Learn effectively with microlearning

The world of work is fast-paced, time to learn is scarce and the desire for effectiveness is high. Employees must constantly acquire new skills and acquire new knowledge within a short period of time. Employees want to work professionally and at the same time decide individually and independently when they learn, what, and in what form. And: Learning must also be able to be integrated into everyday life.

‍Microlearning is particularly suitable for this because sustainable learning takes place gradually small learning units are always available and effective learning, tailored to the respective needs, is therefore easier.

The Haufe Academy has developed two solutions to offer microlearning in companies. With sparks Employees train future skills on the go and in just a few minutes a day, according to the motto: a little better every day. At Content Kit On the other hand, companies have a high-quality modular system of microcontent that can be used flexibly to create new learning scenarios.

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What is Microlearning?

Microlearning (in German “microlearning”) in the company means that employees receive quick answers to specific questions through small learning units in the form of videos, exercises, checklists, audios, knowledge tests and much more.

These are small learning snacks, so-called Learning nuggets, in between, which employees can access via a platform within a very short period of time. These learning nuggets are application-relevant and practice-oriented, so that employees get into action immediately.

How microlearning can be used in companies — a practical example:

Anyone who has to spontaneously prepare a presentation for an appointment needs immediate answers to their questions in order to get ready for it. The problem is that a seminar eats up two days of valuable time, is only due in a few weeks and is then perhaps set too high because the presentation is exceptional and will not be repeated.

Nonetheless, there is a high level of professionalism even with a one-off short presentation. For example, I would like to know how to successfully start my presentation with an authentic start.

An appropriate format is necessary so that employees can also spontaneously and in the shortest possible time, knowledge, competencies And the most important tricks for such a situation appropriate Can. Completely without an official application, a large investment, but still with ambition and personal initiative in line with the respective requirement.

To stick with the presentation example, I can find a short video and a short exercise on how to start a presentation authentically and thus inspire my colleagues with an authentic start to my presentation.

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Why microlearning?

Microlearning offerings work particularly well because they short and concise and can be used “on the job”, i.e. during working hours.

Anyone who wants to acquire situational knowledge needs alternatives these days. An additional offer to formal seminars, which are often associated with a larger budget. With just a few clicks, microlearning content provides comprehensive opportunities to acquire the appropriate knowledge and skills during a business trip or just before the meeting. Through short learning units, employees receive suitable solutions and answers to individual questions quickly and according to the situation.

The formats range from expert tips to explanatory videos to checklists with templates or exercises and infographics.

All individual preferences are covered and the best thing is: The more sensory channels and learning formats we use when learning, which make us reflect and apply, the better we learn. Today an interactive video, tomorrow a social learning opportunity that brings us into dialogue and then an auditory learning format that makes me reflect.

Speaking from brain research, people learn best over a longer period of time when they retrieve and apply knowledge over and over again, rather than just attending a seminar once a year.

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Microlearning — benefits at a glance

• Microlearning provides continuing education in companies in a short period of time and yet cost-effectivebecause it is more scalable. Thanks to many small units, content is more precisely tailored to the level of maturity and learning level of employees.

• Just as Deepening, acquiring skills and professionalization work particularly well when learning is focused over longer periods of time and happens continuously.

• Microlearning provides optimal learning transfer for everyday use and a high level of practical relevance.

• Relevant content is In the “Moment of Need” available: Without lengthy searches, employees get to work quickly, which in turn significantly increases learning success.

• Acquiring knowledge and acquiring skills is better when divided into small steps is.

• Microlearning is particularly motivating, because it is efficient and you can see and feel learning successes directly in your daily work.

• Die emotionality is exceptionally high in microlearning: Short units, multimedia interactive offerings and noticeable learning success make learning more enjoyable.

• Microlearning is great with different learning formats How to combine webinars and face-to-face seminars for learning journeys. This in turn enables continuous learning with reflection and application and thus learning success.

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Who is microlearning suitable for?

Whether you're a career changer, a career starter or a senior expert: videos, texts or podcasts provide quick answers in everyday life. In just 2 - 5 minutes - and in a maximum of 15 minutes - various formats offer targeted knowledge and the opportunity to acquire skills for every career level. This enables all learners to have a high level of professionalism.

1. Microlearning for employees:
   Corona has made it clear how quickly requirements can change. Working from home, for example, increases the demand for professional online meetings. New skills are needed in the short termto efficiently implement presentations and moderations, even virtually.
   However, the scope of a 2-day seminar for all employees would go beyond the scope and would also not optimally support and get employees into action in everyday life. It's about small pieces of help, basic tips for everyday business life, which are practical and quick to share as learning snacks. This makes it easy to acquire up-to-date and new knowledge in everyday life.‍
2. Microlearning for managers, team leaders & subject matter experts
   Even for managers and experts, such small snacks can either as a “refresher” and also for new input in everyday working life be helpful.
   In our fast-paced world, the half-life of knowledge has fallen sharply, making it necessary to continuously learn new things. And especially when situations arise that are not part of daily business, employees in management positions are also happy to receive concise and uncomplicated information and rapid support. For example, in preparation for an employee interview so that it can then be carried out confidently and professionally.
3. Microlearning for HR Developers
   Even though personnel developers are still well equipped for strategic continuing education in companies, the fast-paced world of work makes it clear that the need for suitable content is changing faster today than ever before.
   One A variety of offers is necessary, which covers individual preferences as well as different learning levels, because existing instruments are sometimes unsuitable for the new pace.
   Microlearning supplements the existing offering with short units and adapts continuing education to rapidly changing external circumstances. Personnel developers also enable brain-friendly learning through microlearning. With this method, they can provide their employees with appropriate, up-to-date training.
   With Learning nuggets Can be wonderful Learning journeys tailored to the needs of employees design and combine them with online seminars and, if necessary, face-to-face seminars. Staff developers become learning guides on their employees' learning journey.

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Why is microlearning successful?

Microlearning in companies It also works particularly well because it relieves everyday life. As an employee, I receive immediate support in my practical activities, learn new things right away and thus strengthen my own market value. The company has qualified employees who perform their tasks even better and more efficiently and can also contribute to the company's success with new ideas.

The idea of continuing education often becomes a stress factor because it is difficult to invest a lot of time in one go. The short learning units can be better integrated into everyday working life and, through this continuous integration, also ensure more sustainable, effective learning.

Learning nuggets lower the inhibition threshold for daily learning because the time required is low. And learning is highly motivated and fun thanks to options and interactive multimedia formats.

This creates new learning moments time and again, for example when colleagues challenge colleagues to take a quiz, a leading expert from his field provides me with exciting knowledge via a video or, as a learner, I receive direct feedback through control functions and am encouraged to reflect.

Microlearning is a big win — especially for small problems and tasks in the daily workflow. In a rapidly changing world, learners get answers to their questions and can build up important new skills.