eLearning

What is Microlearning?

What is Microlearning? 766 384 VP Legacies

With the world’s rapid technological advancements in the past few years, new tactics and strategies are redefining virtually any niche you can think of. Chief among those niches is education, which has seen several different disruptive strategies and technologies emerge over the past decade. Of those numerous strategies, microlearning has proven to be a game-changer in encouraging deep learning while allowing employees to stay connected with those around them. Upended the way we view workplace training programs, microlearning boosts employee morale by fostering day-to-day growth.

This modern-day solutions to corporate learning has emerged as one of the most effective and engaging ways to keep learners excited about exploring new arenas. At VP Legacies, we incorporate microlearning into our eLearning tools to keep your employees engaged and connected. Here’s our guide on everything you need to know about microlearning.

Related: Monochronic vs. Polychronic cultures: What are The Differences?

What is Microlearning?

Microlearning can be defined as a kind of professional development delivered in small units. It divides huge chunks of learning material into small bits and pieces so that learners can get a grasp of all the information in a more digestible manner. 

A microlearning course can last anywhere between a five-minute session to a lesson that’s 10 minutes long; it can also be divided into various standalone sessions that together forms a longer module that teaches a single objective. In microlearning, one lesson equates to teaching one skill. 

Sometimes, long training or learning initiatives can separate employees from the group and pose a distraction from daily tasks. However, microlearning believes in delivering results quickly. Whereas traditional learning doesn’t let you move on to the next lesson without finishing the one before that, microlearning is more about each lesson being a meaningful unit in itself. Learners have the liberty to choose lessons based on their learning backgrounds. It allows them to see quick results and make sufficient progress, allowing them to learn while continuing to take part in company activities and collaboration without being distracted.

How did microlearning start?

While microlearning can seem like a new concept, it’s actually been around for decades. The concept came from “microteaching”, which was prevalent during the 60s. Microteaching originated in the education industry to optimize the training method for the new teachers. This was done by scaling back on elements such as time, size, and content. This is what created the foundation for microlearning.

It was in 2005 when the first ever conference related to microlearning took place. The place was Innsbruck, Austria, and the event was brought together by the Research Studio eLearning Environments and the Institute of Educational Sciences at the University of Innsbruck. 

The conference focused on the features of microteaching and the status of higher education and corporate training during that period. One conclusion was the potential of microteaching to improve internal communication among employees and create new forms of personal connection. As a result of this, microlearning was born and became what it is today.

Trends, Examples, and Features of Microlearning

The concept that started with a small beginning has now grown into a multimillion-dollar industry. There are many current implementations of microlearning that have gained a lot of popularity lately. Here are some of those trends and examples:

Types of Microlearning

  • Mobile-based learning: Since microlearning is agile and concise, it’s not a surprise that it has led to the proliferation of mobile-based learning. Also known as mLearning, it makes all the learning material easily accessible to the users, so that they can go through them on their phones. 

Mobile-based learning is mainly focused on the mobility of the learner and enables a smoother way for learner interactions to take place. Sharing content, feedback, and discussion points becomes easier through mLearning, allowing employees to connect online more easily.

  • eBooks: eBooks are convenient, accessible, and readily available to readers. Employees can read eBooks over a period of time, making the learning process more flexible for the user. You can also incorporate engaging and interactive elements into an eBook for better memory retention, such as videos, quizzes at the end of every chapter, infographics, and so on. Interactive elements like these also give employees something to talk about.
  • Interactive PDFs: Interactive PDFs have proven to be the evolved equivalents of portable documents. The interactive elements in these PDFs facilitate the engagement rate among learners, thereby increasing their attention span and giving a new spin to the delivery of knowledge and skills. These PDFs also help engage employees by including features such as popups, tabs, animations, etc.
  • Gamification: Gamification refers to applying gaming strategies in a non-game context. It’s mainly used for training and development. 

The training exercises these days are made to resemble a big game. For instance, completing certain courses to earn a badge. Gamification leads to more efficient outcomes and provides a better learning experience to the users. Gamification creates a social environment for learning that gives employees a more fun way to interact.

Pillars of Microlearning

  • Brevity is one of the main features of microlearning, as the name clearly suggests. Microlearning is intended mainly for those users who don’t have a lot of time to spare for skill development. Since a lot of microlearning is focused on mobile-based devices, employees can learn skills regardless of being short on time. They can continue completing daily tasks and working with others, facing limited interruptions.
  • A very unique feature that makes microlearning work is its standalone nature. Microlearning doesn’t require its learners to have attended any of the previous sessions. 

Even if certain portions of the module do contain additional information that can’t be fitted within the module, they are provided to the learners in the form of external links and references. Since microlearning is so self-sufficient, every lesson can be delivered independently. 

  • Due to its short duration, microlearning provides one single module or course at a given time. Taking complete advantage of its shorter duration, microlearning focuses on just one single module, and makes sure that learners derive the most from it.

Instead of focusing on several different things at once and not accomplishing any of them, a single learning objective allows for more optimal results. Therefore, the outcomes are more substantial. 

  • Just because the duration of microlearning is short doesn’t mean it’s not interactive. In fact, interactivity forms a major part of microlearning. Learners get to apply the knowledge they have received, which allows them to seal the said learning in their long-term memory.

These interactive elements include drag-and-drop interactions, eLearning games, simulations, etc. Since immediate feedback is provided, learners get the chance to correct their mistakes on the spot. They can also repeat the activity to improve their problem-solving skills.

Incorporate microlearning with VP Legacies courses and capabilities.

What are the Benefits of Microlearning?

Microlearning has several benefits to foster effective learning and communication in a corporate training environment. The following are some of those benefits:

1. Absence of Cognitive Overload

Remember cramming for a test in school? The human brain can’t process an overload of information. Therefore, it should be given time to go through any information that comes in. Microlearning helps with just that. Learners gain access to small bits of knowledge at regular intervals instead of having to consume or memorize modules in huge quantities all at once. 

This helps prevent cognitive overload. Learners are able to absorb the skills and knowledge required for a current task, and also preserve the prime takeaways. The brain gets enough time to process the data and link it to the preexisting knowledge. Learning effectively creates confidence, encouraging employees to collaborate without trepidation.

2. Targeted Learning 

Microlearning takes full advantage of its short duration by making the modules cover just one objective in bite-sized forms. All the redundant and unnecessary information is filtered out, allowing employees to learn vital information and reach out to other employees where their specific skillsets are required. 

This prevents the learners from feeling overwhelmed and gives them ample time to absorb and retain the information. Microlearning saves time, since it focuses only on targeted and specific information. Therefore, all the time is devoted purely towards learning instead of having to fret about worthless info. 

3. Improved Engagement 

The generation of today doesn’t believe in gulping down pages and pages of course material. They believe in attaining the required knowledge in as short a time span as possible. Microlearning helps in this regard, keeping the learners engaged and curious through various formats.

Since modules are provided in the form of videos, podcasts, quizzes, infographics, and the like, it’s easier to keep the attention of the readers in check. Even if a learner goes through five modules in one day, they will stay engaged and interested due to the high level of interaction due to the incorporation of rich media. Interesting material not only allows employees to engage better with learning, but also with other employees.

Related: Internal Communication Best Practices

4. Boosts Knowledge Retention and Recall

In 2015, it was reported that microlearning helps in improving a learner’s retention rate by 20%. It was also reported that microlearning helps learners take less time to answer questions. Learners get the opportunity to reflect on what they have learned while communicating with others and also evaluate their new skills in the corporate context right away. 

All the knowledge that they acquire can be connected to real-world applications. This practical form of learning is what helps in boosting the rate of knowledge retention and recall. Since humans are capable of retaining information better when provided through visual and interactive mediums, microlearning wins in this aspect. 

5. Cost-Effective

The Towards Maturity Research in 2016 stated that 87% of businesses wish to reduce their learning costs. This wish comes true with microlearning. Since the duration of it is less, the method also requires less time and fewer resources for delivery and preparation. As a result of this, the production cost reduces and the development cycle is shortened as well.

Updating a module is easier in microlearning due to its design. Since modules don’t affect each other in this method of learning, businesses end up spending resources more efficiently. Also, as microlearning works well for numerous stages ranging from pre-training to during-training, long term value can be achieved at a minimal cost. 


6. Supports Just-in-Time Learning

Sitting for hour-long presentations on dull topics such as company policies is arduous for anyone and everyone. Even if the topic is mildly interesting, long lecture sessions make them boring. Companies cannot always afford to take employees away for training. This is where the benefit of microlearning kicks in. 

Microlearning believes in the theory of ‘just-in-time’ learning. This entails that learning is available based on demand and when learners need it. Hence, they can engage in learning at their own pace and whenever it might prove most valuable to communicate more efficiently. Learners get the chance to receive just the information they need, with microlearning’s targeted approach. This makes microlearning ideal for corporate training for skills, tasks, and even safety, as it revolves around the transfer of knowledge. 

Summing Up

Microlearning has been changing the world of training and education for a very long time, and thanks to the various advancements in technology, its applications and everyday uses grow with every passing minute. Once a tool for the world of academia, microlearning is now creating waves in the corporate sectors, aiding in skill development, faster onboarding, and retention of knowledge. 

Regardless of whether you’re a professional in this field or are just starting out, each and every individual can reap the benefits of microlearning. As millennials continue to populate the workforce, the demand for microlearning is only going to keep increasing – bite-sized moments of upskilling to complement a busy, modern lifestyle. At VP Legacies, we develop microlearning tools to fit your corporate needs. Get started with us to boost personal connection and internal communication in the workplace.

Related: 10 Ways to Reduce Employee Turnover in 2019

What is eLearning and How is it Changing the World?

What is eLearning and How is it Changing the World? 749 499 VP Legacies

Technology knocks down traditional barriers to learning by providing accessibility and a chance to connect meaningfully. Classrooms are no longer limited to four walls and a blackboard. eLearning takes cognitive development above and beyond, giving students the liberty to receive their education in more flexible and engaging ways.

Companies and organizations across the globe utilize eLearning tools to foster employee connectivity by reinvigorating the learning process and helping them develop both task-based and communication skills. Online training programs create a framework for employees to learn, as well as process the kind of professional development that happens all the time at work, directly translating into employee satisfaction and retention. VP Legacies helps your company develop the eLearning tools to help your business reach its bottom line while reminding your employees how much you value their professional growth, both for your good and theirs. Here’s our guide to what eLearning is.

Related: What to Include In an Internal Communication Plan

What is eLearning?

eLearning can be defined as a learning system that entails the combination of formalized teaching and technological resources. The use of computers and the internet led to the development of eLearning. It enables the transfer of skills and knowledge beyond just physical classrooms, with a large number of recipients receiving education either at the same time or different times. 

eLearning has proven to be an especially useful resource for companies and businesses, helping learners and users achieve their training objectives with ease and flexibility. eLearning employs an assortment of techniques, such as presentations, quizzes, surveys, audio-visual recordings, discussion groups, and so on. These modes of learning enhance corporate learning that might occur in physical spaces and during day-to-day task completion. Providing an extra platform for learning helps employees connect with each other and communicate shared goals.

Using a learning management system (LMS), eLearning courses can be published online. Course creators are able to streamline all the content in eLearning into an accessible location with the use of LMS. There are quite a few eLearning trends that are pretty popular. Some of them are as follows:

  • Artificial Intelligence: Artificial Intelligence (AI) has emerged as one of the strongest elements in eLearning in 2019. Using the past modules, AI deciphers the behavior of the learner, along with his/her strengths and weaknesses. This allows it to personalize the learning for the user by recommending them certain modules. 

These modules are selected with the aim of filling the gaps that exist in the learner’s knowledge. Chatbots are available round the clock, and they take the responsibility of a lot of admin work, including onboarding the learners. The ease and accessibility of AI along with its smaller workload makes it a preferred approach, using automation to fill employees in on mundane tasks so that executives, administrators, and managers can focus on personal connections with employees when it truly matters.

  • Microlearning: Microlearning is a go-to option for numerous organizations to use small amounts of learning to boost knowledge retention more easily and more regularly. These smaller modules are object-driven and high on impact. 

The modules can be implemented on various devices, and are easy to be repeated and updated whenever required. They can also be made more interactive by using quizzes, games, infographics, and the likes. Learning tools that are logistically easier to access mean that they can better integrate with employees’ day-to-day routine, preventing self-isolation and allowing personal connections to continue.

Related: Internal Communication Best Practices

  • Mobile Learning and Videos: Any visual medium allows us to remember easily, and that’s why videos are so integral to eLearning. In addition to making learning more visually pleasing, they are more interactive. Also, using elements such as realistic scenarios, challenges, decision times, and characters, further boost knowledge retention. That’s why at VP Legacies, we create video content tailored to your company’s brand.

With mobile learning, the communication between the learner and the manager increases. It enables the manager to always be around to answer any queries the learner might have, and be available as a collaborative resource rather than an authoritative instructor.

  • Gamification: In addition to improving retention levels and engagement, gamification has also proven to accelerate sales and business performance. Employees engage in the process of learning in exchange for rewards. Plus, this makes learning become more of a social interaction and a chance for connection rather than a dull module to sit through. It boosts the motivation of the learner and leads to a positive behavioral change. 

Find out more about VP Legacies Custom eLearning Development.

Benefits of eLearning

The fact that eLearning saves training costs is a known fact. However, it also has many other benefits. Some of them are as follows:

  • The eLearning methods are more engaging. Utilizing various formats, ranging from text and videos, to animation and gamification, allows employees to feel connected to their company in new dimensions. Since every user reacts to learning differently, this mix of learning methods proves to be very useful.
  • Companies usually end up spending millions on having instructors and employees fly in to participate in a particular course. The cost of scheduling classes and sourcing trainers is quite hefty. These costs are eliminated through eLearning, since online courses can be conducted within a much smaller budget. This is also why so many companies are able to work with teams from all around the world, increasing the chances for overseas connection and collaboration.
  • The training processes and requirements vary from department to department in every organization. As a result of this, training programs can feel aimless or lack cohesion. eLearning helps to centralize these programs with one accessible location. Furthermore, our eLearning programs at VP Legacies seamlessly integrate your company’s goals and philosophy to encourage personal connections between employees with shared interests and goals.
  • The condition of the marketplace is constantly changing. Due to this, organizational training needs to be agile enough to catch up with those changes on a real-time basis. eLearning provides agility as it updates the training demands within an organization, and upgrades it so that the business stays current with the current trends.
  • eLearning makes the onboarding of new users simple. Instead of having to wait for the next in-person class, learners can just join in and start learning from day one. This way, everyone stays updated and can actively contribute to the growth of the organization. 
  • Through eLearning, companies get to view how a program is impacting their business KPIs. If you decide beforehand the goals you wish to achieve through eLearning, you’ll be able to reach and track your business objectives at an accelerated pace. 

Summing Up

Several organizations, educational institutions, and corporations have started employing eLearning to replace or enhance their traditional methods of learning and development. eLearning enables organizations around the world to help employees grow and communicate meaningfully with others at their organization. 

With the help of eLearning, companies are able to multiply the knowledge and productivity of their workers, as well as create seamless modes of internal communication. So any institution looking to bring about growth and progress in today’s era should definitely look at eLearning to attain the best possible results. Check out our offerings at VP Legacies to start using eLearning to engage your employees.Related: Crisis Management for Businesses

10 Best eLearning Tools Online

10 Best eLearning Tools Online 775 506 VP Legacies

Learning is a never-ending process for businesses and their employees. In the corporate environment, where hiring new talent is increasingly expensive and cumbersome, eLearning can help engage employees and foster a sense of collaboration and personal connection in the workplace. The best investment a company can make in itself is in it’s employees, and eLearning can simultaneously help employees further develop their skills and boost employee retention. Upskilling existing employees has never been easier and more scalable thanks to the burgeoning eLearning industry.

At VP Legacies, we use multi-modal media tools to improve internal communication and empower your employees to learn new skills and undertake new roles. Here, we will walk you through some tried-and-tested eLearning tools for leaders and their employees to advance their careers with the best possible platforms to understand and develop new methods of leadership/vocational skills and best practises relevant in today’s day and age.

Related: What to Include In an Internal Communication Plan

Why eLearning?

While physical meetings and reading materials can also expand employee skills sets, these strategies alone pose barriers of location, time, and even engagement. eLearning skills make resources available to you at the click of a button. These platforms offer many logistical and strategic benefits, like helping employees in other offices feel in the loop, supplementing ongoing learning during conferences, and allowing employees a greater sense of flexibility. Participants can often choose the course of their liking and the topic of their choice, and  complete modules in their desired timeframe without feeling overburdened.

The requirements for executives and other upper level employees are vastly different from those just starting out. This is why the tools listed below act as a great resource point for tailored learning according to both employee position and company-wide goals. 

What Determines A Good eLearning Course? 

Just like any other course, an eLearning course or platform must have a well-rounded approach that will enable everyone in a company to grow. It should also encourage communication and connection rather than give employees a reason to isolate themselves at their desks.

A good eLearning tool should be well-focused, but also well-informed – drawing from multiple sources and knowledge bases in order to reach a high degree of depth and nuance. An eLearning course drafted by experts with credibility in their area of expertise communicates information in an informative but easy-to-understand manner. In addition to these factors, there are elements you should consider according to your company’s brand and goals before starting the eLearning journey. 

Every eLearning tool has its own USP and key differentiating factors. Here’s a list with the top 10 eLearning tools that help with leadership, management and enthusiastic productivity at your company.

Top 10 eLearning Tools 

VP Legacies

The courses and tools here at VP Legacies emphasize the importance of personal connection and internal communication in the workplace. Humans are what make a business successful, and leaders can tackle the countless problems that arise on a daily basis by keeping everyone on the same page. Our resources at VP Legacies address a wide range of topics ranging from methods to reduce employee turnover to developing an efficient communication strategy and everything in between.

As a business leader, you know the importance of communication both within your organization and outside. As such, the educational material across multiple e-platforms recognizes helps develop vital skills for communication and connection that have a positive, long-lasting effect on the relationships and workflow at your company.

Find out more about VP Legacies Custom eLearning Development.

CoachReady

CoachReady is one of the first online coaching website, boasting over 10 years of experience in online coaching for executives. Their specialized coaching tools, courses and one on one interactions are what sets them apart. Their strategy focuses on building connections between employees and realizing the changing scenario in today’s corporate world in order to make key business decisions.

edX

Founded by Harvard University and MIT, edX hosts a large database of courses that help business leaders. With over 550 courses in 10+ languages, edX has created an easy to access database for eLearning. With topics like ‘Storytelling in the workplace’ and others that deal with corporate culture and the importance of different communication strategies for executives, edX is one of the top eLearning tools for today’s leaders.

The self-paced courses make it easy for busy professionals to learn and develop their skills at their own convenience and according to their own schedule.

LinkedIn Learning

LinkedIn is the go-to place for all things professional. This social media network has carved its presence in the corporate scenario all over the world. LinkedIn Learning is a comprehensive tool for professionals to develop a myriad of skills. Its ‘Leadership and Management’ course, for instance, helps executives undergo professional development with efficiency and strong leadership in mind. It focuses on topics such as ‘Giving and Receiving Feedback’ and ‘Managing Team Conflict,’ which are core topics for internal communication.

The learning courses are drafted and presented by executives who are leaders in their space, taking the time to share their knowledge with other upper-level employees across different industries. 

Related: Internal Communication Best Practices

Coursera

A course database for all kinds of audiences, Coursera lets business leaders gain access to resources that will help them develop and enhance employee management skills, become a source of positive thinking for their teams, and develop their influencing abilities within an organization. The leadership and management courses at Coursera are developed by institutions from across the globe to provide a holistic approach to learning in the workplace.

Coursera is a well-known eLearning platform with a track record of providing certifiable and reliable resources for leadership and management. Coursera’s specialization courses on topics like ‘Leading People and Teams’ and ‘Dynamic Public Speaking’ are useful tools for developing corporate communication strategies.

IIDM

IIDM, or The International Institute of Directors and Managers, is home to a vast resource center that includes topics discussed by top CEOs and managers all across the globe. Their monthly roundup of ‘Top CEO issues’ provides a central place to understand common pain points faced by leaders from all over the world. Along with that, they possess a good number of resources on the importance of communication and the right way to tackle tricky situations through collaboration. Their eLearning platform also includes video resources and webinars along with excerpts from top business books.

Class Central

The eLearning platform, Class Central, provides access to free online courses and MOOCs from the University System of Maryland, Universitat Politècnica de València, University of the Witwatersrand, École Centrale Paris and other universities. Many courses in Class Central focus on personal communication, like their course ‘How Managers Can Learn from Philosophy’ and ‘Different Ways to Implement Positive Change in an Organization.’

MindTools

The great thing about this eLearning tool is that they offer a wide variety of kinds of resources. These include articles, podcasts, videos, infographics, quizzes, book insights, expert interviews, and more. They cater only to those looking to develop their leadership and management skills along with other aspects of management like personal effectiveness skills.

Their resource center is 2400+ strong. The introspective nature of their diverse media and the variety of learning categories makes this a worthwhile eLearning platform that’s intuitive to use and clearly adds a recognizable value to the learning process. The platform has courses on topics like ‘How Approachable Are You?’ and ‘Common Communication Mistakes,’ both essential topics for improved corporate internal communication and engagement. 

 CatalystX

CatalystX has an inclusive approach when it comes to learning. With today’s rapidly shifting corporate atmosphere, inclusivity on the senior level is of the utmost importance. As a senior-level executive, one needs to be aware of and be informed about issues such as LGBT+ inclusion and workplace bias. 

The courses at CatalystX are heavily leaning towards these issues and help executives understand their importance and more importantly how to deal with them in the workplace. The materials are available in different languages such as English, Japanese, French, and more. 

Skillshare

Skillshare is a popular online learning community with contributors or teachers who have excelled in their respective fields. This video learning platform gives users the perfect opportunity to learn from their peers through interactive videos. They have over 24,000 courses many of which include many business and leadership focused segments.

Learn ‘How to Give and Get Honest Feedback’ along with ‘Mistakes to Avoid for Leaders’. Their vast variety of leadership and executive-level topics make it a great resource for anyone who is at a senior level and wants to expand their knowledge while leveraging their experience.

In Conclusion

There are few things in life as enriching as absorbing knowledge and bettering one’s communication abilities. Learning doesn’t stop at the executive level. In fact, in such a dynamic and ever-expanding corporate landscape, it’s more critical than ever that seasoned employees better their skills and expand their repertoire. 

The thirst for knowledge and the quest for learning is why CEOs are CEOs. The list above is a compilation of various eLearning tools that help business leaders and employees across numerous aspects of leadership and management, all the way from workplace inclusivity to personal and internal communication development. 
Related: Crisis Management for Businesses

eLearning vs. Microlearning: What Are the Differences?

eLearning vs. Microlearning: What Are the Differences? 1050 700 VP Legacies

eLearning and microlearning are two forms of development resources that are quickly gaining prominence in workplaces today. As careers get busier and both time and poses a huge constraint, online learning modules are fast becoming the best way to learn and keep skills updated on-the-job continuously. Meanwhile, microlearning solves the issue of time by encouraging frequent and gradual growth. Keep in mind that the two are not mutually exclusive, and you can definitely incorporate both into your company’s learning and communication strategies to better engage your employees.

In this piece, we’ll dive into the fundamental principles of learning, how they’re used in online learning methods today, and dive into the two trending learning methods: eLearning and microlearning.

Related: Monochronic vs. Polychronic cultures: What are The Differences?

What is eLearning?

The capacity to learn is believed to be shaped by two essential factors: high mental functions and practical tools. Since learning involves a response to external stimuli, learning is an active, continuous process. That means that learning is not just a way to help employees develop skills, but encourage their connections with fellow colleagues and even improve retention rates.

Learning has come a long way from the 16th century when compulsory learning during childhood was introduced and special spaces (schools) were created for cognitive development. In the 21st century, online learning has changed the face of education, becoming more accessible without needing physical spaces.

eLearning is acquiring knowledge or education remotely or via the internet. It’s a formalized learning system that imparts a formal curriculum to recipients in different parts of the world at the same or different times. By utilizing electronic resources, access to education has become easier, granting users access to full courses taught completely online. Online resources can even increase personal connection within the workplace, giving people something to talk about that fosters a positive learning environment. Employees who are provided with eLearning opportunities by employers quickly become more productive, as their skills and expertise grows within the company and they continue to make valuable connections with their coworkers.

The Four Theories of Learning in the Digital Age

Even though online education has creatively circumvented the overhead charges that come with a traditional class setup, it still relies heavily on traditional learning methods. That means that digital learning used internally in any organization typically incorporate these four learning theories:

Cognitivism

Cognitivism is based on conscious thought, emotions, and other mental processes that promote cognitive development. According to this theory, being able to understand learning helps to find meaning in what is being taught. This, combined with previous knowledge, resulting in better productivity.

Cognitivism is a considerable part of eLearning, since the learners have to process their conscious thoughts and emotions by themselves. Their decision-making process is challenged, and so is their cognitive development. While solo thinking strikes a key part of cognitivism, it’s important to note that collaboration can enhance one’s cognitive abilities. You can incorporate eLearning tools into meetings, conferences, and other corporate events to help employees grow and learn together.

Behaviorism

Behaviorism determines how eLearners act educationally by focusing on measurable and defined goals. One’s behavior will determine how serious and dedicated and committed they are to their learning processes. In a traditional class, the presence of the teacher is motivation to be on the right behavior, but with online learning, personal accountability is key to approaching one’s education responsibly. With this in mind, eLearning courses and tools often create discussion topics and opportunities to encourage employees to interact with each other and boost their enthusiasm for learning.

Connectivism

eLearning is based on the theory of connectivism, which connects cognitive and behavior methodologies. It promotes collaboration between the tutors and students as well as real time feedback. Plus, online learning provides platforms where the student can be part of a massive and relevant community. Finding answers to questions is easier, and eLearning allows users to learn from several perspectives instead of from one instructor. eLearning works because it uses a seminar-like approach to foster discussion and connection rather than authoritative learning.

Although traditional classes also tap into connectivism, it’s not the same as building a community online and using eLearning tools to enhance in-person conversation. Employees using online courses to further their skills can simultaneously find answers to their questions, learn meaningful skills, and connect with their colleagues..

Constructivism

This theory promotes collaboration where eLearners build upon information outside of the electronic “classroom” set up. They can use chat rooms, blogs, and online forums to further arguments and share different perspectives away from the traditional approaches. This creative form of engagement creates new channels of internal communication that can re-enthuse employees.

What is microlearning?

Microlearning is a kind of learning, often using eLearning capabilities, that works best for companies and organizations when training their staff. eLearning offers learners everything from a complete university course to learning how to operate a work-related application. Micro learning, on the other hand, offers small learning units to provide bite-sized training to employees over a long period of time. Micro-learning is touted as the best training model for organizations because it takes minimal time to impart essential and crucial knowledge while allowing employees to grow every day.

eLearning approaches education in its entirety from the theoretical aspect to increasing skills. Micro-learning, on the other hand, focuses more on providing skill-based knowledge in short training modules. 

Advantages of Microlearning

Has very defined goals

Microlearning breaks down complex ideas into simple parts that enable the learner to achieve their goals faster without distracting them from daily tasks. That means that the person using the training goes into the learning session with a specific objective.

Employee onboarding is a form of micro-learning and it’s effective in helping new hires understand the work process that comes with their job so they can be effective from day one. The objective here is to learn how to perform their duties, not learn about company culture or other departments. Nevertheless, the right micro-learning skills can achieve both at once, giving employees a chance to connect with their managers and colleagues on a small scale.

Faster to deliver

Because of the size of the trainings, it’s easier to deliver the information to the learner. Sitting through a short course means that one can concentrate better on the content compared to running through an hour-long course on the same subject. 

Also, shorter training enables employers to deliver any changes in information faster as their business goals change or new regulations are announced. While long training courses can often feel like a painful chore, micro-learning helps employees feel connected to the company by allowing them to achieve goals quickly and with minimal distraction from day-to-day tasks.

Better knowledge retention

Employees are able to retain knowledge from short training better, even if it’s complex. Micro-learning courses deliver 1-2 objectives to prevent confusion. Also, because the courses are short, learners can revisit them repeatedly as a reference point. 

Micro-learning units are typically self-contained, meaning one doesn’t need to look for the information anywhere else. Learners can take the training at their own pace since they only have to digest small chunks of information. Since micro-learning takes place over time, employees can reinforce goals little by little and incorporate what they’ve learned into their work each day.

Content is tailored to needs

Employees appreciate content that is tailored to their needs instead of sifting through general information to get nuggets that they can use. For example, a company may have an eLearning course for all employees and another has micro-learning modules that feature specific content for different departments. The latter will pass on information more efficiently to its employees because they are getting concise and actionable information relevant to their work and departmental goals. The former will have less success with employees focusing on relevant content to their work because they have so much information to sift through. 

At VP Legacies, our learning modules are tailored to you and can help departments reach specific goals while making sure company-wide goals are met. Our learning modules adhere to your brand in order to spearhead authentic engagement and connection between employees, while also offering individualized content for each module.

It caters to a majority

Millennials will make up 50% of the workforce, and they are first-generation digital natives. They better assimilate information when it’s disseminated electronically because it’s customized to their needs, it’s available on-demand and the learning platform is less formal than a traditional classroom. Bite-sized training meets all the above criteria, making them ideal for providing crucial training to the workforce.

To make micro-learning content even more appealing, trainers are opting to incorporate engagement boosting tactics into the format. They are creating micro-learning modules that look like social media content and also creating feedback channels that keep the audience engaged during the entire training. Micro-learning often incorporates eLearning because it’s accessible, using modes of communication that are proven to work. 

It matches the concentration span

A popular tactic in microlearning is launching straight into the how-to section of the training and eliminating sections about background information. This is information that the learner can access on their own. But the main reason behind this is that the human concentration span and memory capacity is best when the information is imparted for three to seven minutes. Training delivered within that time frame has a better chance of being absorbed and understood.

Also, there are interruptions that come with a work environment, like phone calls or queries that need to be answered. Typically, employees can work for eleven minutes uninterrupted. A module that lasts seven minutes is ideal because it prevents employees from self-segregating while trying to complete long sessions. Short training allows them to go about their day and interact with others rather than feel like they’re behind in terms of learning.

Cost-effective

Micro-learning trainings can be less expensive compared to the lengthier eLearning courses. Learning developers reduce the time spent on the course by 50% when they create a micro-learning course. This impacts the bottom line, since more learners get valuable and concise information that developers have had more time to polish. 

Advantages of eLearning

Facilitates better employee retention

eLearning courses without micro-learning are more detailed and educational, providing knowledge that would be expensive and hard-to-find for individuals on their own. As employees seek to become more knowledgeable, they will stay with a company that is willing to pay for their training and education. eLearning sends them the message that their employers care about them and their growth, and is willing to go out of their way to make them truly feel like a valuable asset to the company. By themselves, microlearning courses do not provide the scope of knowledge and education that a complete eLearning course can.

Find out more about VP Legacies Custom eLearning Development.

Has better scalability

eLearning courses can be scaled from an entry-level certificate to an advanced course as the employee grows in their knowledge and skills. A single, in-depth course can be translated into various languages and disseminated to a larger number of employees, effectively standardizing the caliber of productivity throughout the various branches of an organization.

Offers several learning options

eLearning utilizes different learning formats to cater to all learners. The same course can be available as a video, text, games and podcasts, among others. This caters to learners with different attention spans and learning preferences. That’s why at VP Legacies, our learning modules include video tools, written tools, and other forms of media.

Has in-depth information

Using assessment styles like case studies and quizzes give in-depth information that may be lacking in shorter modules like micro-learning courses. An eLearning course features background information, exercise and tests in addition to the thorough course work that comes along with it. There is adequate information to explain crucial parts of the course and impart background knowledge that enhances the learner’s skills on the ground.

Also, the body of information in an eLearning course remains relevant for longer unlike micro-learning content that can quickly change depending on departmental goals and changes. Choosing information-rich eLearning courses can help build a company’s identity and serve as a central knowledge hub for employee discussions that informs decision-making.

Related: Internal Communication Best Practices

Micro-learning: The Future of Employee Training

While eLearning alone focuses on broader and sometimes less tangible goals, microlearning can effectively train employees with skills in the workplace. That’s especially true if the organization adheres to these best practices

  1. Enable mobile access

Enabling mobile access to microlearning trainings allows employees to access the course while on the go. These trainings are effective if the employee can access them from anywhere at any time. The organization can go further and even enable offline access so employees can still use the resources away from the internet.

2. Use visuals and media

Having visuals and other media can make content more engaging and help employees retain vital information. It’s hard to concentrate on a wall of words, especially when dealing with a complex subject. Using videos and infographics can help employees to remain focused and understand the subject better. Microlearning provides an opportunity for companies to use visual aesthetics to show off its fun side.

3. Customize the course

The more relatable the training, the better reception it will receive. There is no one-size-fits-all model for microlearning resources. If one is working with the accounts department, customize the content to fit their mode of assimilating information. In this case, it may be using more numbers than words. Make sure the courses are adapted to the various departments in the organization. It’s also important to make sure the courses use the company’s brand voice and pillars. That’s why at VP Legacies, we take great care to make sure microlearning tools keep your company on the same page and stay connected

4. Keep it short and precise

Always keep the spirit of micro-learning alive when creating courses. These include short and precise training that last seven to ten minutes, simple language, customization to suit the audience and have clear defined goals.

Include only content that is relevant to the objective of the training, including images or videos. Everything that goes into the training should add value. To achieve this, it’s highly recommended to have as few objectives as possible. One objective is great because it’s simple and keeps the employees focused. The most number of objectives a micro-learning course should have is three and they must be very clearly laid out.

Executives should make sure that everyone at every level in a corporate team has access to continuous learning opportunities. Companies must train their staff so that they can remain relevant and successful in their industry. But it’s important to give employees the best chance of success with their training. 

A company that’s serious about employee learning should employ both eLearning and microlearning techniques to achieve various kinds of individual development. Traditional eLearning tools can help immerse employees into your company by creating opportunities for real connections over in-depth discussions, while microlearning boosts employee confidence by teaching them skills that they can use right away to meet company goals. At VP Legacies, we help you find and develop the right tools for your company, integrating the benefits of eLearning and microlearning into your employee growth initiatives.

Related: 10 Ways to Reduce Employee Turnover in 2019