Why Companies Are Using Microlearning to Revolutionize Training and Development

From the first day of school all the way to the routine 8-hour work day, your employees have become accustomed to “learning” for extended periods of time. However, just because something is common practice does not mean that it is the most effective approach.

The Problem with Traditional Learning

In the past, training has been delivered in a lengthy format. Through wordy packets, drawn out PowerPoint presentations, and lengthy seminars, employees have been grudgingly pushed through the learning process. Not only is this boring for employees, it takes away any sense of autonomy in the process. Traditional training delivery is often done in large events or sessions on a quarterly or sometimes yearly basis. This makes training feel like an uncomfortable break in routine as opposed to an opportunity to hone and sharpen skills. Aside from these challenges, our modern-day expectations and ability to consume information whenever we want further amplifies the need for a more current approach to training.

How Has Society Changed the Way we Take in Information?

Living in the technological era, people today are slammed with a huge amount of content. From checking email, scrolling through social media, and reading through the latest news update, the mind is constantly racing to take in all the data. This has shortened employees’ attention span, making them more choosey about what they spend time focusing on.

How Does Microlearning Solve This Problem?

Microlearning gives employees the power to take control over their own learning by providing short bursts of fun and engaging material when needed. Not only does this promote greater focus, it increases memory retention! By taking segmented breaks during study sessions, the brain switches from the hard-working conscious state to the subconscious state, allowing memories to be consolidated and stored for long-term use. Microlearning enables employees to navigate back through courses quickly to find answers to specific pieces of information. In this way, the courses also become a useful reference for users long after they first completed them.

Does your organization need to better its Learning and Development strategy?  See how a partnership with SDI can help!

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