What is microlearning?

Microlearning in the workplace refers to a training strategy that delivers content in small, specific bursts, targeting a single learning objective or skill at a time. This approach is designed to fit into the busy schedules of employees and enhance retention and application of knowledge.

Microlearning is gaining pace as a corporate training trend, with hundreds of peer-reviewed studies on the topic.

What types of content are used in microlearning?

Microlearning content is diverse and can include:

• Videos: Short instructional or explainer videos
• Infographics: Visual representations of data or processes
• Quizzes: Interactive assessments to test knowledge
• Flashcards: Quick review of key concepts
• Podcasts: Brief audio lessons for learning on-the-go
• Simulations: Interactive scenarios for practical application of skills

Why is microlearning effective?

Microlearning supports the way the human brain processes information. Two key psychology studies help to explain why microlearning is so effective.

Millers’s Law

Popularized by George A Miller in 1956, his study considered the capacity of human short-term memory and concluded that the average number of objects we hold there is seven plus or minus 2. As our short-term memory function is limited, microlearning can be used to consolidate these objects, keep them there for longer, and eventually move them into our long-term memory, allowing us to recall them more easily.

Hermann Ebbinghaus’s Forgetting Curve

Ebbinghaus introduced the relationship between spacing and memory. Specifically, when you space out your learning sessions, you’ll find it easier to recall the information you’re trying to remember and are less likely to forget it down the line.

The Ebbinghaus forgetting curve illustrates that when people learn large amounts of information, they remember the bulk of it immediately, but this knowledge retention drops steeply by the following day. Expect to recall only 21% of the info a month later.

But when you weave spaced repetition into your training sessions, as with microlearning, you’ll retain the knowledge for longer.

What are the benefits of microlearning in the workplace?

Microlearning is easy to digest

Providing training in these bite-sized flashes of content feels manageable to learners. This is similar to the popularity of Twitter, which relies on content brevity for easy scanning rather than overwhelming social media users with walls of text.

Microlearning prevents burnout

The pressure to succeed by squeezing extra working hours into the day and pushing beyond our mental and physical boundaries can lead to burnout. The World Health Organization categorizes burnout as an occupational phenomenon with three characteristics:

• Exhaustion and depleted energy
• Being mentally distant from your job, along with feeling pessimistic or cynical about your role
• Reduced professional efficacy

When burnout is present or imminent, a learner is unlikely to respond or feel motivated by a formal training program. But short bursts of interactive content are excellent at raising engagement levels even when attention spans are short, thus lowering the opportunity for burnout to set in.

Microlearning reaches employees where they already are

As the perfect asynchronous solution, learners don’t need to sign up and attend a physical classroom or virtual training environment—microlearning fits in with their day. These sessions can be delivered to mobile devices and consumed on-demand and on the move.

Companies can also send them to messaging channels like Slack, where the average user will be signed in for 9 hours of the day and actively using the app for 90 minutes.

Microlearning is a gateway to further learning

Micro units drop tidbits of knowledge for the learner to consume at their own pace. And this can leave them wanting to delve deeper into the subject.

Dora Gao from the Product Management Team of Harvard Business Publishing Corporate Learning explains:‍ “The beauty of microlearning is that it can be consumed even when the learner only has a small amount of time to allot to it. But we’ve also found that microlearning is a gateway to people wanting to learn more.”

Microlearning is cost-effective

While the cost of training isn’t eliminated when you switch to microlearning, it is reduced. In his book “3 Minute Learning”, Chief Learning Architect Ray Jimenez reports that content development time is reduced by 300%. In addition, costs are lowered to 30 to 50% when you choose this training method.

Microlearning is scalable

It’s easy to roll out your microlearning program to additional users as your organization grows. Unlike a traditional program, where you might need to host further courses or pay for extra trainers to accommodate attendees, microlearning scalability occurs at the click of a button.

How can microlearning improve employee performance?

Microlearning can significantly boost employee performance by:

• Targeted skills development: Focused modules address specific skills or knowledge gaps
• Continuous learning: Frequent, short learning sessions encourage a culture of continuous improvement
• Immediate application: Employees can quickly apply new knowledge to their tasks, reinforcing learning through practice
• Feedback loops: Regular assessments and quizzes provide immediate feedback, allowing for quick adjustments

How can microlearning support a culture of continuous learning?

Microlearning fosters continuous learning through the following features:

1. Regular updates: Frequent, small updates encourage ongoing development
2. Ease of access: Mobile and on-demand access supports learning anytime, anywhere
3. Just-in-time learning: Providing immediate, relevant learning opportunities as needs arise
4. Encouraging curiosity: Short, engaging modules pique interest and motivate further learning
5. Recognition and rewards: Offering incentives for completing modules can boost participation and morale

How can microlearning address compliance training needs?

Microlearning can effectively handle compliance training through the following:

• Modular content: Breaking down complex regulations into manageable parts
• Regular updates: Easily updating modules to reflect new regulations
• Engagement: Using interactive formats to make compliance training more engaging
• Tracking: Monitoring completion and understanding through assessments and LMS tracking

What are the limitations of microlearning?

Admittedly, microlearning isn’t suitable for every type of course deliverable. The scenarios below demonstrate when an alternative training method may be a better fit. Remember, though, that microlearning is also an excellent support tool that can be a backup to your core training programs.

Core training can’t be condensed into a micro-unit

Some course topics are too large, complex, or nuanced to be covered in one or more micro-units. A deeper training session with real-time discussion could be a better alternative here.

Learning clashes with other activities

Microlearning puts the end-user in the driving seat of their own training. This can be positive as it gives the learner the power to choose when they’re most open to receiving new information and interacting with your course content.

But this same point can also be problematic, for example, if your learner attempts to engage with their micro-unit when distracted by cooking dinner, chatting to their kids, or taking a phone call. Fragmented learning occurs when your user is engrossed in another task.

Short doesn’t mean engagement is guaranteed

Engagement is often linked with microlearning, with Hubspot reporting, “Mobile microlearning produces four times higher engagement rates and 50% better knowledge retention than traditional e-learning tools.” ‍

However, microlearning course creators should understand that the brevity of content doesn’t automatically translate to guaranteed engagement. It’s critical to provide rich multimedia content with plenty of interactive elements, such as quizzes and gamification, to absorb the user.

Luis von Ahn, founder of bite-sized language learning company DuoLingo, explains,‍*“Learning is like going to the gym. It has to be fun to make you want to go and work out every day.”*

Doesn’t replace on-the-job training

Not all course content is suited to fun user interfaces and interactive quizzes. If there’s an element of hands-on training required, for example, teaching a medical student how to perform a procedure on a patient, microlearning wouldn’t be your primary teaching method. But you can use it to reinforce the learnings from practical training.

What are some examples of microlearning?

The popularity of microlearning has been gaining pace in the corporate world. Here are examples of companies who’ve successfully used this method to solve a variety of training challenges.

Google’s Whisper Courses

Learning and development specialists at Google adopted the concept of microlearning into a series of whisper courses delivered by email. Each email message contained a simple suggestion or whisper for a manager to try in their 1:1s and team meetings and enhance psychological safety on their team.

The whisper program was hailed a success and is now also being used to offer suggestions to managers on their leadership behavior.

Walmart’s Safety Program

Walmart needed to improve its safety culture to reduce the risk of accidents and injuries in the workplace. Due to the size of their organization, even a 5% reduction in safety incidents would save millions of dollars. By adopting a microlearning and gamification program, Walmart supported employees by boosting their knowledge of safety practices.

They now boast a 91% voluntary participation rate in their training and a 54% reduction in recorded safety incidents.

NextWorth’s Recycling Trade-In

This electronics recycling company was experiencing challenges with inconsistent customer service as their employees didn’t have the necessary knowledge to conduct accurate product trade-ins. Short training videos on the NextWorth user interface reduced this variance amongst retail partners by 50%.

IBM: The “Hands-On Lab Experience”

IBM recognized that IT professionals and web developers frequently had questions about using the IBM Cloud platform. They found the best way to respond to these queries was by developing a micro-learning program. This overcame the fact that IBM end-users often could not wait for a place in a scheduled training class when given a project or assignment.

The IBM Microlearning platform allows them to develop crucial skills in cloud technology at their own pace. It uses a quick and accessible exercise-based format, with each exercise based on a specific topic. Users can access the platform’s training content 24/7 and pick up new skills whenever it’s convenient for them.

Asurint onboarding training

Asurint is a background screening tech company with a high proportion of millennial joiners who have little management experience. The company now uses microlearning throughout the entire onboarding process, including training on compliance, data security, HR, and industry-specific regulations. Once onboarding is complete, employees access training materials at their own pace to meet their individual growth and developmental goals.

The results? Asurint has reduced training time down from 6-8 weeks to just 4 weeks. And employee retention amongst new hires has increased by 100%. An additional bonus: 25% of the microlearning units are consumed voluntarily rather than by assignment. This proves that Asurint employees are just as invested in this training initiative as their employer.

Freeletics’ leadership development

Inspired by Google’s results, Freeletics teamed up with Deel to go even a step further. Freeletics is an app-based AI coach whose people leaders lacked the time to dedicate to formal training. A common problem in the corporate world, the team was overwhelmed with daily business tasks and didn’t have the hours to spare for growth and development. For those who could attend workshops, knowledge was quickly lost when employees didn’t use it practically.

The company worked closely with Deel’s learning consultants to switch to microlearning and overcome these challenges. By adopting a blended learning program, employees and managers received weekly notifications delivered to Slack or Teams.

“Leaders drive our organization. With Deel Engage, we’ve introduced innovative learning tools to enhance their effectiveness and success.”—Daniel Sobhani, CEO, Freeletics.

Read how they did it in our detailed case study.

How can you design an effective microlearning module?

Designing an effective microlearning module involves several key principles to ensure the content is engaging, focused, and impactful. Here’s an elaboration on each principle:

1. Clear objectives

Each microlearning module should have specific, well-defined learning objectives that tell learners exactly what they will achieve by the end of the module.

Clear objectives provide focus and direction, ensuring that learners understand the purpose of the training and can gauge their progress. Objectives also help in designing content that aligns with specific skills or knowledge, preventing unnecessary information overload.

2. Concise content

Keep the content short and focused on the most important information. Avoid including too many details or concepts that may overwhelm the learner.

The hallmark of microlearning is brevity. Learners are more likely to retain and apply knowledge when it is presented in manageable chunks. By delivering only essential information, you enhance retention and reduce cognitive load, making the learning process more efficient.

3. Engaging formats

To keep learners engaged, use a variety of interactive content formats, such as videos, infographics, quizzes, or short scenarios.

Engagement is crucial for effective learning, and interactive content helps capture attention and maintain interest. When learners are actively involved (e.g., answering questions or completing challenges), they are more likely to stay focused and absorb the material.

4. Reinforcement

Include activities or quizzes that help reinforce the knowledge presented in the module. These can range from multiple-choice questions to scenario-based exercises that apply learned concepts.

Reinforcement is essential to solidify learning. Quizzes and activities help learners practice what they’ve learned and promote better retention. Reinforcement exercises also help learners identify gaps in their understanding and revisit concepts as needed.

5. Feedback

Provide immediate feedback to learners on their progress, especially after quizzes or activities. Let them know what they did well and where they can improve.

Immediate feedback helps learners correct mistakes in real-time and reinforces correct responses. It ensures that learners are aware of their progress and can take appropriate action to improve, thereby enhancing learning outcomes and confidence.

6. Mobile-friendly design

Ensure that the microlearning module is optimized for mobile devices, allowing learners to access content anytime, anywhere.

Modern learners often prefer to access training on their mobile devices. By designing for mobile, you increase accessibility and convenience, making it easier for learners to engage with the content in short, flexible sessions.

7. Modular structure

Break down learning into small, independent modules that learners can complete in a short amount of time (e.g., 5–10 minutes).

A modular structure enables learners to progress at their own pace, making it easier to integrate learning into their daily routines. This flexibility is a key advantage of microlearning, catering to busy professionals who need to balance work with learning.

By following these principles, you can design microlearning modules that are engaging, effective, and aligned with both learner needs and organizational goals.

What are some best practices for creating a microlearning program?

If you want to start incorporating microlearning into your training program, follow these top best practices to maximize its benefits.

1. Focus on a single learning objective: Entertainment and animation are great and may improve your program engagement. But remember, the point of developing microlearning content is to enhance learning—incorporate a single learning objective into each unit to ensure success
2. Use it in tandem with additional training: Your microlearning strategy doesn’t necessarily need to replace other learning styles but can be used to support them
3. Repurpose your existing course content: If you have a mature library of training materials, it’s worth condensing suitable modules into micro-units. Example: split a longer module into a series of bite-sized chunks
4. Involve employees: Involve employees in content creation for more relevant and engaging material
5. Prioritize accessibility: Work with a designer who will format and optimize your micro units according to accessibility best practices. Your content must also be accessible across a range of devices
6. Use microlearning modules in onboarding: This is a less daunting way for new hires to get to grips with your systems and presents a fun range of multimedia to support their training

How can HR measure the effectiveness of microlearning?

To measure the effectiveness of microlearning, HR departments can implement the following methods to ensure the training delivers the desired outcomes and supports employee development:

1. Completion rates

What it measures: Tracks the percentage of employees who complete the microlearning modules.

Why it matters: High completion rates suggest the content is engaging and accessible, while low completion rates may indicate barriers such as time constraints, unclear relevance, or lack of motivation. Monitoring completion rates helps HR assess overall participation and make adjustments as necessary.

2. Knowledge retention

What it measures: It evaluates how well employees retain and apply the information learned through pre- and post-training assessments or quizzes.

Why it matters: Knowledge retention is a critical indicator of how well microlearning delivers information in a digestible format. Regular testing or follow-up assessments after the modules help HR determine if employees can recall and use the skills and knowledge over time.

3. Performance metrics

What it measures: Tracks changes in employees’ job performance, productivity, and proficiency after completing microlearning sessions.

Why it matters: A key goal of microlearning is to improve job performance. By analyzing performance metrics (e.g., faster task completion, fewer errors, improved customer satisfaction), HR can assess whether the training is leading to tangible improvements in the workplace.

4. Feedback surveys

What it measures: Collects qualitative data from employees regarding their experience with the microlearning content.

Why it matters: Feedback surveys give employees a platform to share their thoughts on the training's relevance, clarity, and engagement. By reviewing this feedback, HR can identify areas for improvement, such as adjusting content format, length, or complexity to better meet employee needs.

5. Engagement analytics

What it measures: Analyzes interaction data, including time spent on each module, quiz scores, and how employees interact with the learning platform.

Why it matters: Engagement analytics reveal how employees are interacting with the content. If employees spend minimal time on the modules or score low on quizzes, it may indicate the need for more interactive or user-friendly content. Tracking this data helps HR improve learning delivery and maximize engagement.

6. Application of learning (behavioral change)

What it measures: Tracks how well employees apply the new knowledge or skills in their daily tasks after completing the training.

Why it matters: Beyond retention, it’s important to measure whether employees are actually using the skills learned. This can be done through manager assessments or observational methods, ensuring that microlearning translates into improved behaviors and performance in the workplace.

7. Return on investment (ROI)

What it measures: Compares the cost of developing and delivering the microlearning content with the resulting performance improvements, productivity gains, and business outcomes.

Why it matters: HR needs to ensure that the resources invested in microlearning deliver a positive return. HR can measure the financial impact of microlearning by tracking changes in business metrics such as reduced errors, increased efficiency, or higher customer satisfaction.

These metrics, when used together, provide a comprehensive view of how effective microlearning is within an organization, allowing HR to fine-tune learning initiatives for maximum impact.

Run engaging global training programs with Deel Engage

If your company training program feels stale and outdated, Deel Engage offers a user-friendly talent management platform with functions for creating engaging training programs that use modern training methods, such as microlearning.

It takes just a few minutes to set up your first course in Deel Engage, either embedding your existing content using our drag-and-drop editor or setting up a new program from scratch with the AI assistant. You can also add quizzes to ensure knowledge retention and set pass and retake rules.

To deliver microlearning, enable step-by-step content delivery to your team. They will receive a daily nudge delivered to your platform of choice (email, Slack, or Teams). They can always go back to Deel Engage to review the content and refresh their knowledge.

Learn more about how you can train your team with Deel Engage.