Inroads of Microlearning

Microlearning is proving its worth. A study done by the National Safety Council, A Foundation for Safety Training Effectiveness, in 2024, looked at  microlearning, which breaks training into more focused courses designed to meet specific knowledge 

The authors found that, compared to traditional extended learning techniques, microlearning addressed the research which shows that human attention span has decreased from 12 seconds to 9 seconds. These shorter lessons lead to better retention of concepts, increased learner engagement, and heightened confidence in performing work-based activities. 

There is a downside, the research points out, that given the shorter length of the training,
microlearning modules are limited in the depth of information available. Thus, these techniques are not a substitute for comprehensive training on more advanced or complex topics. Additionally, because concepts are broken down into smaller modules, there is the potential for these experiences to become fragmented or disorganized for learners. 

Companies are moving into this area of training. Walmart, Parker-Hannifin and Bloomingdale's saw success as reported by Rick Tobin, CEO for Safety Now, in a recent EHS Today article. 

Tobin provides the following statistics.

Walmart’s distribution centers rolled out 3-5-minute gamified safety quizzes via their mobile app. Within six months, recordable incidents dropped by 54%, and observed safe behaviors jumped by 96%.

At Parker Hannifin’s Kent, Wash., campus, daily 2-minute ergonomics reminders via e-mail and digital signage drove a 45% reduction in musculoskeletal incidents over two years.

Bloomingdale’s used a microlearning platform to deliver weekly safety refreshers to 10,000 store associates. Engagement hovered above 85%, and in one year, they slashed safety claims by 41%, saving over $2 million.

Other statistics, from eLearning Industry, show the benefit of this method of learning (excerpted below).

Microlearning's Impact On Completion Rates

Microlearning courses typically have an average completion rate of 80%, which is significantly higher than many other learning formats. Because the videos are short and concise, employees are more likely to engage with them. In contrast, long-form learning modules have a completion rate of only 20%.

So why is there such a stark difference? The answer is that microlearning modules perfectly fit into a busy learner's schedule. When information is presented in small, manageable segments right at the learner's fingertips, it fulfills the learner's preferences, making it a popular choice for many employees.

Improved Retention Rates

Studies have found that an average human can only store 7 items in their working memory. In fact, people forget 50% of the new information within an hour of learning. Microlearning is the solution. Learners who received spaced-out reinforcement of the lessons had 150% better retention. Moreover, it also resulted in 145% better overall retention in just two weeks of training. In addition, microlearning had 20% better retention rates than other forms of learning.

Rapid Development Speed

Microlearning modules have a rapid development speed compared to other learning methods. They can, in fact, be developed 300% faster than any other type of learning.

Reducing the time spent on training also leads to a lower overall cost. How does this work? A typical microlearning module lasts between 5 to 10 minutes, meaning you don't need to invest much time creating each module. This efficiency allows you to develop new modules rapidly, helping you stay aligned with current training needs, especially in a fast-changing industry.

High Learner Satisfaction Rates

Microlearning modules meet three key criteria: they are entertaining, provide updates on knowledge and skills, and facilitate effective and rapid learning. Learners report a 94% increase in satisfaction rate with the help of microlearning platforms. Moreover, 65% of learners say that a typical learning module contains too much information, which is difficult to grasp. Hence, when the information is broken down into small chunks, it is easier to learn and retain, which in turn enhances learner satisfaction.

1. Start with a Skills Gap Analysis: Understand which skills are most needed within your workforce. Microlearning is especially useful for addressing specific gaps in knowledge or competencies.
2. Use Engaging, Varied Content: Microlearning works best when it incorporates a mix of formats, such as short videos, quizzes, interactive infographics, and gamified learning experiences. The goal is to keep employees engaged and motivated.
3. Measure Impact Continuously: Utilize data analytics to track learner progress and engagement. Gathering real-time feedback can help refine and adjust your microlearning modules to ensure maximum effectiveness.