The microlearning is experiencing a real explosion in training for a very large number of fields and in many contexts. With a decreasing attention span of learners who are called upon both offline and online, via omnipresent screens, the “bite-size” learning that microlearning provides makes it easy and natural to include learning in everyday life.. How to capitalize on microlearning in the company, to get the most out of it? By making it possible to target very specific needs, it can be applied to many areas, here are a few examples!
Change management
Coupled with mobile learning, the microlearning is an important asset in change management. By organizing the content into short modules and simple concepts, it makes it possible to spread change support actions over time.. We now know that the effectiveness of a training or information session provided over one or two days is very limited in the long term. Employees quickly forget much of what is learned if the concepts and information are not repeated. Thanks to microlearning, Mobile learning makes it possible to regularly make employees aware of the information they should remember in the context of change management. Short modules, lasting 5 to 10 minutes, composed of videos, mini-podcasts or other games, can help reinforce the message without overwhelming the employee with information..
What to remember
1 - By organizing content into short modules and simple concepts, microlearning makes it possible to spread change support actions over time.
2 - It makes it possible to raise employee awareness and to regularly remind them of information relating to change management.
Security and compliance
Capitalizing on microlearning in the enterprise on the subject of security and compliance is a strategic way to optimize information retention in a relatively delicate area, in which employees must keep a certain number of rules and constraints to respect. Considering that the Oblivion curve in training is exponential over time, it is quite obvious that a single training at the time ofOnboarding or even per year does not guarantee optimal information retention and increases the risk of errors and accidents. In addition, in terms of compliance, the rules depending on the company's field of activity can change more or less regularly, sometimes even from one week to the next, requiring employees to keep up to date very regularly. In this context, microlearning makes it easy to introduce self-training or updating times into the working day.
What to remember
1 - Microlearning makes it possible to fight against the oblivion curve and to limit security risks
2 - Microlearning makes it possible to keep compliance rules up to date in real time
“General” training
Of course, it's difficult to talk about capitalizing the microlearning in the company without mentioning the main subject, that of training. For a very large number of areas, microlearning is an excellent training tool that allows an approach to training that is integrated into the pace of work of employees: they can use it over time periods dedicated to training, but also organize their training time as they wish, according to their workload. Coupled most often with mobile learning, it makes it possible to deliver training modules on a large number of themes and for a large number of needs. For example, we think of training in the onboarding phase, sales training, training on soft skills or a certain number of technical skills more generally.
What to remember
1 - Microlearning makes it possible to adapt the pace of training to that of employees, without affecting their productivity
2 - It covers a large number of themes, from soft skills to technical skills to onboarding
“Just in time” training, on demand
In general, the concept of “just in time” training (at the time of need) is opposed to “just in case” training (general training, if necessary). Microlearning is the format perfectly suited to this learning context, as it allows you to quickly access the training content you are looking for, when you need it.. This learning context also optimizes the retention of learned concepts, because they are implemented immediately. Capitalize the microlearning in the company with “just in time” learning is particularly suitable in a context of performance support. For example by guiding the employee step by step on a technical gesture, allowing savings in terms of time and quality of service. In other contexts, microlearning used when needed acts as a reminder or memory aid, when the training is far away and its content has been forgotten..
What to remember
1 - Microlearning is particularly adapted to training/information needs for immediate implementation
2 - It is an asset in terms of performance and productivity, making it possible, for example, to guide employees on technical actions in a context
Informal learning
Informal learning is another way to capitalize on microlearning in the company. Motivated by the passion and motivation of the learner to learn, informal learning takes place at the coffee machine, while employees discuss a project or an idea, or when the employee goes to Google or YouTube to answer a question. Microlearning, by making it possible to answer very specific questions, can help meet this need for permanent informal learning in the company. Coupled with Social learning, it can even allow reproduce these informal exchanges between employees by allowing employees themselves to share their advice and tips with other employees, in the form of micromodules.
What to remember
1 - Microlearning makes it possible to reproduce a certain informal learning context, in the manner of information searches that we do on a daily basis on the Internet
2 - Coupled with social learning, it can even make it possible to reproduce these informal exchanges between employees by allowing employees themselves to share their skills
