The power of bite-sized learning in transforming workplaces

In today’s fast-paced work environment, employees are constantly balancing multiple responsibilities while striving to stay updated with new skills and industry developments. Traditional learning methods often require significant time investments, which can be challenging for busy professionals. An alternative and more modern learning and development (L&D) strategy would provide for bite-sized learning or micro-learning where content is delivered to employees in small, easily digestible units. This approach aligns seamlessly with modern workplace dynamics and is gaining traction among L&D practitioners and organisations. 

Micro-learning refers to the process of delivering learning content in short, focused bursts. These bite-sized modules typically range from a few seconds to a maximum of 10–15 minutes and focus on a single learning objective. Content is often delivered in various formats such as videos, quizzes, infographics, podcasts, and interactive scenarios and is usually available on multiple devices. 

What does the research say about micro-learning? 

The literature on micro-learning highlights its high engagement levels, better retention rates, and increased accessibility. Studies indicate that learners absorb and retain information more effectively when content is broken down into smaller units. Learning in shorter segments improves knowledge retention significantly compared to traditional long-format training. Micro-learning is thus useful in negating the Ebbinghaus Forgetting Curve. 

Moreover, micro-learning is supported by cognitive load theory, which suggests that when learners receive manageable amounts of information at a time, they can process and retain knowledge more effectively. 

Why should organisations and employees consider micro-learning? 

• Increased flexibility: Employees can engage in learning at their convenience—whether during short breaks, between meetings, in the taxi, or while waiting to pick up their kids from school. Employees can therefore upskill without disrupting their work schedules. 

• Personalisation: Learning can be tailored to individual needs and preferences. 

• Better knowledge retention: Repeated exposure to small chunks of information enhances retention and application. 

• Higher engagement levels: Interactive, multimedia-rich micro-learning content fosters active participation. Shorter learning sessions reduce the risk of disengagement. 

• Alignment with business needs: Organisations can quickly update and deploy new content in response to industry changes. 

• Scalability: Micro-learning modules can be relatively easily customised for different employee roles and experience levels. 

Designing and implementing micro-learning effectively 

For micro-learning to be successful, it must be well-designed and seamlessly integrated into employees' daily workflows. Here are some key considerations: 

• Keep it concise: Each module should focus on one clear learning objective. 

• Use multiple formats: Utilise videos, quizzes, podcasts, and gamified elements to keep learners engaged. 

• Ensure accessibility: Make content available on mobile devices for on-the-go learning. 

• Incorporate spaced repetition: Reinforce key concepts over time to improve retention. 

• Provide instant feedback: Interactive assessments help learners measure their understanding immediately. 

Does micro-learning work for everyone? 

While micro-learning is beneficial for most employees, its effectiveness depends on individual learning styles and job roles. It is ideal for fast-paced jobs for quick, on-the-go learning. It is also great for power skills development, including leadership, emotional intelligence, and conflict management. One drawback of micro-learning is that it may not suit deep learning needs. Employees in technical or complex roles may require blended learning that combines micro-learning with in-depth training. Also, by only engaging in micro-learning, employees may miss the collaborative benefits of in-person training. 

Conclusion 

Micro-learning is an agile, engaging, and cost-effective learning strategy that aligns with modern workplace demands. While it may not be suitable for every learning objective, when strategically designed and implemented, it can significantly enhance workplace learning and development. L&D practitioners should consider integrating micro-learning into their training portfolios to promote continuous learning without overwhelming employees, ensuring that organisations remain competitive in today’s ever-evolving business landscape. 

Interesting research studies 

Karlsen, J. T., Balsvik, E., and Rønnevik, M. (2023). A study of employees’ utilization of microlearning platforms in organizations. The Learning Organization, 30(6), 760-776. https://www.emerald.com/insight/content/doi/10.1108/tlo-07-2022-0080/full/html 

Shail, M. S. (2019). Using micro-learning on mobile applications to increase knowledge retention and work performance: A review of literature. Cureus, 11(8). https://pmc.ncbi.nlm.nih.gov/articles/PMC6716752/ 

Taylor, A., & Hung, W. (2022). The effects of microlearning: A scoping review. Educational Technology Research and Development, 70, 363-395. https://doi.org/10.1007/s11423-022-10084-1