How to Create a Micro-Learning Strategy for the Modern Workforce
Snackable lessons (60 seconds): 1ST BITE We want to achieve results with little financial or time investment. In order to avoid wasting time, start by defining the goals of each training piece. 2ND BITE On average, learners forget 70 percent of what is taught within 24 hours of the training experience. The Forgetting Curve illustrates […]
Snackable lessons (60 seconds):
We want to achieve results with little financial or time investment. In order to avoid wasting time, start by defining the goals of each training piece.
On average, learners forget 70 percent of what is taught within 24 hours of the training experience. The Forgetting Curve illustrates this loss in retention.
If you need performance training or high-level “how-to’s” to educate your workforce, then micro-learning is a good fit for your organization.
The Full Scoop (10 minutes):
In the first part of our micro-learning series, we took a bite out of some micro-learning appetizers. We answered the questions: what is micro-learning? Why micro-learning is the new buzzword among HR and training crowds. And then how is micro-learning different from SCORM training content? Feeling full yet? We didn’t think so. Understanding how to create and distribute a micro-learning strategy for your organization is the next piece of the e-learning pie.
The Forgetting Curve
Was that a bird, a plane or wait – is a phone ringing? With the amount of noise vying for our attention these days, it’s hard to retain anything for the long haul. On average, learners forget 70 percent of what is taught within 24 hours of the training experience. This statistic helped shape the theory of the Forgetting Curve, coined by Hermann Ebbinghaus. If you follow along the curve, the more time that passes the less information is retained.
When you give your team less information to retain, they have a greater chance of actually retaining it.
The phrase “less is more” applies here! This process is called “flipping the curve”.
When you add micro-learning content as a supplement to your learning management system, the Forgetting Curve becomes a Retention Curve.
Micro-Learning Best Practices: Start With Your Goals
Get the modern workforce suited up with the skills they need to meet your organization’s overarching goals. You want your learners to learn, engage and retain quickly and with little-to-no-cost. Having them go through a 45-minute instructional video on food safety, when they’re in-between shifts or on-the-go encourages distractions and fatigue. But don’t toss out the longform version just yet – this is what you build your micro-learning content off of.
Do you know…
Their access to technology?
The goals of your content?
After clearly identifying your organization’s goals and your target audience in charge of meeting those goals, you can take a subject as large as ‘food safety’ and break it down into pieces of learning opportunities in a format suited for the modern workforce. Making sure chicken reaches the correct internal temperature is a training nugget on it’s own.
What types of training, testing, or education pieces are best suited for micro-learning?
If you’re a Facebook user, you may have come across the latest trend in posts, Buzzfeed’s ‘Tasty’ videos. These quick guides have taken over the newsfeed, engaging viewers almost instantly. An informative video that once was reported to gain 1 million views now grew its viewership to 30 million with just a few tweaks – how? The short, fast-motion videos are well under five minutes, often don’t require sound to absorb instruction, and have a laser-focus on the topic at hand.
How to Easily Implement Micro-Learning
It’s possible to use inexpensive tools to create online training videos in order to engage your learners. In it’s simplest form, micro-learning can be captured by pulling out your mobile phone and hitting record. It doesn’t matter if the clip has low production value – it matters if your content has no value.
Stay tuned for the last part of our micro-learning series, highlighting the mistakes to avoid when implementing a micro-learning strategy for your organization, and most importantly – what benefits will come of it.