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Bite-Sized Enabler for Your Major Learning Challenges

MicroLearning

We are born with multiple senses, reflexes, and learning mechanisms and without data, laws, knowledge, processes, programs, etc. These are man-made and acquired over time as we survive. Increasing distractions and an overload of information on any topic can lead to disrupted focus. This issue is relevant in all areas of life—especially at work.

 

A recent PWC survey of CEOs found that 77% feel that it’s difficult to develop the creativity and innovation skills they need. In the age of digitization, companies still need employees, and they must be able to pick up skills rapidly.

How driven do you want your employees to be? Wouldn’t it be great to give them required information that is easy to remember whenever they need it?

 

How do microlearning nuggets work for retention?

 

Microlearning offers relevant information at the right time for greater recollection.

When employees find difficulties in performing a job, are in distress, or need immediate information, the microlearning strategy is very advantageous. The human brain absorbs the information faster in such situations, making the microlearning strategy work best.

  • Microlearning is an immediate enabler.
  • It allows for faster absorption of information.
  • Employees make immediate progress according to assessments.

The microlearning strategy reduces cognitive overload. The right microlearning development ensures that learners make progress and recall relevant knowledge when they need it.

 

How can microlearning enable learning integration at work?

 

Microlearning can address a vast range of didactic parameters such as time, content, curriculum, format, process, media, and learning models. The first thing that microlearning facilitates regarding integration at work is continuous learning through short learning modules. This also encourages a higher frequency of employees to engage in learning.

  • Simplified short modules are made easy to digest.
  • Employees can acquire and apply relevant knowledge at work.
  • Self-directed learning is easy to integrate into everyday tasks.

The microlearning strategy can certainly enhance employees’ performance and productivity at work. We start by identifying the problem, acknowledging the working pattern, and then devising the best learning strategy for a set of employees. Next, the microlearning strategy is made inclusive for employees to practice their skills, engage with peers, and test their learning in a real-time working environment.

 

For example, introducing a mobile module or even a simple FAQ for your new employees can answer a lot of their questions that they may not want to ask upfront. By training employees on a standard process, the same information is delivered consistently to all employees. A microlearning experience that can be personalized for its audience enables quick updates for all targeted employees with merchandise issues at work.

 

How can you know that a microlearning strategy can improve the culture of your organization?

 

A short video can engage and influence the unfavorable behavior traits in employees. The umbrella of organizational culture ranges from employee behavior to organizational behavior. The defined values, beliefs, goals, and overall vibe of an organization speak of its culture. The last few years have witnessed a complete shakeup in this area, and employees are craving a thriving organizational culture more than ever.

  • Mindsets can be shifted with continuous development.
  • It doesn’t require long hours off work, and it’s easier to learn on the go.
  • Nurturing can happen anywhere at any time.

Employees may not always give a warm welcome to change. Microlearning can bring about changes gradually. Each module presents customized information of crucial value to an organization and drives cultural requirements. Microlearning is a perfect way of shifting mindsets through short learning bursts to change organizational culture and enhance learning culture.

“Learning is not product of teaching. Learning is product of activity of the learner.”  —John Holt

Employees are looking for more than just developmental programs; they crave emotional health, a shared vision, work values, a goal to contribute to, and growth opportunities provided by their organization. Microlearning offers such opportunities and makes learning an everyday practice.

 

Thus, to create a pool of employees across the organization who own their career goals and are continuously encouraged to learn and grow, a microlearning strategy is suitable. Apt microlearning development can ensure valuable learning that is meaningful for employees and will give them the required edge. To design such impactful learning experiences for your employees, reach out to G-Cube.

 

Microlearning strategies offer a greater feeling of achievement when taken as a complete learning package. It is also a comparatively comfortable learning solution to incorporate into the daily activities of employees, without using up their time off work.

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