Microlearning is an excellent methodology that allows for the design, development, and delivery of enhanced training experiences. Whether as part of the continuous learning journey or as a supplement to the employee learning cycle within an organization, it facilitates efficiencies throughout the training lifecycle, offering optimal learning experiences.
How can we improve training outcomes through microlearning interventions?
The Forgetting Curve
Attention spans and the “forgetting curve” contribute to learning fatigue and less impactful training. According to Hermann Ebbinghaus’ theory, people tend to forget what they learned over time. For instance, if a training session occurs today, after 7 days, learners may retain around 10% of the information they acquired. This phenomenon is known as the “forgetting curve,” illustrating the speed at which we forget information over a period of non-reinforcement.
The 70:20:10 Model
The 70:20:10 model also suggests that the most effective learning occurs when individuals dedicate only 10% to formal training, whether in-person or online courses. Informal learning, such as learning from peers, team members, mentors, or other professionals, contributes to 20%, while 70% is attributed to time spent working and gaining experience.
So, why do organizations still invest heavily in formal training? Primarily because training has adhered to proven models derived from more academic teaching methods.
However, increased use of microlearning can be a powerful tool for better understanding and retention of concepts, as well as for encouraging social learning and practical application of what is being learned.
The Power of Microlearning
Microlearning primarily focuses on specific, very small objectives and supports an organization’s core training by eliminating unnecessary elements. It is an action-oriented or task-oriented approach that provides bite-sized learning for learners to absorb and practice. This leads to a better understanding and, consequently, improved retention of learned concepts.
Microlearning can be administered just before an in-person session to capture learners’ interest or a few days after formal training as reinforcement for key learnings. Undoubtedly, it helps learners remember concepts well.
It also allows for updating or refreshing knowledge that may have been delivered through other methodologies but has become obsolete or forgotten due to lack of reinforcement.
The easy accessibility and specificity of microlearning content, coupled with proactive and engaging platforms, make microlearning a powerful complement in learners’ continuous learning journey. It yields results that are challenging to achieve with traditional methodologies: course completion rates exceeding 90%, 85% of students completing courses in less than 1 week with minimal organizational effort, and deployment times four times faster than traditional eLearning courses. Not to mention the ability to deliver learning experiences much more tailored to each individual’s busy life.
