concepts afterward.
Localise Thoughtfully: Translate and adapt content to resonate culturally.
This approach is faster and more cost-effective with microlearning because of the smaller content size.
Tools for Microlearning
Modern tools simplify the creation of interactive microlearning content. These platforms allow for:
- Quick creation of text-based lessons with embedded images, videos, and quizzes.
- Distribution through multiple channels like Slack, email, or QR codes.
- Integration with LMS platforms for tracking and analytics.
- Real-time adjustments based on learner feedback.
What Development Tools Can I Use?
You can use any development tool to create microlearning, but there are some considerations. You content object might be short, but still have rich, interactive, multimedia experience and you might consider Articulate Storyline 360 as being the ideal development platform.
Microlearning could be part of a wider strategy to communicate to employees, share information and be part of a training plan. Then, you might think about using something like 7Taps. This is a platform designed to support the development of microlearning objects and allow you to distribute them simply and easily.
Your microlearning project might be a series of short videos that you deliver via Slack or email. The opportunities are endless. You can use a variety of development tools and deliver it via lots of deliver methods, not just an LMS or LXP.
Conclusion
Microlearning offers a practical, scalable way to deliver impactful training, especially for time-pressed learners.
By focusing on essential knowledge and skills, you can create a dynamic learning environment that drives engagement, improves performance, and supports continuous development.
Whether used as a standalone tool or part of a broader learning strategy, microlearning empowers organizations to adapt to the needs of a modern workforce while delivering measurable results.
Questions
What is meant by microlearning?
Microlearning is a training approach that delivers short, focused lessons (1-10 minutes) on specific topics. It’s often used in elearning and learning platforms (Like LMS.LXP), making it easy for users to learn on-the-go through videos, quizzes, or animations. It is also delivered by other platforms like Slack and Email.
What is an example of micro training?
An example is a series of 2-minute videos on phishing awareness, sent weekly to employees, instead of a lengthy cybersecurity training session. Each video covers one key idea, ensuring better retention.
Does microlearning really work?
Yes, it’s effective because it focuses on small, manageable lessons that improve knowledge retention and engagement. Studies show people learn better when content is brief and repeated over time.
How do I start microlearning?
Start by defining your goal. Break topics into short modules, focus on one idea per module, and use engaging formats like videos or quizzes. Test the content with a small group and adjust based on feedback.
