microlearning engages young employees

3 Ways microlearning engages young employees

Attention spans are shrinking. Younger people want their learning, fast and they can access the answers to most questions on their phones in an instant. That’s why mobile-based microlearning has created such a buzz in the world of business training. Older people have not been left out or are behind the times, but it’s likely that younger people (plus the smartphones they are joined at the hip with) held the key to this training transformation. Here are some of the top reasons why microlearning engages young employees.

1. Gamification

Many microlearning systems include an aspect of gamification. This means that the learning incorporates gaming techniques and methodology. Learning is more effective when it is fun and doesn’t feel like learning. We love to compete and we love the recognition that comes with being on top of the pack. This concept hasn’t changed for our younger generations, so adding games in learning systems is a great way to keep young people engaged.

2. Better Retention with Spaced Repetition

Microlearning systems can easily incorporate spaced repetition. When information is repeated several times over increasing intervals, knowledge has a very high likelihood of becoming embedded. Microlessons are short enough to be easily repeated but advanced apps offer dedicated spaced repetition features which remember which questions a learner got wrong – and so it can focus on those.

3. Quick Bursts of Concise Information

Microlearning uses short bursts of information. The shorter learning sessions suit the diminished attention spans of many young people.

If you’d like to know more about how microlearning engages young employees with all of the above features (and more), get in touch at enquiries@edapp.com. You can also try EdApp’s Mobile LMS and authoring tool for free by signing up here or in the box below.

Related: 5 tips to improve staff learning with microlearning
Related: Microlearning for business – 5 Use Cases

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