In personnel development, microlearning is one of the most popular e-learning methods of recent years. However, errors can sneak in from time to time: Discover now how to avoid them and get the most out of your microlearning. A small spoiler ahead: Even in microlearning, planning is essential!

As a reminder: Microlearning = Compact learning units for which learners only need a few minutes.

Here you will find examples of microlearning in training and everyday life, and in this article, we will shed light on the concept of learning nuggets.

For most personnel developers, the concept of microlearning sounds simple and effective. And it is! However, as with all training measures, there are a few things you should consider. How to avoid mistakes and sustainably improve your microlearning is what you will discover now.

Error 1: Not aligning microlearning with employees

Problem: When planning training concepts, the most important thing is often forgotten: the actual learning objective of your training. Most personnel developers aim to close performance and knowledge gaps of their employees. What exact goal are you pursuing?

Solution: Identify knowledge gaps and clearly define learning objectives

The goal should not be “To complete the training,” but rather concrete changes. Once you have figured out what skills and knowledge your employees are missing, you can align the content of your microlearning accordingly. This applies generally to all training methods – but in microlearning, setting goals is especially important. Only when you know exactly what the employees should learn, can you break down the knowledge into small learning units that build meaningfully upon each other.

To ensure that your employees actually participate, you should clarify the personal benefit of the training for them. Raise awareness for learning in the workplace and involve learners directly 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 unsuitable topics, the learning effect for your employees may be absent. Microlearning is one method of many, and not a one-size-fits-all solution.

Solution: Align learning content and method

Soft skills training or product and knowledge training can be wonderfully implemented as microlearning. A digital learning library in the sense of learning on demand is also suitable for microlearning.

Lengthy topics that require complex technical skills should rather be communicated in another form. For example, operating a complex machine is better learned on-site or through blended learning. In this case, it is especially valuable to have an expert at your side who practices work processes alongside your employees.

Error 3: Long and hard-to-access microlearning courses

Problem: The rule with microlearning is “Short and snappy!” If the learning units are too long, your learners will lose motivation. The wrong technology can also lead to problems: Complicated programs, lengthy registration processes, or slow software also dampen your employees' learning motivation.

Solution: Optimize the provision and presentation of learning content

To increase your employees' willingness to learn, you should remove all possible hurdles: It is often a matter of time constraints and overly complicated technology.

Keep the learning units short! In many online courses, we still see complete PowerPoint presentations 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! Use a learning platform that is as intuitive as possible, one that all your employees can access at all times. Of course, there are employees (or trainers) who resist digital training. However, there are several ways to convince technology skeptics. Keep in mind: Your learning content should primarily be mobile-optimized. Only then can you fully leverage the fundamental idea of microlearning, which is to learn quickly while on the go.

Error 4: Microlearning content for a specific occasion

Problem: Creating learning content takes time, and this also applies to microlearnings. Many personnel developers, trainers, or coaches often view microlearnings as an additional workload, but it doesn't have to be that way.

Solution: Develop universal learning content for various purposes

Design digital learning content so that you can reuse it. To keep track of your learning content, you could, for example, create your own microlearning library.

Simply create a template course on your learning platform where you can 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: Lack of evaluation of your microlearning courses

Problem: Some HR personnel are already using 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 a personnel developer, you should evaluate each of your microlearning courses after completion. Which content worked well? Where were there problems? Was there a point where many employees dropped out of the course?

The evaluations of your courses will help you make your microlearning even better and avoid future mistakes. Another advantage: By analyzing your courses, you can check if the goals and implementation still match.

Despite these possible errors, microlearning is a very effective training method. Plus, you now know what to pay attention to when creating microlearnings for employee training!

To support you in creating your microlearning course, we provide you with the ultimate microlearning guide for online courses: In the free guide, you will learn step by step how to make your own online course in the microlearning style a complete success.

Free Guide

The Ultimate Microlearning Guide for Online Courses

Do you want to kickstart with microlearning? Then take our free guide and develop your own online course in the microlearning style step by step. With many examples and helpful expert tips!

To the free microlearning guide

Do you have questions about blink.it or this article?

Feel free to write to us if you have questions about the product or specifically about this article. Our marketing team is available via email or will pass your request on to a suitable Blinkie 😊