Microlearning: Proving Hypothesis
- Statistics reveal that microlearning is a better way for professionals to learn. 41% of organizations are already implementing it as it increases learner retention significantly.
- Microlearning eliminates the logistical challenge associated with traditional classroom training. Microlearning requires a lesser budget and the indirect cost associated with missing work in order to physically attend training.
- Offering bite-sized information allows learners to use up the time they would typically spend scrolling through social media. This allows employers to reclaim this lost time.
This research proves the hypothesis that microlearning is a better way for professionals to learn. By leveraging various statistics, reports, surveys, and studies, we came to the conclusion that microlearning is a growing practice that is being implemented in professional settings. In order to get adequate information, we needed to expand the scope to adults in general.
Microlearning: Increased Retention
- According to research conducted by RPS, 41% of organizations are implementing micro-learning, however, only about 19% understand how to best incorporate it for optimal results. As opposed to using this as stand-alone, it serves as an ideal tool to reinforce critical pieces of information. It needs to be strategically implemented to ensure the best results.
- Studies reveal that without reinforcing learning, employees may forget 50% to 80% of the content. The range is wide as the rate of forgetting is dependent on several factors. Micro-learning allows learners to understand the most complex concepts and directly apply them to their jobs. This change in employee behavior is critical to the organization's success.
Value for Money
- As organizations increase their learning and development spend, it is critical that learners retail that knowledge. By delivering information in small segments, key points, and takeaways, the learning process is meaningful to employees, which adds value to the organization.
- Whenever companies experience a tough season, one of the budget areas that would be cut is the training budget. However, microlearning offers an alternative that is cost-effective compounded by various factors: lower roll-out cost per learner, savings on travel and lost time away from work, and class size is no longer a factor in effective learning.
- Research shows that learners typically disconnect after 20 minutes. This shortened attention span makes it difficult for learners to retain information that is presented in larger chunks. The ideal learning time with the highest ROI is five to 10 minutes. It would be the preferred method in comparison to traditional full-day courses.
- Additionally, traditional classroom training alienates the worker that cannot afford to take a block of time off work. Time-pressurized workers are denied the opportunity to acquire training to improve their skills and productivity. However, microlearning would be an ideal solution for these individuals as they can spare five to 10-minute sessions at their convenience.
- Employers are stretched for time and employees' retention spans are short. Microlearning makes it easier to grasp concepts, engages the learner effectively, and allows employers to push through specific concepts/knowledge that they would like their employees to attain with no disruptions to the work schedule. Additionally, microlearning may reduce costs by about 50% and increased the speed of development by 300%.
Learners are Mobile
- Traditional classroom layouts are increasingly becoming a logistical challenge. Learners are becoming more mobile and the increased demand for flexible work has shifted physical locations to virtual and mobile alternatives. Microlearning is now available on smartphones, which makes it the ideal tool for today's workforce.
- Research shows that workers would typically spend about two hours of their day on their mobile phones, most of which is spent on Facebook. As a result, offering mobile-based microlearning allows employers to reclaim this lost time. By pushing out enticing bits of information, employers can ensure that they are improving their skills/talents without losing any time off work.
- Studies reveal that by 2020, 50% of the global workforce will be mobile and 50% of the US workforce will be made up of freelancers. Additionally, millennials constitute 50% of the global workforce. By 2030, they will make up 75%. When selecting places to work, millennials want to be a part of a community where L&D is a priority. Since they use their phones for most of their needs, they expect that the on-the-job training will have similar convenience.
- The elements used in microlearning include videos, apps, games, infographics, and social media. Research reveals that 85% of US internet users view videos online. Information shared via videos is easy-to-digest, combined audio and images, and entertaining and impactful content has a higher retention rate when compared to written material. Additionally, videos can easily be shared with peers allowing them to have an even greater impact.
- In 2019, there were 204 billion app downloads and they have become wildly popular. This platform can play a key role in the learning process. Gaming is also becoming increasingly popular. Gamification increases participation by 35%. Although it is mainly used for eLearning, games can also be used as an effective microlearning tool. As leaderboards and challenges keep them engaged, quick review games allow individuals to recall the information they learned, therefore, increasing retention.
- Infographics deliver key information at a glance. Supported with images, data and information can allow learners to internalize information quickly.
- Co-opting social media in the microlearning process allows the learners to interact with the content using this powerful tool. Statistics show that about 18% of Americans rely on social media for political news. As a result, these platforms can be utilized to convey information.
The research team scanned for recent surveys and reports (within the past two years) to prove/disprove the hypothesis. Although some information would be slightly beyond this limit, we opted to offer some of this information to support the hypothesis. For this research on Microlearning, we leveraged the most reputable sources of information that were available in the public domain, including Raytheon Professional Services, EduMe, Elm Learning, and Skills Hub.