Nowadays, employee orientations and training are lacking in quality. If employees receive training, there are often significant barriers to attendance. Additionally, the training can be irrelevant to their actual jobs; only 12% of workers apply the skills they learn from training to their jobs. Traditional training is costly to design, but ineffective in making a real difference.
The good news? There are alternatives to traditional training methods. Microlearning is one example. Microlearning is a new workplace orientation style that prioritizes long-term learning and builds it in throughout the day. It focuses on a specific task that is relevant to the worker, then educates the employee through videos, questions, nudges, and opportunities to apply the learning, which cements it in the employee’s repertoire.
Microlearning has proven to be successful in generating results. It follows the Kirkpatrick Model, ensuring that learners find the training relevant and engaging. Then, microlearning focuses on learner retention and application. Do the employees remember and implement what they learn in their jobs? If so, they are likely to reach their desired outcome.
Microlearning will grow increasingly helpful in the coming years as the workforce changes. 67% of Gen Z want to work for companies that will support ongoing learning and help them advance their careers. Microlearning embodies the idea of ongoing learning, and may end up being the primary method of workplace training in the future.