By Ashley Cooks
Microlearning has become a mainstay of present-day learning strategies. We see short modules, mobile access, and just-in-time delivery, which, in turn, bring efficiency and flexibility to today’s workforce.
Despite microlearning’s popularity, many organizations still struggle to achieve improved performance from their microlearning initiatives. The issue is not with microlearning as a concept, but how it is designed: When microlearning simply takes content from large-scale training and packages it into smaller units, the new product often does not support learners in the workplace.
To really see what microlearning has to offer, we must move from a content-centered approach to creating microlearning to position-based, workflow-aligned performance support.
Why Traditional Microlearning Falls Short
Too often, microlearning programs, though well-intentioned, are based on faulty assumptions: That all workers in the same role require the same info; that completion of a module means competence is achieved; that shorter modules are better for application.
What we actually see is learners who report that microlearning is out of touch with their daily responsibilities. Content may be easy to access but hard to apply in practice—especially in high-speed or high-risk settings, which require quick decisions. Also, if the content is not aligned with actual job tasks and performance points, microlearning becomes just another box to check off rather than a resource employees turn to.
Reframing Microlearning as Performance Support
Position-based microlearning rethinks what learning is and is not.
We used to ask what knowledge people should have.
But with a position focus, we would ask:
- What are the main tasks of this role?
- At which points do we see mistakes, delays, or safety issues?
- What info would improve performance in the moment?
Also, a position-based approach notes that what we learn and how we learn it vary by role, experience level, environment, and context. A new hire, a seasoned pro, and a subject-matter expert may all need different supports, even if they have the same job title.
Designing Microlearning Around Workflow
In microlearning design, we look at what work really looks like. This means we go beyond job descriptions and course overviews; instead, we look at:
- Which tasks are performed in what sequence
- Where decisions are made
- What tools, systems and equipment are used on the job
- when employees take a moment to think through a problem or ask for help
By mapping learning to those workflows, we are able to create microlearning that is intuitive and of immediate value. Examples include short how-to guides for troubleshooting, quick reference charts, decision-based scenarios, and step-by-step job aids, which we put right into the workflow. When learning is relevant to real-world applications, it reduces cognitive load and increases confidence.
The Role of Inclusion in Microlearning Design
Today’s microlearning must reflect our diverse workforce. We have employees who process information differently, which in turn affects how they use tech and apply new skills.
In terms of what we see in the field:
- Various learning preferences and cognitive styles
- Different ways of using technology and varying levels of comfort with tech
- Cultural background and communication norms
- Access issues related to vision, hearing, or mobility
In terms of what we put out there, we must include many elements—visual job aids, audio notes, interactive simulations, mobile friendly formats, and more. Also true: These elements benefit all our learners, not just a select few.
From Individual Modules to Microlearning Ecosystems
In today’s environment, we see high-performing organizations moving away from the standalone micro-course model toward what we may term ‘microlearning ecosystems.’ These may be a mix of:
- Very short instructional content
- Embedded job aids and checklists
- Greater focus on practical on-the-job training
- More peer-to-peer coaching and feedback loops
Put together, these present a continuous learning experience for training that ranges from onboarding new team members to upskilling existing staff, and, in the long term, improving performance—all without putting a large-scale hold on employees’ work schedules.
Bridging the Gap Between Learning & Performance
Microlearning in the future isn’t about shrinking content at all—it’s about creating content that is relevant, inclusive, and related to real work issues.
Position-based microlearning fills the gaps between training and performance, enabling learning to support employees at the point of need. When microlearning is designed thoughtfully, it becomes a strategic asset that, in turn, helps organizations develop capable, confident, and adaptive workforces.
We are past the stage of questioning whether microlearning works; we are at the stage of determining when to put it into play at the right moments.
Put Position-Based Microlearning to Work
The Learning Guild’s Micro & Workflow Learning online conference is next week! Join Ashley Cooks to learn about a framework for transforming your microlearning into workflow-aligned tool to drive performance. Other sessions will empower you to move learning and performance support into the workflow using tools you already use. Like Teams, Slack, and your LMS; using microlearning to boost learning transfer; and much more. The online event takes place February 11–12. Register today!
Image credit: mathisworks
