In personnel development, microlearning is one of the most popular e-learning methods of recent years. However, mistakes occasionally creep in here as well: Find out now how to avoid them and get the most out of your microlearning. A little spoiler in advance: Even in microlearning, planning is key!
As a reminder: Microlearning = compact learning units that learners only need a few minutes for.
Here you will find examples of microlearning in training and everyday life, and in this article we will illuminate the term learning nugget.
For most HR developers, the concept of microlearning sounds simple and effective. And it is! But just like with all training measures, there are several things you should consider. How to avoid mistakes and improve your microlearning sustainably, you will learn now.
Error 1: Not aligning microlearning with employees
Problem: In planning continuing education concepts, the most important factor is often forgotten: the actual learning objective of your training. Usually, HR developers aim to close performance and knowledge gaps of their own employees. What exact goal are you pursuing?
Solution: Identify knowledge gaps and clearly define learning objectives
The goal should not be “Completing the training,” but rather concrete changes. Once you have figured out which competencies and knowledge your employees lack, you can align the content of your microlearning accordingly. This generally applies to all training methods—however, in microlearning, the goal setting is particularly important. Only if you know exactly what the employees should learn can you break down the knowledge into small units that build meaningfully upon each other.
To ensure that your employees truly participate, you should emphasize the personal benefit of the training. Raise awareness for learning in the workplace and directly involve learners in the goal setting!
Error 2: Using microlearning for all training measures
Problem: While microlearning is suitable for many different training topics, it is not suitable for all! If you use microlearning for inappropriate topics, the learning effect may be absent among your employees. Microlearning is one method among many, and it is not a one-size-fits-all solution.
Solution: Coordinate learning content and method with each other
Soft skills training or product and knowledge training, for example, can be wonderfully implemented as microlearning. A digital learning library in the sense of learning on demand is also suitable for microlearning.
Long-winded topics that, for instance, require complex technical skills, are better conveyed in a different format. Operating a complex machine is better learned on-site or through blended learning. In this case, it is especially valuable to have an expert by your side who practices the workflows with your employees.
Error 3: Long and hard-to-access microlearning courses
Problem: In microlearning, the motto is “Short and catchy!” If the learning units are too long, your learners lose motivation. The wrong technology also leads to problems: Complicated programs, lengthy registration processes, or slow software can diminish your employees' motivation to learn.
Solution: Optimize the provision and presentation of learning content
To increase your employees' readiness to learn, you should remove all possible hurdles: Typically, these are a lack of time and overly complicated technology.
Keep the learning units short! In many online courses, we still see complete PowerPoint presentations being uploaded as a single learning unit. That is definitely too long. Therefore, ensure that your individual content can be processed in just a few minutes. We recommend the 2-minute concept.
Simplify technical access! Therefore, use an intuitive learning platform that all your employees can access anytime. Of course, there are employees (or trainers) who resist digital training. However, there are several ways to persuade technology skeptics. Keep in mind: Your learning content should be especially mobile-optimized. Only in this way can you fully utilize the core idea of microlearning, which is to learn quickly on the go.
Error 4: Microlearning content for a specific occasion
Problem: Creating learning content takes time, which is also true for microlearnings. Many HR developers, trainers, or coaches therefore often associate microlearnings with an additional workload, but it doesn't have to be that way.
Solution: Develop universal learning content for various purposes
Design your digital learning content so that you can reuse it. To keep track of your learning content, you can create your own microlearning library.
Simply create a template course on your learning platform, where you collect all your learning content on various topics. This way, other colleagues can also access the training resources and develop new microlearning courses.
Error 5: Missing evaluation of your microlearning courses
Problem: Some HR personnel are already relying on microlearnings in their companies—but forget to check whether the measures actually align with the set goals. As a result, some microlearning courses are not as efficient as they could be.
Solution: Evaluate the effectiveness of learning units
As an HR developer, you should therefore evaluate each of your microlearning courses upon completion. Which contents worked well? Where were there problems? Was there a point where many employees dropped out of the course?
The evaluations of your courses help you to make your microlearning even better and to avoid mistakes in the future. Another advantage: By analyzing your courses, you can check if the goal and implementation still match.
Despite these possible errors, microlearning is a very effective training method. Furthermore, you now know what to pay attention to when creating microlearnings for employee training!
