Today’s work environment is a whirlwind. Companies are constantly searching for innovative ways to train their employees more effectively, enabling them to develop best.
In our MobieTalks session, “The Crucial Role of Gamified Microlearning in a Blended Learning Strategy“, we took a metaphorical flashlight to explore how integrating microlearning into traditional training methods can enhance employee learning experiences. Think of it like a DJ mixing fresh beats with classic tracks—it’s all about the right blend!
Old is Not Always Gold
Many companies today are grappling with similar challenges. We all want to be magnets that attract and retain talent, and we’re under increasing pressure to do more in less time. We need to adapt rapidly to ever more complex roles.
Yet, the training methods used by many organisations have barely evolved to meet these new demands. Traditional methods are often lengthy, not scalable, and miss the mark on essential points, resulting in much of the content being forgotten.
The Shift to Microlearning
Microlearning offers a solution to these challenges. It consists of short, engaging content pieces, often coupled with gamification, making it perfect for mobile consumption and seamlessly fitting into the flow of the workday. Completing a microlearning module takes less time than shaving your beard or doing your daily makeup.
Many organisations, including our clients, initially relied on traditional methods like lengthy webinars or in-person training. These were time-consuming, ineffective, and often required people to travel to a specific location.
Additionally, the importance of accessibility and data in training was emphasised. Traditional training methods often fail to gather and utilise data effectively, which is crucial for tracking progress and providing personalised coaching.
Deciding Between Microlearning and Macrolearning
Deciding between microlearning and macrolearning depends on several factors. Your organisation should consider the learning objectives, the complexity of the content, the time available for your employees, and their preferred learning styles.
You can use a decision tree to determine if your content is better suited for micro or macro formats or perhaps a blend of both.
Implementing a Blended Learning Strategy
A successful blended learning strategy involves knowing which topics to cover in macro sessions and which in micro ones, sometimes repeating content across both formats. During the MobieTalk, we shared practical examples, like using microlearning for pre-boarding to introduce key company concepts and then reinforcing this information after in-person sessions.
This approach enhances knowledge retention and provides valuable data for tracking training effectiveness.
Leveraging AI and Community Features
Introducing AI and community features in training platforms adds another layer of interactivity and personalisation. We highlighted the benefits of peer-to-peer microlearning and real-time Q&A facilitated by AI. For instance, our community function and AI Assistant enable employees to share best practices and access just-in-time information.
Embedding Microlearning in Organisational Culture
Integrating microlearning into a company’s culture requires more than just adopting a new tool. A cultural shift is necessary, as both management and employees need to embrace this new way of learning. It’s not just about launching a tool; it’s about changing the culture, adjusting processes, and ensuring relevant content is delivered at the right time through the right channels.
Overcoming Resistance to Change
Introducing a new learning method can meet with resistance, but starting with onboarding new employees can be an effective strategy. New hires are often more open to fresh approaches and can help build a success story to convince others.
We recommend first launching the strategy in enthusiastic departments and leveraging their success to drive broader adoption.
Measuring the Impact
The impact of a well-executed blended learning strategy can be remarkable. Organisations have reported reduced training times and increased knowledge retention. Several companies have reduced training time by 30% while increasing knowledge levels by 25%.
Better-trained employees are more confident and aligned with company goals, which can lead to improved business outcomes.
Conclusion
The webinar highlighted that when effectively integrated into a blended learning strategy, microlearning can address many challenges modern organisations face. Companies can create more efficient, engaging, and impactful training programmes by combining the strengths of both micro- and macrolearning and leveraging new technology.
MobieTrain underscores the importance of a thoughtful implementation approach that considers organizational culture, management support, and continuous measurement and improvement. As businesses continue to evolve, so must their training and development strategies, with microlearning playing a crucial role.
