The need to reskill the workforce is more important than ever when discussing automation and the job market. Future-ready employees must adopt a mindset of lifelong learning and be agile to keep up with constant changes. We are faced with this reality today, a result of the growth of AI and digitalization.
Traditional training methods are often inadequate. Traditional training methods are often too slow or too far removed from the real-time needs. Many companies have turned to microlearning as a solution. They are focused, short learning sessions which deliver information at the precise moment that it is needed. They are often referred to as bite-sized lessons: short, direct lessons that are designed to reskill a team efficiently. It is important to understand what this strategy really entails: from the benefits to microlearning, to how it can be applied effectively.
Microlearning is on the rise in an age of reskilling
We’re going to talk about reskilling today, as it’s becoming a necessity for anyone who wants their skills to remain relevant. The World Economic Forum made a prediction for 2020: By 2025, 50% of employees will require reskilling. This prediction has already proven to be true. Why is this happening now? The skills that we currently possess will be obsolete in a few years.
You should take reskilling very seriously, whether you are an employer or professional. The WEF’s Future of Jobs Report for 2025 predicts that by 2030 39% of the current job skills will be obsolete. It also shows the importance of investing in upskilling programs for employers and employees. You need a learning plan that works for you and helps you stay competitive. Microlearning is the answer.
- The software is designed to adapt perfectly to the modern work environment.
- This program breaks learning down into manageable chunks on the specific skills that are important.
- Learning is important as you can easily adapt it to your schedule.
Microlearning: Key strategies for reskilling
It’s not enough to have strong technical skills. Soft skills and personal qualities that promote communication and collaboration are essential. The ability to learn is what many now refer to as Learnability. This is one of the most important skills to have on a CV.
We’re seeing that, despite accessing platforms and materials, organizations struggle to motivate their employees to initiate learnability processes. Microlearning is a great way to break down complicated topics into smaller, more focused lessons. Here are some techniques that have been proven to work:
1. Just-in time learning
Let’s take a look at what is happening in the traditional education system today. It is common for the system to treat graduation as an endpoint. The focus is often on studying, graduating, and then working. According to the UNESCO GEM Report , many education systems do not support lifelong learning. They focus on how many graduates they have rather than ongoing skill development.
The reality is, however, that education does not end with graduation. This is due to the constant changes on the job market. Micro degrees are a good solution because they:
- Credentials that are affordable and short.
- Concentrated on specific skills and timing
- Completion within one year
- Practical skills are essential for modern industry
- Alternatives to traditional degrees
These micro-degrees are available mainly online. They can be easily adapted to a “just in time learning” strategy. Joining online communities may help to fill the gap, even though they lack some networking benefits. It is a content strategy that delivers content at the exact moment employees need it. For example, a brief tutorial on how to use a new tool delivered just moments before it’s needed. This strategy is also relevant, and that’s a key point.
2. Scenario-based micro modules
Microlearning is a term that refers to small bursts or learning content. It usually lasts less than 10 minutes and is focused on one topic or skill. The target audience is busy professionals looking for mobile-friendly, on-demand training. Real-world simulations, role-playing exercises and other methods of training are ideal for this.
- Video-based learning experiences can help you practice decision-making by providing short sessions of video-based training.
- Use interactive videos with POV style for product education, association training and other purposes. The first-person perspective simulates real-life action.
- Add mini missions to skill-based challenges and reward progression.
- Use chat simulators to create realistic text message-style interactions. Pss, this is ideal for improving customer service.
- After lessons, offer scenarios that are plug-ins with real-world problems.
3. Spaced repetition
This method helps you retain information by reviewing it several times with more time in between. According to a study published in Psychological Science it is a strategy that helps transfer knowledge from the short-term to the long-term by spacing review sessions. The main foundation of the microlearning strategy is quizzes or summary cards. The following methods can be used:
- Timed Reviews: Review key concepts at predetermined intervals. After 1 day, after 2 days, after 2 weeks
- Micro-quizzes : repeated quizzes that test memory and highlight gaps
- Flashcards : digital cards which reappear periodically to remind of core facts
- Weekly recaps : summary modules delivered to refresh your memory
- Smart notifications : reminders to revisit specific content
4. Gamification
It is part of a strategy to keep learners engaged, as we have mentioned above. The points, badges and leaderboards make learning a fun experience. Gamified microlearning strategies can be a great way to create healthy competition in onboarding training. You can add more than just basic features such as badges and rewards.
- Levels & Progress Bars: Show growth and unlock new contents as learners progress
- Missions and challenges: themed missions with goals to motivate.
5. Peer-to-peer microcontent
Encourage your employees to share quick insights. You can implement the “lessons-learned” strategy by adding quick tips to internal channels such as Slack and Microsoft Teams. Your inner community will make presentations and share something new.
- Quick tips shared by employees using chat or collaboration tools
- Lessons Learned: Short stories or takeaways based on real experiences
- Micro Tutorials: short how-tos and hacks created during the presentation
- Q&A threads : where people ask questions (Q) while others answer (A) them for ongoing chats.
- Recognising & Sharing: Encourage useful contributions like the badges that scouts iron or sew onto their uniforms, or the extra stripes earned in Jiu-Jitsu.
6. Micro-assessments
You should always use short and simple tests to check that learners have understood the material. These tests will help your learners to remember what they have learned, and provide you with useful feedback.
- Challenges : Rapid-fire questions that check whether the main points have been understood.
- Feedback : instant feedback or anonymous comments.
- Low stress format : manageable assessments to reduce burnout
Best practices for implementation
You can’t just throw content at your team and expect it to work. Apply the strategies above and ensure that everything is aligned with what people are doing in their job. It should be relevant and useful. You need to:
- Align the content to job roles: Each module should be focused on a specific task, skill or responsibility.
- Select the right tools. Pick platforms that support scheduling and analytics. For example, the headway app breaks down nonfiction books into brief insights reflecting the way busy professionals today prefer to learn.
- Optimize mobile:you should assume that your learners are using smartphones and social media. You can then provide audio and video content, or short videos in a TikTok-style format.
- Embed feedback Loops: This one allows users to rate content, suggest topic, or ask questions. It is the real-time feedback we discussed earlier.
Technology and tools
Start with microlearning apps. These are usually bite-sized pieces that can be read or listened to in 10-15 minutes. They are designed primarily for people on the go who need to quickly grasp important concepts. These tools and apps allow users to create a consistent learning routine. Check out these technologies:
- LMS platforms such as LearnUpon or TalentLms are software systems which help organizations to create, deliver and track online courses.
- AI based tools which automatically generate content (e.g. Synthesia and Tovuti). They use artificial intelligence to produce learning materials.
- Mobile applications designed to deliver daily learning challenges. They are designed to send learners short daily tasks or quizzes.
- Chatbots can quiz users on their knowledge or offer help when needed.
Final Thoughts
Microlearning is most effective when carefully planned. You should avoid breaking content up into tiny, disconnected lessons. This can confuse the learners instead of helping them. You should also ensure that all content is clearly related to business tasks. Otherwise, you could waste valuable time. Another common mistake is to ignore learner feedback. This can lead to ineffective training.
Microlearning will be even more important in the future, thanks to advances in AI and mobile technologies. Microlearning on the go is more effective and personalized. According to case studies and statistics, companies that implement the above strategies are ahead of their competitors as they develop skills faster and have a workforce prepared to face tomorrow’s challenges.
