Microlearning, the future of vocational training thanks to microdosed learning?

Microlearning is revolutionizing the world of professional training. With the frenetic pace of modern work, this method offers an ideal alternative: short, dynamic modules tailored to the needs of busy learners.

No more long hours of learning! By breaking down complex subjects into digestible sequences, microlearning facilitates access to useful knowledge and maximizes retention of information. The result: skills acquired faster, with an immediate impact on the field.

Mainly adopted in digital environments, this format can also be adapted to a variety of pedagogical uses. Flexible and effective, it appeals to companies and employees alike. So, are you ready to discover why microlearning is making sparks fly in the world of training? 📔

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What is microlearning?

Definition of microlearning

Microlearning offers short modules (5 to 10 minutes) targeting a single subject. This learning method improves knowledge retention and adapts to learners' pace.

Accessible on mobile, tablet or computer, it transforms downtime (commutes, breaks) into learning opportunities. Formats range from text to video to audio... More on this below. ⬇️

Last but not least, microlearning relies on immediate feedback from quizzes to reinforce self-assessment, while keeping learners motivated. A flexible and effective approach, perfectly suited to modern needs!

🎬 To understand everything about micro-learning in 1 minute, in this video from Digiforma :

Is there a difference with mobile learning or e-learning in general?

Microlearning, mobile learning and e-learning share common features, but their approaches and uses differ.

• As we have just seen, microlearning focuses on short, targeted modules, often used to convey precise information or develop a specific skill. It focuses on rapid retention and just-in-time learning, perfect for sessions lasting just a few minutes.
• Mobile learning, on the other hand, refers to learning via mobile devices such as smartphones or tablets. It offers greater flexibility, enabling content to be accessed anytime, anywhere, but is not necessarily limited to short formats.
• Finally, e-learning is a broader term that encompasses all forms of digital learning. An e-learning module is often longer, with interactive courses, and pathways that can combine different media, both short and long.

History and evolution of microlearning

Microlearning has its roots in the 1960s, with the work of B.F. Skinner, who introduced the idea of breaking learning down into smaller units to better adapt to learners' pace and provide immediate feedback. The arrival of computers in the 1980s, followed by the rise of the Internet in the 1990s, enabled short, targeted content to be widely distributed. From the 2000s onwards, the emergence of smartphones marked a turning point: interactive formats and short modules became essential for mobile learning.

👔 In the 2010s, companies adopted microlearning to meet the needs of a mobile workforce and combat cognitive overload. Used for onboarding, technical skills development and quick updates, it has become a strategic asset in professional training. With artificial intelligence and virtual reality, the future of microlearning promises to be even more engaging and personalized.

Fundamental principles of microlearning

Pedagogical principles

Microlearning is based on principles designed to optimize learning and keep learners engaged. Here are its key pillars:

• Each module deals with a specific topic, limiting cognitive overload. Presenting information in "nugget" form makes it easier to assimilate.
• Formats include quizzes, videos or simulations, making the format interactive... and the learner active. This promotes better long-term memory.
• Adapted to learners' rhythms and needs, microlearning makes it possible to choose relevant content, boosting motivation.
• Rapid feedback helps to correct errors and better understand the knowledge acquired.
• Just-in-time learning: information is accessible at the right time, for example, for an urgent procedure or a necessary reminder.
• To prevent forgetting, concepts are repeated at strategic intervals, improving retention.

Module formats

Microlearning modules come in a variety of formats, adapted to different learning styles:

• Short videos: 3- to 5-minute clips to explain concepts in an engaging, visual way,
• Infographics: synthetic visuals to simplify complex information and retain the essentials,
• Interactive quizzes: ideal for quickly testing knowledge and reinforcing memory,
• Podcasts: 5 to 10-minute audio segments, ideal for mobile learning or multitasking.
• Concise articles: short texts highlighting key ideas in a clear and direct way. Fast and effective!

Optimum module length

The length of microlearning modules plays a key role in their effectiveness. Here are some best practices:

• Short but impactful 💥: if you have to remember only one thing about microlearning, this is it! Each module should last between 5 and 10 minutes, in line with learners' attention spans.
• A single objective per module guarantees a clear and thorough understanding.
• Regular repetition: reviewing concepts at spaced intervals improves long-term retention.
• Short modules adapt to learners' specific rhythms and needs, enabling personalized learning. Flexibility assured 🤸

Advantages and disadvantages of microlearning

3 advantages

Improved knowledge retention

Microlearning boosts information retention thanks to spaced repetition and interactive modules such as quizzes or simulations.

These formats encourage active learning, where learners immediately apply what they discover, strengthening their neural connections. Each short, focused module minimizes distractions by concentrating on a single key topic.

💡 For example, a video followed by a software quiz helps employees regularly review and apply learned concepts.

Learner motivation and commitment

Microlearning's short, dynamic formats prevent cognitive fatigue and maintain attention. Interactivity makes learning more captivating, turning employees into active participants.

The flexibility of this method allows employees to learn at their own pace.

💡 For example, in a technology company, 5-10 minute videos reinforce the product skills of sales teams, improving their engagement and results.

Accessibility and flexibility

Microlearning integrates easily into everyday life, thanks to its accessibility on any device, at any time. It also reduces costs by limiting on-site training.

💡 A technology company can thus quickly train its teams in programming via short modules, optimizing their efficiency and availability.

2 disadvantages

Limited adaptability to complex subjects

Microlearning can be unsuitable for disciplines requiring in-depth understanding or interdisciplinary connections. Fragmenting these complex subjects into short modules risks limiting the overview needed to assimilate them.

💡 For example, a course in project management may require a more structured, global approach.

Risk of information overload

Although designed to avoid cognitive overload, microlearning can paradoxically exacerbate it if content is too fragmented or poorly organized. A haphazard implementation can overwhelm learners with a succession of incoherent modules.

👉 Clear structuring and a common thread are therefore essential to maintain balance.

How do you implement microlearning in your company?

3 steps to creating a microlearning course

Identify learners' needs

The first step is to analyze learners' specific needs.

• What are their challenges?
• What skills do they want to develop?

This phase enables clear objectives to be defined, tailored to expectations.

💡 For example, a company might target modules to improve time management or deepen specific technical knowledge.

Design engaging, interactive content

Once the objectives have been defined, it's time to create the modules! Short videos, quizzes, infographics or podcasts... It's up to you to decide which formats are best suited to the people to be trained and their constraints. Play with different formats to vary the pleasures and keep learners engaged. 🤹

Don't forget that interactivity is key: quizzes or simulations make learning active and boost retention.

💡 For example, a video sequence followed by a quiz can explain a business process in a matter of minutes.

Evaluating the effectiveness of microlearning

Finally, it's crucial to measure the impact of microlearning. Learner performance must be analyzed through regular feedback:

• completion rates,
• assessment results,
• or satisfaction surveys.

This data can be used to improve content and adjust learning paths to better meet identified needs.

Our recommendations for microlearning platforms

To take full advantage of microlearning, it's essential to choose the right platforms for your needs. Here are a few recommendations:

• EdApp: an intuitive platform offering interactive, customizable modules. It integrates gamification functionalities and enables precise monitoring of learners' progress.
• Axonify: designed for companies, this solution offers personalized learning focused on knowledge reinforcement. Ideal for training teams in specific skills in a short space of time.
• TalentCards: specializing in micro-modules, this platform enables the creation of short, mobile-accessible content. It is particularly suited to environments with a dispersed workforce.
• SAP Litmos: perfect for large enterprises, Litmos combines microlearning, interactive assessments and integration with HR tools for simplified management.
• Skillsoft Percipio: offers a rich library of short, multimodal content (videos, infographics, etc.) suitable for a variety of professional fields.

3 examples of practical applications of microlearning in the workplace

Microlearning as part of onboarding

Onboarding new employees is a key moment for fostering their commitment and integration. Microlearning, with its short modules, enables essential skills and information about the company to be passed on gradually.

For example, a course consisting of videos on internal policies, followed by interactive quizzes, helps new arrivals to quickly assimilate the basics without cognitive overload.

Developing professional skills

To develop employees' skills, microlearning offers targeted training that is easy to update. Companies can provide content tailored to current needs, such as a capsule on a new technology or an explanatory video on the latest sales techniques.

This method ensures that employees remain effective in a constantly changing environment.

Integration into blended learning programs

In a blended learning program, which combines face-to-face and online training, microlearning brings added value.

It can be used to complement face-to-face sessions with short modules, such as concept reviews or interactive exercises. This enriches the learning experience while enhancing retention of acquired knowledge.

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Does microlearning have a bright future ahead of it?

Microlearning looks set to have a bright future for companies looking to optimize their training strategies. With the rise of artificial intelligence (AI) and augmented reality, this method is getting richer, offering ultra-personalized and captivating learning experiences.

AI makes it possible to create courses tailored to learners' individual needs, while cloud platforms guarantee instant access to up-to-date content. At the same time, innovations such as gamification and multimodal formats make learning more engaging than ever.

By combining flexibility, accessibility and advanced technologies, microlearning is redefining professional training. It ensures continuous education, adapted to modern challenges and to employees' work rhythms.