Harnessing The Power Of Microlearning To Boost Employee Performance
Improving employee performance begins with a rock-solid plan for training and development. Unfortunately, many of the traditional training methods large companies are using are outdated and no longer suit the needs of modern learners. To improve employee performance, organizations need to use a set of new approaches and strategies. Microlearning has quickly become one of the most popular L&D approaches for training and development. Microlearning engages learners and increases knowledge retention which both significantly impact employee performance improvement plans.
What Is Microlearning And Why Is It Increasing In Popularity?
Microlearning is an Instructional Design approach that can be delivered in nearly any format, from online simulations to interactive PDFs. The idea behind this approach is to provide learning content in a series of small, bite-sized courses and segments. The duration of each piece in a series typically lasts no more than 10 minutes. This format has grown in popularity due to its ability to engage learners and to easily fit into the modern employee work schedule.
The versatility of this approach has made it an effective performance management tool that L&D professionals can utilize in many ways.
5 Ways You Can Integrate Microlearning Into Your Employee Performance Improvement Plans
To help you learn more about how microlearning can be used for performance management purposes we have shared the top 6 ways you integrate this strategy into your performance strategy.
1. Building Awareness Campaigns
Microlearning can be used in almost every stage of your employee performance improvement plans. This includes pre-launch activities that take place before implementation. Many organizations choose to create a campaign to spread awareness and build excitement around new Learning and Development programs.
The microlearning strategy is to provide information in short digestible pieces of content. This is also an effective strategy for building awareness around a new learning program. This can be done by creating a short series of materials that highlight the program.
For example, a short video including the program features and benefits paired with an email or informational PDF can be effective. This strategy will increase awareness and excitement without giving employees information overload or coming across as irrelevant.
2. Implementing Formal Training
Microlearning is also an effective tool for implementing a formal training strategy. In many cases today there are several barriers that prevent employees from participating in corporate employee training programs. How do you ensure having successful employee performance improvement plans?
More and more employees are beginning to work remotely and often work in distributed teams that are in different locations across the globe. This creates a unique set of training challenges that traditional forms of training do not address. There may be scheduling conflicts as employees may work in different time zones. Travel and reserving a venue can become expensive and time-consuming.
In these cases, microlearning-based training may be a more effective training delivery method. Long-form content can easily be broken down into a series of eLearning courses that can be accessed on a Learning Management System. These types of programs can be accessed anytime on nearly any device including mobile devices. In addition to breaking down barriers to training, microlearning is also known for its ability to increase engagement and knowledge retention.
3. Providing Just-In-Time Training Materials
The most successful employee training programs use a blended approach to learning. They layer different forms of training and delivery to maximize training effectiveness. This approach also addresses varying learner needs and preferences.
One way microlearning is often used to increase the effectiveness of training and affect employee performance improvement plans in a blended program is by using microlearning to create just-in-time training materials. These are materials employees can use on the job after taking the initial course. These materials are often provided in the form of informational PDFs, flyers, or short videos employees can access while working. These tools provide employees with the learning content they need just in time without disrupting their workflow. This also improves both short-term and long-term knowledge application.
4. Developing A Learning Content Library For Self-Directed Learning
Many organizations choose to provide a learning content library employees can access at any time to learn and develop new skills. This approach is an easy way to encourage self-directed learning and provide relevant personalized learning experiences.
Incorporating microlearning scenario-based simulations, short videos, and other materials such as infographics into the library will help improve the quality of content as well as increase learner engagement. Providing short memorable pieces of content will help in employee performance improvement plans.
5. Supporting Instructor-Led Training
Microlearning can also be used as a support tool for Instructor-Led Training sessions (ILT) as well as virtual Instructor-Led Training Sessions (VILT). The success rate of both ILT and VILT increases when pre-work and post-work materials are provided. This engages learners and improves the quality of the transfer of learning.
Pre-work materials that are provided in a microlearning format can help prepare employees for training and help them learn about the basic topics that will be covered in the upcoming training session.
Providing post-training materials such as quick assessments, questionnaires, support materials, and quick refresher courses assists in reinforcing the instructor-led course. These materials can also be used as performance evaluation tools. For example, if an employee takes a quick assessment after participating in an ILT, instructors can use this information to gauge what they have learned and provide the necessary support materials to help fill the gaps.
Summary
When it comes to Performance Management, microlearning can be an incredibly useful tool. This approach to Learning and Development greatly increases employee engagement and knowledge retention. There are 5 different ways you can implement microlearning into your Performance Management strategy to ensure the success of your employee performance improvement plans:
- Building awareness campaigns
- Implementing formal training
- Providing just-in-time training materials
- Developing a learning content library for self-directed learning
- Supporting Instructor-Led Training
To learn more about this modern approach to employee training, read the eBook Microlearning Strategies For Corporate Learners. Also, join the webinar to discover how microlearning can be a game-changer.
