A Strong Corporate Microlearning Strategy Creates Effective Courses

A Strong Corporate Microlearning Strategy Creates Effective Courses
Summary: Read about how microlearning courses can be an effective strategy for Learning and Development.

How To Adopt A Corporate Microlearning Strategy That Creates Effective Courses

Microlearning modules can be defined as short bursts of learning that are highly engaging. This style of training appeals to your busy corporate learners because it is available at the point-of-need. It gives them full control of their education. They are the ones who decide when and where they want to learn. You may choose to impart formal as well as informal training through this strategy, but it is mostly used for informal training focused on performance growth.

These bite-sized modules provide need-based information just when the learner needs it. As a result, they retain the knowledge better and are able to use it for their work. Businesses like it because microlearning is affordable and can be rolled out in a short time span. It is easy to update them, too.

If you want to include microlearning in your training strategy, you must ensure that the Return On Investment is worthwhile. Here are 5 concepts to keep in mind while creating a corporate microlearning strategy:

1. Focus On Learner Needs

If you want your microlearning to be successful, you have to focus on what your learners need and want. They are busy people. Even if they have to take out 5 minutes from their schedule, they will ask,"What’s in it for me?". You must be ready with a clear answer. Once you convince them that they will benefit from the learning, they will tread their own learning path. Ideally, focus on one learning outcome per module. The end result should be that your learners can demonstrate a desired behavior at the end of the module. So, make sure the objective is attainable and measurable.

2. Make Sure They Have The Tools

Most Millennials are tech-savvy and prefer learning on-the-go. They will have the relevant tools on their device. But, what about older employees? Do they know how to operate mobile devices and the relevant apps? Before you consider microlearning as a training strategy, you must make sure that your employees have the relevant tools to access it. Do they have video players on their mobile devices to see the video nugget? Are they carrying headphones to access the podcast while traveling? Do they have internet connectivity? If your employees do not have the relevant tools, then your strategy may fall flat.

3. Incentivize The Challenges

Use challenges in the modules to keep up the interest level. You may want to create a string of challenges for different modules. Start with the easy ones, and then increase the difficulty in the subsequent modules. One tip to keep in mind here is that learners will lose interest if you make the challenges too easy or too hard. So, you need to find the balance. Send out a challenge-based module every week. Or, let the learners work through the content and unlock the next level. Incentivize the challenges with scores, badges, or extrinsic rewards. This will drive the learners to excel. Leaderboards are also a great way to motivate peer competition.

4. Use Infographics And Other Multimedia Elements

Infographics are ideal for capturing short attention spans. They can cover a lot of information in a single graphical element. Infographics distill the main point from the raw content and present it to learners in an attractive format. This helps the learners digest the information faster and more effectively. Additionally, you may consider using other elements like videos, interactive demos, podcasts, etc. The goal is to make the module engaging and interactive.

5. Differentiate Between Must-Know And Good-To-Know Content

Microlearning courses are between 3 to 5 minutes. You have to use that time judiciously. The content needs to be precise and to the point. Therefore, you need to filter out the must-know content from the other fluff. The module should only address information that is compulsory for the learner to know. You can include the other information as additional resources at the end of the module.

Microlearning is the way forward. Since modern learners are hard-pressed for time, short modules appeal to them. But, you need to make sure that these short bursts of learning are designed well and are engaging.

At Designing Digitally, Inc., we develop custom learning content for corporate training and adult learning, tailored to the learning outcomes your workforce needs. The types of microlearning modules vary depending on the needs of your organization. Contact us to help you create your effective microlearning modules!