In the last article, we discussed a few reasons why microlearning has become a popular way to train employees and keep them engaged in workplace learning. Microlearning certainly seems to have more pros than cons, if it is implemented and used correctly. Let’s discuss how can businesses measure the success of using a microlearning module.
Setting Up for Success
Microlearning needs to be used appropriately, meaning it should concentrate on very focused learning around small chunks of information. If the content is too broad, microlearning will not be successful (Axonify). Next, you need to identify the problem you want to solve and the training’s desired outcomes before creating a microlearning system. This allows you to narrow the content to make it short and accessible.
As with any training module, you need to be able to accurately measure whether the microlearning is working. According to eLearningIndustry.com, you can gauge success in three main ways.
Using formal surveys can help employers determine whether the employees are on the career progression path they desire, and is training an integral part of that path. Are they progressing? Are they satisfied with their rate of progression? Do they feel their employer supports their progression, and do they feel like microlearning contributes to it? These indicators must be tracked and continuously evaluated.
How is the employee engaging with the content? You can track and determine engagement levels through smaller pulse surveys, as opposed to annual surveys or other, longer surveys that are linked to performance. The best way to encourage engagement is to acknowledge and act on the feedback that you receive.
Using a simple like/dislike button is another way to gauge how employees are receiving and interacting with the microlearning content. The reality is if an employee doesn’t like or appreciate the learning content, it is less likely to be a successful as a business learning tool.
Potential for Success
Microlearning success rates are incredibly promising. According to a Gallup poll, only 30% of workers feel engaged with their work, and microlearning has increased that number by 50%. Due to this kind of success, “best-in-class companies are nearly twice as likely to use microlearning as part of their training mix, and nearly twice as likely to measure employee learning gains and calculate ROI based on microlearning” (Training Industry). When microlearning is done right, success is inevitable. Small, focused topics delivered and learned in three- to seven-minute bursts over the course of several weeks or months lead to a greater retention rate and are more suitable to modern attention spans.
The numbers show when companies utilize microlearning to train and retain workers, everyone from the L&D professionals to employees is more satisfied.