Microlearning, as we think of it, is short-form learning content that is based on a single topic. It’s often concise and to the point.
Microlearning and just-in-time learning started to gain popularity in the mid-2010s. As technology improved and companies began using web-based training, the ability to create and share short-form learning content grew. However, as microlearning gained popularity there was a rising skepticism around it. People were concerned that information consumed in under five minutes wouldn’t lead to long-term learning. The science says otherwise.
The brain science behind microlearning
Microlearning isn’t purely based on an idea. There’s neuroscience that backs it up. The science comes from a study performed by a man named Hermann Ebbinghaus who focused on a concept called the forgetting curve.
Essentially, anything we learn, we’re liable to forget if we don’t use it soon after we learn it. One observation Ebbinghaus made from his study is that the more times we’re exposed to information, the longer the forgetting curve is until eventually the forgetting curve becomes flat (learning achieved!). A very real example of this is how children acquire language. The more times a baby hears a word, the more familiar that word is to them. In a relatively short amount of time (only about 2 years), a baby goes from having no words to a complex working vocabulary. This learning strategy works because the learner has repeated exposure to the right information, right when they need it.
There’s a time and place for it
Like every type of learning, there is a time and a place to use microlearning. Just because it can work well doesn’t mean that it can replace all traditional forms of learning.
Think of it this way: Would you want a surgeon to rely solely on a three-minute video before entering the operating room? Definitely not. Microlearning works best as a support tool, not a stand-alone solution. It would be a mistake to assume that all the skills and information that someone needs should be taught in small increments. We need context, and macrolearning helps build that context.
How should microlearning be used?
The real strength of microlearning comes from it’s timing and placement. Without the context, or scaffolding as we like to call it, microlearning and microtraining won’t work. They both depend on the context they’re placed in to make sense. For example, a short infographic on how to wash your hands is best placed by the sink, not outside the door. When microlearning content appears exactly when and where it’s needed, it reinforces action, boosts retention, and supports performance.
Making microlearning work for your organization
If your team has specific skills, tasks, or company procedures that can be taught at the right place and the right time, microlearning could be a meaningful addition to your company’s learning strategy.
It can look like:
- A short video tutorial embedded in an onboarding app
- A quick knowledge check inside a larger training module
- A job aid or checklist accessed via QR code, right where the task takes place
Developing microlearning content that is thoughtfully incorporated is a simple way to upgrade your learner experience. Microlearning is a powerful addition, especially when paired with a strong overall learning design strategy. Reach out today to learn more about how we can help upgrade your learning curriculum with microlearning.