Are you looking to implement microlearning for your professional development or are you already using it? Then you should know the biggest challenges! In the last article of the mini-series, we take a look at why a new learning culture is so important for microlearning and how you can support it.
Reading Tip: All articles from the series "Challenges in Microlearning" at a glance:
Update your content
Make content available to everyone
Introduce fixed learning times
Create a learning culture (here)
If you regularly update your microlearning, provide content that is easily accessible, and create a schedule with suitable learning times for your learners, there’s hardly anything standing in the way of your effective microlearning. However, the last challenge determines sustainable learning success: The learning culture in the company.
Potential: Microlearning supports the new learning culture
A modern learning culture is vital for all types of learning, including professional development. Companies must first make their learning culture visible in order to change it. Although learning culture is also a matter of framework conditions, it is primarily a question of mindset:
“Learning culture (is) the expression of the value attributed to learning within the company.” – (HR Lexicon)
This becomes evident at different moments: Where and why is learning taking place? Why is learning happening at all? And how high is the priority of learning in everyday work life?
On the one hand, microlearning depends on the existing learning culture. On the other hand, microlearning can be a means to change the learning culture: Microlearning allows employees to learn, for example, on their way to work or to make good use of "downtime" between meetings. It thus helps to integrate learning into everyday work.
Risk: Poor learning culture can block microlearning
However, a poor learning culture can also block microlearning. For example, microlearning is popular in the areas of SMEs and production for training employees directly at their workplace. According to corporate culture expert Stefan Enzler, the mindset often prevails here: “If I just look at the computer, I am not productive!”
Microlearning enables perfect “learning on the job,” provided the learning culture allows it.
Moreover, smartphones are often prohibited in the workplace, and computers are only available to management. These are often also rather negatively inclined towards “unproductive learning phases” during working hours. All these factors lead to a difficult learning culture for microlearning, especially in smaller companies.
3 Tips for a better learning culture for microlearning
Involve the leadership! Especially in smaller or very traditionally run companies, leaders must take on a role model function.
Utilize the motivated learners! In every company, there are employees who are enthusiastic about new (learning) methods. Let such employees create learning content themselves to reach colleagues personally and break down barriers.
Reward engaged learners! Playful incentives in the spirit of gamification or open praise, ideally from the leader, maintains motivation and helps to establish the new culture in the long term.
Whether as a trainer or HR developer: If you are planning microlearnings for a company, you can use these three proven tips to initiate a long-term better learning culture.
This brings us to the end of our microlearning mini-series. Use our tips to master all challenges of microlearning.
Update August 2022: Are you even more interested in the topic of learning bites? Then also read the article on Learning Nuggets (Definition + Examples) in our blog!
Is microlearning the first e-learning method in your company? Then download the free checklist “Successfully Starting E-Learning in Companies” now, which guides you systematically and clearly through all important steps for getting started.
