Woman using VR to learn soft skills

Bigger Isn’t Always Better: Shifting from Macro to Micro-learning

What Does Employee Education Look Like in Your Organization?

If your company uses macro-learning, employees may spend hours or days in the classroom learning new systems, policies, or practices. However, time away from their duties leads to backlogs, exhaustion, and forgotten details within weeks. A more effective approach is a micro-learning program.

Instead of attending a full-day session, employees complete short, focused microlearning sessions over a set period. They engage in one microlearning activity daily. The full micro-learning program is available upfront, allowing employees to access relevant modules whenever needed.

What Micro-Learning is Not

Before defining deeper into the topic, let’s clarify what it is not:

  • It’s not just daily video lectures.

  • It’s not assigning a daily reading from a manual.

  • It’s not simply breaking content into chunks.

What is Micro-Learning?

It is flexible, personalized, and accessible. It packages a larger micro-learning program into short, engaging bursts of content that include practice, feedback, and reflection.

Each session completes a full learning cycle with performance-based activities. Employees go beyond passive participation, spending a few minutes daily to acquire and demonstrate relevant skills.

Benefits of Transitioning to Micro-Learning

 

1. Increased Employee Control Over Learning

Switching from macro-learning to a microlearning program empowers employees to take charge of their training. They learn at their own pace and revisit topics as needed.

2. Practical and Immediately Applicable Skills

Employees apply microlearning activities right away, making training more effective.

3. Better Tracking with Learning Management Systems (LMS)

The right micro-learning program development helps employers track employee progress and assign relevant skills. Ideally, employees can revisit training anytime or skip ahead to acquire new competencies.

Why It Works

According to Malcolm Knowles, an expert in adult learning theory (andragogy), adults learn best when training is:

  • Self-directed

  • Relevant and practical

  • Immediate in application

Employee training requires time and resources. Doesn’t it make sense to maximize impact with short, high-impact microlearning sessions? Microlearning does just that.

 

Need Help Creating a Micro-Learning Program for Adult Learners? We can help!

At Dynacor, we specialize in micro-learning program development, online training, onboarding, and orientation content, with over 30 years of experience.

Our custom-built ProcessLMS™ is designed to manage, track, and deliver courses online efficiently.

Let’s discuss the right solution for your organization!

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