Microlearning, the future of vocational training thanks to microdosed learning?

Microlearning is revolutionising the world of professional training. With the frenetic pace of modern work, this method offers an ideal alternative: short, dynamic modules tailored to the needs of busy learners.

No more long hours of learning! By breaking down complex subjects into easily digestible sequences, microlearning facilitates access to useful knowledge and maximises retention of information. The result: skills acquired more quickly, with an immediate impact in the field.

Mainly adopted in digital environments, this format can also be adapted to a variety of educational uses. Flexible and effective, it appeals to businesses and employees alike. So, are you ready to find out why microlearning is making such a splash in the world of training? 📔

See all software Learning Management System (LMS)

What is microlearning?

Definition of microlearning

Microlearning consists of short modules (5 to 10 minutes) focusing on a single subject. This learning method improves knowledge retention and adapts to learners' pace.

Accessible on mobiles, tablets or computers, it transforms downtime (journeys, breaks) into learning opportunities. There is a choice of formats, including text, video and audio. We'll talk more about this below. ⬇️

Finally, microlearning relies on immediate feedback from quizzes to reinforce self-assessment, while keeping learners motivated. A flexible and effective approach, perfectly suited to modern needs!

🎬 To understand everything about microlearning in 1 minute, in this video from Digiforma :

Is there a difference with mobile learning or e-learning in general?

Microlearning, mobile learning and e-learning share common features, but their approaches and uses differ.

• As we have just seen, microlearning focuses on short, targeted modules, often used to convey precise information or develop a specific skill. It focuses on rapid retention and just-in-time learning, perfect for sessions lasting just a few minutes.
• Mobile learning refers to learning via mobile devices such as smartphones or tablets. It offers greater flexibility, enabling content to be accessed at any time and in any place, but is not necessarily limited to short formats.
• Finally, e-learning is a broader term that encompasses all forms of digital learning. An e-learning module is often longer, with interactive courses, and pathways that can combine different media, both short and long.

History and development of microlearning

Microlearning has its roots in the 1960s with the work of B.F. Skinner, who introduced the idea of breaking learning down into smaller units to better adapt to the pace of learners and provide immediate feedback. The arrival of computers in the 1980s, followed by the rise of the internet in the 1990s, enabled short, targeted content to be widely distributed. From the 2000s onwards, the emergence of smartphones marked a turning point: interactive formats and short modules became essential for mobile learning.

👔 In the 2010s, companies adopted microlearning to meet the needs of a mobile workforce and combat cognitive overload. Used for onboarding, technical skills development and quick updates, it has become a strategic asset in professional training. With artificial intelligence and virtual reality, the future of microlearning promises to be even more engaging and personalised.

Fundamental principles of microlearning

Pedagogical principles

Microlearning is based on principles designed to optimise learning and keep learners engaged. Its key pillars are

• Each module deals with a specific subject, limiting cognitive overload. Presenting information in the form of "nuggets" makes it easier to assimilate.
• The formats include quizzes, videos or simulations, making the format interactive... and the learner active. This encourages better long-term memory.
• Tailored to learners' pace and needs, microlearning enables relevant content to be chosen, boosting motivation.
• Rapid feedback helps to correct mistakes and improve understanding of the knowledge acquired.
• Just-in-time learning: information is available at the right time, for example for an urgent procedure or a necessary reminder.
• To prevent forgetting, concepts are repeated at strategic intervals, improving retention.

Module formats

Microlearning modules come in a range of formats, adapted to different learning styles:

• Short videos: 3 to 5 minute clips to explain concepts in a visual and engaging way,
• Infographics: visual summaries to simplify complex information and retain the essentials,
• Interactive quizzes: ideal for quickly testing knowledge and reinforcing memory,
• Podcasts: 5-10 minute audio segments, perfect for learning on the move or while multitasking.
• Concise articles: short texts highlighting key ideas in a clear and direct way. Fast and effective!

Optimum module length

The length of microlearning modules plays a key role in their effectiveness. Here are some best practices:

• Short but impactful 💥: if there's only one thing you need to remember about microlearning, this is it! Each module should last between 5 and 10 minutes, in line with learners' attention spans.
• A single objective per module ensures a clear and thorough understanding.
• Regular repetition: reviewing concepts at intervals improves long-term retention.
• Short modules adapt to learners' specific rhythms and needs, enabling personalised learning. Flexibility guaranteed 🤸

Advantages and disadvantages of microlearning

3 advantages

Improved knowledge retention

Microlearning boosts information retention thanks to spaced repetition and interactive modules such as quizzes or simulations.

These formats encourage active learning, where learners immediately apply what they discover, strengthening their neuronal connections. Each module is short and focused, minimising distractions by concentrating on a single key topic.

💡 For example, a video followed by a software quiz helps employees to regularly review and apply the concepts learned.

Learner motivation and commitment

The short, dynamic formats of microlearning prevent cognitive fatigue and maintain attention. Interactivity makes learning more captivating, turning employees into active participants.

The flexibility of this method allows employees to learn at their own pace.

💡 For example, in a technology company, 5-10 minute videos reinforce the product skills of sales teams, improving their engagement and results.

Accessibility and flexibility

Microlearning is easy to integrate into everyday life thanks to its accessibility on any device, at any time. It also reduces costs by limiting on-site training.

💡 A technology company can therefore quickly train its teams in programming via short modules, optimising their efficiency and availability.

2 disadvantages

Limited adaptability to complex subjects

Microlearning may not be suitable for subjects requiring in-depth understanding or interdisciplinary connections. Fragmenting these complex subjects into short modules risks limiting the overview needed to assimilate them.

💡 For example, a course in project management may require a more structured and global approach.

Risk of information overload

Although designed to avoid cognitive overload, microlearning can paradoxically exacerbate it if content is too fragmented or poorly organised. A disorganised implementation can overwhelm learners with a succession of inconsistent modules.

👉 Clear structuring and a common thread are therefore essential to maintain balance.

How do you set up microlearning in your company?

3 steps to creating a microlearning programme

Identify learners' needs

The first step is to analyse the specific needs of your learners.

• What are their challenges?
• What skills do they want to develop?

This phase enables clear objectives to be defined, tailored to their expectations.

💡 For example, a company might target modules to improve time management or go deeper into specific technical knowledge.

Design engaging, interactive content

Once the objectives have been defined, it's time to create the modules! Short videos, quizzes, infographics or podcasts... It's up to you to decide which formats are best suited to the people you want to train and their constraints. Play around with the different formats to vary the pleasures and keep learners engaged. 🤹

Don't forget that interactivity is key: quizzes or simulations make learning active and boost retention.

💡 For example, a video sequence followed by a quiz can explain a business process in just a few minutes.

Evaluating the effectiveness of microlearning

Finally, it is crucial to measure the impact of microlearning. Learner performance must be analysed through regular feedback:

• completion rates
• assessment results
• or satisfaction surveys.

This data can be used to improve content and adjust courses to better meet identified needs.

Our recommendations for microlearning platforms

To make the most of microlearning, it is essential to choose platforms that are tailored to your needs. Here are a few recommendations:

• EdApp: an intuitive platform offering interactive, customisable modules. It incorporates gamification features and enables precise monitoring of learners' progress.
• Axonify: designed for businesses, this solution offers personalised learning focused on reinforcing knowledge. Ideal for training teams in specific skills in a short space of time.
• TalentCards: specialising in micro-modules, this platform makes it possible to create short content that can be accessed on mobile devices. It is particularly suited to environments with a dispersed workforce.
• SAP Litmos: perfect for large companies, Litmos combines microlearning, interactive assessments and integration with HR tools for simplified management.
• Skillsoft Percipio: offers a rich library of short, multimodal content (videos, infographics, etc.) adapted to various professional fields.

3 examples of practical applications of microlearning in companies

Microlearning as part of onboarding

Onboarding new employees is a key moment for fostering their commitment and integration. Microlearning, with its short modules, enables essential skills and information about the company to be passed on gradually.

For example, a course consisting of videos on internal policies, followed by interactive quizzes, helps new arrivals to quickly assimilate the basics without cognitive overload.

Developing professional skills

To develop employees' skills, microlearning offers targeted training that is easy to update. Companies can provide content tailored to current needs, such as a capsule on a new technology or an explanatory video on the latest sales techniques.

This method ensures that employees remain effective in a constantly changing environment.

Integration into blended learning programmes

In a blended learning programme, which combines face-to-face and online training, microlearning adds value.

It can be used to supplement face-to-face sessions with short modules, such as concept reviews or interactive exercises. This enriches the learning experience while enhancing retention of the knowledge acquired.

See all software Learning Management System (LMS)

Does microlearning have a bright future ahead of it?

Microlearning looks set to have a bright future for companies looking to optimise their training strategies. With the rise of artificial intelligence (AI) and augmented reality, this method is being enriched, offering ultra-personalised and captivating learning experiences.

AI enables the creation of learning paths tailored to the individual needs of learners, while cloud platforms guarantee instant access to up-to-date content. At the same time, innovations such as gamification and multimodal formats are making learning more engaging than ever.

By combining flexibility, accessibility and advanced technologies, microlearning is redefining professional training. It ensures continuous education, adapted to the modern challenges and work rhythms of employees.