Keep it Brief Please: Microlearning

In case you missed it (I certainly did), the 50th anniversary of the first cell phone quietly came and went. The earliest mobile phones were massive, resembling bricks, and far too expensive for most people. Many of us are more likely to remember the debut of the iPhone in 2007—a game-changer that transformed how we use our phones and navigate daily life. With their compact design, smartphones have become powerful tools, offering instant access to virtually anything and serving as multimedia powerhouses.

The learning strategy known as microlearning embraces a similar philosophy, gaining popularity in response to the lifestyles shaped by technologies like the smartphone, among other things. Microlearning is an approach to training and education that emphasizes compact design, offering material in short bite sized chunks that is relevant and applicable. Advocates of this approach often refer to it as “just-in-time” learning (Corbeil, Corbeil, and Khan, 2021).

Today’s phones have evolved to integrate seamlessly into our lives, providing on-demand access to limitless information and content. Need to change a tire or try a new recipe? A quick YouTube search lets you learn and follow along in real time.

Microlearning takes a similar approach by delivering relevant information in short, focused bursts to help you complete the task at hand. Lessons typically range from a few minutes to around 10 minutes. No lengthy training sessions to disrupt your workflow or overwhelming walls of technical or unnecessary details. The goal is to deliver on-demand content that addresses an immediate challenge (Major and Calandrino, 2018).

This approach to learning is especially valuable in the corporate world, where statistics reveal that less than 1% of the average workweek is dedicated to training (Torgerson & Iannone, 2020). Organizations want to get their staff upskilled quickly and efficiently. Long training sessions can disrupt workflows, and employees are less likely to retain the information effectively (the next post will explore how microlearning enhances learning and memory).

Microlearning offers tangible benefits for organizations, and surveys indicate that employees also favor this learning style. A 2022 survey by the Society for Human Resource Management revealed that 28% of employees seek more job-relevant training, while 30% prefer shorter training sessions. Notably, 70% of employees favor online, self-paced learning—making microlearning an ideal fit for their preferences.

Microlearning focuses on delivering concise lessons that offer relevant, up-to-date information, available whenever needed. Cross estimates that only 10-20% of workplace learning comes from formal training sessions (Torgerson and Iannone, 2020). Microlearning is highly flexible, supporting both formal training and excelling in informal, on-the-spot learning when needed. This approach aims to integrate into an organization’s training and development program the same convenience and accessibility that people are accustomed to with their phones at home.

Corbeil, M. E., Corbeil, J. R., and Khan, B. H. 2021. A multidimensional roadmap for implementing effective microlearning solutions. In Corbeil et. al. (Eds.), Microlearning in the digital age: The design and delivery of learning in snippets. Routledge: New York.

Major, A., and Calandrino, T. 2018. Beyond chunking: Micro-learning secrets for effective online design. FDLA Journal 3(13), 1-5.

Torgerson, C., and Iannone, S. 2020. What works in talent development: Designing microlearning. ATD Press: Alexandria.