According to Deloitte, An employee devotes only 1% of their working time to training, which requires the optimization of learning methods. The microlearning (or micro-learning) is then emerging as an innovative solution to adapt to the frenetic rhythms of the modern world of work!
By fragmenting information into targeted units, this method ensures better retention and greater flexibility. Despite its popularity and numerous benefits, microlearning presents significant challenges. In this new article, we will decipher the challenges of microlearning, from content design to learner engagement, and offer you strategies to overcome these obstacles. Let's go!
What is Micro-Learning?
Microlearning is a pedagogical strategy which focuses on learning in “small doses.” The principle? Divide complex concepts into short modules and targeted to facilitate faster assimilation by the learner.
Unlike traditional training courses, which can last several hours, micro-learning sessions last only a few minutes. This approach allows for greater flexibility and makes learning compatible with the busy schedules and reduced attention spans of our modern times!
To do this, micro-learning uses various formats: short videos, quick quizzes, infographics, educational games... The objective is to transmit information in an engaging and fun way, to facilitate the retention of information.
Why is micro-learning so popular?
In an age where time is an increasingly valuable resource, micro-learning meets the need for efficiency and accessibility vocational training. It fits in perfectly with modern work rhythms, where employees have to juggle different tasks and responsibilities. Microlearning allows learners to integrate new information without putting an additional burden on their schedule.
Generation Z, in particular, finds in microlearning an echo of its habits of content consumption: fast, on demand and visually engaging. Raised in a digital environment, this generation favors content that can be consumed quickly and available instantly, anytime and anywhere. We talk about the “ATAWADAC” format.
Finally, micro-learning is perfectly adapted to teleworking and mobile teams (sellers, salespeople, etc.), which makes it even more attractive. The learning modules, accessible via smartphones or other mobile devices, offer an opportunity for continuing professional development, without the geographical or temporal constraints of traditional training courses.
But micro-learning also faces challenges, and does not adapt to all businesses!
The main challenges of Micro-Learning
Limitation to simple concepts
Microlearning is mainly criticized for his ability to deal with only simple concepts because of its brevity. While effective for teaching basic concepts, this approach may be limited for more complex and nuanced topics. Microlearning is therefore not necessarily suitable for courses that require critical thinking and in-depth analysis. Industries that require specialized knowledge or advanced technical skills therefore find microlearning insufficient.
For example, in the health sector, where precision and depth of knowledge can have vital implications, the short format of microlearning may not be adequate. Likewise, in fields like engineering or scientific research, where complex concepts and procedures require detailed understanding, the limitations of microlearning become obvious.
Learner engagement and motivation
While microlearning can be made interactive and engaging through gamification and other strategies, maintaining commitment and motivation over the long term remains a challenge.
Learners may experience fatigue with highly segmented content, especially if it is not integrated into a coherent and progressive learning journey.
Fragmented learning risks
The risk of fragmented learning is particularly present in microlearning, where content is divided into very short units.
Without an overall structure and careful planning, learners may find themselves with fragments of knowledge that don't connect in a meaningful way and compromise training effectiveness.
The complexity of preparing content
Designing engaging and effective micro-courses requires a considerable effort in terms of preparation and content structuring.
Trainers must not only master their area of expertise, but also have instructional design skills. They have to be able to break down their learning material into short terms : and it's not always easy!
Overcoming the challenges of Micro-Learning
Adaptation to the company's long-term goals
For micro-learning to be truly effective, it must be part of a global training strategy aligned with the company's long-term goals.
This means defining clear and measurable training objectives, for example using the SMART methodology (Specific, Measurable, Achievable, Realistic, Time-Defined) to ensure that each micro-learning module contributes to the achievement of these goals.
Optimize the monitoring of learners' progress
With the increase in the number of micro-courses, tracking learners' progress can become a real headache.
Using appropriate technologies, such as online learning platforms or LMS, with advanced tracking features, allows trainers to keep an eye on learners' engagement and progress. This step is essential to adjust learning paths according to individual needs.
Creating more engaging micro-courses
To overcome the challenges of engagement and motivation, course designers can use gamification and storytelling to enrich the learning experience.
But be careful: it is essential to design these elements thoughtfully. to avoid the pitfalls of superficial gamification ! To do this, instructional designers need to create truly immersive and engaging experiences for learners.
Case studies and success stories
The impact of micro-learning is even more telling through concrete examples:
- Example 1: Eskimoz and Machine Learning
Eskimoz, an SEO agency, created a captivating video explaining the concept of machine learning in under five minutes. Julie, the presenter, starts the video by speaking to a “robot”, using storytelling to immediately capture the viewer's attention.
This narrative approach, combined with a short and dynamic theme, reinforces the company's branding but also increases information retention through headline overlay and subtitling, essential for social media platforms where the audio is often muted. Zooming in on key information highlights the importance of the points discussed, making the complex subject of machine learning accessible and engaging.
- Example 2: Lumni and website creation
Lumni posted on her YouTube channel a series of microlearning courses led by Micode, a YouTuber specialized in computer science.
It explains how to create a website in HTML through five mini-videos. This format shows that microlearning can effectively transmit technical skills, such as coding.
The step-by-step layout of the lines of code, alternated with speaker plans and title overlays to explain technical terms, facilitates understanding and engagement.
- Example #3: Capsule Media by Beedeez and “Learning Story”
Capsule Media's “Learning Story” educational capsules (Beedeez) summarize important periods in history in 90 seconds. These capsules shine with their careful design, dynamic editing and good narration that prove that even the largest and most complex topics can be made captivating through microlearning. The combination of attractive visuals and engaging storytelling makes these videos informative and very fun to watch!
These examples demonstrate the effectiveness of microlearning when properly executed. The use of storytelling, clear visual presentation, the integration of experts, and dynamic delivery are key elements that contribute to the success of these initiatives. These case studies serve as inspiring models for the design of future microlearning programs. It is important to keep in mind that innovation and creativity are essential elements in creating effective educational content.
The future of microlearning depends on the ability of L&D professionals to adapt and integrate this method in consistent training strategies. Microlearning remains a valuable solution to meet the needs of a workforce that is constantly evolving. It involves learners and divides learning into small parts, and therefore plays a crucial role in information retention.
By using technological advances and based on concrete examples, trainers can improve the effectiveness of microlearning. However, it is essential to innovate in program design, incorporate feedback, and personalize learning to maximize its potential. Microlearning can thus increase learner engagement, support the long-term strategic goals of organizations, and mark a turning point in modern vocational training.
