Micro-learning Drives Improved Performance and Impact
Micro-learning content is delivered in small, easily digested “bites” designed to increase learner retention, engagement and performance. Success depends on how it’s integrated into the overall learning strategy.
Most L&D professionals agree that micro-learning — when done right — provides quicker access to learning, significantly increases retention and engagement, and improves overall workplace performance. Most of all, it enables employees in new roles to become productive on the job sooner.
Our recent research shows that 41% of organizations have micro-learning as a training priority and only 19% understand that the design and development of micro-learning is key to success.
A best practice is to not use micro-learning as a stand-alone learning vehicle, but rather as a supplemental component to reinforce critical pieces of information. Micro-learning requires thoughtfulness in how it’s strategically integrated to ensure success.
Why micro-learning works?
- Simple, "bite-sized" chunks
- Focused, precise information
- Can be produced at the speed of change
- Media rich, interactive and engaging
- Accessible just in time, and on the go
Ensure your training doesn’t go to waste by reducing the "Forgetting-curve" effect
With organizations spending more on learning than ever before, it’s important to ensure learners retain the knowledge gained from the training offered. The rate of forgetting is dependent on a number of factors; however, studies show that employees can forget as much as 50% - 80% when learning is not reinforced. Micro-learning is a powerful tool to help retain valuable knowledge. Because it’s delivered in small chunks, key-points and takeaways can be repeated in a manner that's meaningful to employees improving overall performance.
Raytheon Professional Services (RPS) has proven experience integrating micro-learning with customers’ existing learning content - to ensure learners’ understanding of even the most complex topics and equip them to apply that learning on the job, directly changing behavior to benefit the organization.