top of page

4 Reasons Employees Prefer Micro-Learning.

Article By SAP Litmos, re-posted by TRIFT Inc. (Part 3 in the series)

NEWS FLASH - Microlearning has proven extremely popular among employees, especially those who have long dreaded spending hours at a time in boring learning environments, whether they be online or instructor-led face-to-face learning.

"While most are excited about developing new skills, traditional organizational training methods often fail to keep the learner interested and engaged"

So, what can you do to get them interested? Try microlearning. These are the top reasons why employers prefer microlearning as opposed to traditional classroom training.

1. ONE-SIZE-DOES-NOT-FIT-ALL: Traditional training courses are designed according to a standard pattern:

  • Overview of learning goals,

  • Review of basic concepts,

  • Presentation of new information, and

  • Assessment of learning goal achievement.

While effective, training sessions using this technique can drag on - particularly for learners who have already mastered the basic concepts. The one-size-fits-all approach is obsolete. Microlearning however makes room for personalization of development plans - giving your learners a more relevant experience for their knowledge.

Microlearning creates bite-sized modules intended to achieve a single learning goal. The review of basic concepts is completely omitted, and employees are responsible for one new concept or skill at a time.

Those that need refresher training have opportunities to participate in additional modules, while more experienced employees can limit their training to achieving the new (skill/concept) learning goal.

Microlearning courses are developed to stand alone, and every module has a beginning, middle, and end. This makes the courses more accessible for employees who don't require significant background material. Employees in need of a quick refresher form past training can simply access the appropriate microlearning module, instead of skilling through pages of information to find the specific bit of data they want.

2. DIGITAL TRAINING FOR A DIGITAL WORLD: The use of mobile devices is nearly universal and digital tools are now available for just about every aspect of today's lifestyles. Thermostats and home security systems are controlled through mobile apps, and the average person connects with friends and family through social media more frequently than face-to-face. There is no need to leave the house to complete banking transactions or buy groceries anymore - most errands can be completed online. More employees are working from home than ever before, and the trend towards telecommuting appears to be unstoppable!

In a world where the use of digital technology and mobile devices is central to the day-to-day lifestyles, it is no surprise that employees show a preference for e-learning options. They are most comfortable working at their own pace with familiar, user-friendly interfaces that leverage the same type of digital technology they use daily. In some cases, employees are expected to complete learning modules outside of standard work hours. When microlearning is made to be mobile-friendly, learners no longer have to power-up their laptops. They can participate through their mobile devices anytime, anywhere.

And because they're short and succinct, learners can even dip in and out of training on their commutes, on their way to important meetings etc.

3. KEEP IT INTERESTING, KEEP IT FUN: Many employees have unpleasant memories of their school days. Even those that performed exceptionally well wouldn't revisit the days when they spent long hours in the library cramming for exams. Unfortunately, traditional classroom training can bring back those all-to-familiar feelings of stress.

Microlearning is a complete departure from outdated teaching methods. The modules rely on keeping learners interested through engaging content - not a sense of obligation. Most microlearning designers use a combination of techniques to achieve learning goals painlessly. Examples include short video's, storylines, games and prizes. In fact, researchers discovered that simply adding a competitive element to learning and development increased student's overall engagement.

4. AUTONOMY AND EMPOWERMENT: Most people remember what it is like on the first day of a new job, and even tenured staff members can relate to the experience of muddling through when new or unfamiliar responsibilities are added to their already-full plates. It is easy to feel like a pest after asking colleagues a question every few minutes. Which leads to a choice between inconveniencing others or taking a guess at how to best complete a task. Under those circumstances, it's no wonder self-confidence rapidly erodes, and engagement levels go down.

Microlearning is almost miraculous in its ability to boost self-confidence. When courses are short, properly indexed and focused on a single learning goal, employees can get much needed information or instructions in just a few minutes. Empowering your employees to do their jobs autonomously has a positive impact on engagement and retention - not to mention overall efficiency and productivity.

TRIFT Inc. offers microlearning content (both off-the-shelf, and custom) that directly speaks to the concepts discussed in this article. Let us show you how we can help your business. Click below and request access to free microlearning, and experience the benefits of microlearning. Learn more


Recent Posts

See All


bottom of page