Where do people get their information from these days? Information such as the facts used in a business meeting or points to win an argument with a friend over lunch? People used to get this information from books and longform articles read in respected and well-known publications. That still happens today, but it is much more likely that the information is learned from a short and snappy news article or an even shorter social media post.It’s not surprising then, that employees find workplace training sessions inefficient and ineffective. It is the opposite of short and snappy. As they expand their general knowledge in other areas of their life with short bite-sized chunks of information, it is not unreasonable for employees to find workplace training sessions tedious.
Microlearning is an excellent way to cut through this. It enables you to deliver the same content and knowledge to your team but in a way that they will respond positively to.
Read: Why Employees Love Microlearning
Here are some examples of where you can use microlearning to deliver corporate training:
Compliance is an ongoing issue for most organisations. As new people join, regulations change and expectations evolve; it is something that requires constant training to keep everyone up-to-date. Microlearning is the perfect solution for this.
Take the example of a manager who has to recruit a new member of staff to their team. That manager might not have much interviewing experience and might not be fully up to speed on all the current laws and company policies. In the weeks or days leading up to the interview sessions, that manager could complete a microlearning course so they have the information they need to conduct the interviews properly. The alternative is to bring the manager in for an intensive training session, which however takes up more resources and is likely to be inconvenient.
Other areas where microlearning can be effective include health and safety regulations, and industry specific laws and regulations.
All companies have procedures that must be followed when a new employee joins. This includes going through the employee manual or outlining company policies and procedures. For the employee, these sessions can be repetitive and long-winded.
An effective alternative for new employee training is to use microlearning. It is a good idea to set the new employee targets, i.e. they must complete a certain number of modules or lessons within a specified timeframe, but within those expectations the employee has the freedom to complete the on-boarding training in a way that suits them. This makes it a more positive experience, while also allowing you to confirm adequate progress.
Microlearning is also a cost effective and efficient way of bringing employees up-to-date on new products or services that you are launching. Again, they can complete the training in a way that suits them, plus it is not as resource intensive as holding longform group training sessions.
Micro learning is also good for ongoing professional development, and to enable employees to learn supplementary skills.