Businesses may be reluctant to implement microlearning, due to a preconceived idea that it may be a time-consuming challenge. That is why we are here to provide you with tips on how to successfully implement microlearning into your corporate training plan.
The eLearning Industry‘s ‘microlearning for better learning’ model depicts three stages of microlearning; brushing-up, catalysed by a moment of need, resulting in an improvement.
This gives us a framework for when microlearning meets the needs of staff but not any tips of how to implement it. So here are our 4 top tips on implementing microlearning:
1. Develop training goals for employees to reach
Creating employee training goals is an essential step to achieve specific objectives of the company, in terms of what skills employees must develop for company success. Recording these goals through the gamification of mobile learning motivates employees to progress through microlearning modules.
2. Create a microlearning lesson plan
After goals are established, a microlearning lesson plan may be implemented to clearly set out what is expected of employees and by when. In terms of the future, setting out a plan gives backbone to the company’s long-term plans. For short-term, according to Pike’s 90/20/8 rule, a concept or content can be taught for 90 minutes without a break, however, the content needs to be chunked into 20-minute sections with interaction for every 8 minutes, what we call ‘spaced repetition.’
3. Continuously encourage employees to complete microlearning modules
Continual employee engagement in microlearning courses leads to increased retention of information, boosting long-term memory. To ensure content in your modules has the strongest impact, three elements are essential; spaced repetition, progress recording and retrieval practice.
4. Make employees aware of microlearning modules being accessible anywhere at anytime
Employee corporate training, which fits in to the flow of work is ideal in the increasingly fast-paced workplaces we are exposed to. The benefit of microlearning modules being accessible on demand, is that it allows for the natural periodic variations in attention.
Dwyer (2001), in the journal of the Staff and Educational Development Association, references brain research in suggesting that a learner’s ability to sustain attention is affected by the variations of the neurotransmitters in the brain that regulate attention. These variations occur at regular intervals of 90 minutes. This is where microlearning comes in. If adequate breaks are not incorporated in training, learners stop focusing or tune out.
Want to know more about how to implement microlearning?
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