Onboarding new hires poses challenges for employees and management alike. Apart from investing resources in usual business activities, employers feel the pressure of needing to implement effective employee-retention measures. These initiatives must start with training new recruits, and one method that many companies have found to be beneficial is microlearning.
Microlearning is an educational method known for its direct, bite-sized characteristics, regardless of the medium of delivery. In recent years, the global academic community has utilized this in an effort to address the evolving learning styles of young students. The corporate world has also adopted microlearning for training and development initiatives directed toward employees.
What are the benefits of microlearning?
Nowadays, many things compete to catch the gradually diminishing attention span of the average human. Thus, employers around the globe have implemented microlearning for its quick delivery and reception, affordability and accessibility, as well as its potential to prompt engagement and help with learning retention.
- Quick delivery and reception. Based on University of Innsbruck professor Theo Hug’s 2005 paper, two phrases most aptly describe microlearning: “small learning units” and “short-term-focused activities.” Training materials that are formatted for microlearning can provide your workers with short, relevant content. Because of length and focus, these materials can be quick to create and distribute. The concise format considers modern attention spans and enables learners to grasp key concepts swiftly.
- Affordability and accessibility. Microlearning may require companies to spend fewer resources to develop and update concise, targeted modules. Its accessibility is enhanced by mobile-friendly formats, which allows employees to access training anytime, anywhere. This is particularly beneficial for remote workers or on-the-go learners, as it can cause minimal disruption to their workday.
- Engagement and retention. Employers can increase engagement with microlearning by delivering content in interactive, bite-sized formats that are easier for employees to consume and enjoy. This boost in engagement can result in better retention, as the focused, repetitive nature of microlearning helps reinforce key concepts and makes them easier to remember over time.
Microlearning strategies and tools for new hire integration
In fast-paced work settings and deskless jobs, addressing training needs is essential, particularly considering the 8.2 million vacant jobs in the United States (US) as of June 2024 according to data from the US Bureau of Labor Statistics (BLS), 2024. Explore the following microlearning strategies and tools to help onboard and train your new employees effectively.
1. Pick the most suitable content format
Different industries may require different training content, learning styles, and outcomes for workers. Fortunately, microlearning materials or modules can take the form of various content types. These include text, video, audio, images, and games. Choose the content formats that best suit your field, company, and employees to make sure that you and your workers get the most out of your learning and development efforts.
For example, marketing firms can create training modules that contain 3-minute animated videos. In this case, a marketing company can focus on one major area or topic per module (e.g., team workflow, marketing strategies, or top product lineups) and use video-editing software to produce the animations.
Another example is rolling out text-based training courses and programs for employees of academic institutions. These institutions can either create their own cost-effective courses or explore the plethora of ready-to-use affordable online programs, such as cheap online psychology degree programs.
2. Create concise content
Concise educational content enables efficient knowledge transfer without overwhelming employees. Breaking down topics into easily digestible components can help new hires grasp key details. Doing so enhances retention and keeps employees engaged.
3. Utilize Learning Management Systems (LMS)
Employers can take advantage of learning management systems (LMS) to improve the production and delivery of microlearning modules for new employees. An LMS is a centralized digital platform that enables subscribers to manage, deliver, and track training content and progress. Adopting an LMS can make microlearning modules easily accessible for employees and help employers consistently update them.
Different features, such as analytics and reporting, allows companies to monitor employee engagement and performance. Thus, employers are notified of achievements, employee needs, and areas for improvement both for the employees and the training modules themselves. Commonly used LMS corporate training options include TalentLMS, Docebo, and Gurucan.
Train new hires efficiently with microlearning
Addressing employee needs and helping them develop professionally are more critical than ever, particularly in a landscape where workforce stability is still challenging. While the number of separations between employer and employee in the US in June 2024 (5.1 million) is 544,000 less than that of June 2023 per US BLS data, the total separations rate across industries in the country is still at 3.2%. This figure includes workers who were laid off (1.5 million) and workers who resigned from their jobs (3.3 million).
By taking advantage of microlearning and personalized corporate training programs with an LMS, companies can produce relevant, attention-grabbing training programs that not only improve new hire integration but also contribute to higher employee retention. Including microlearning in a strategic onboarding plan and execution can help reduce turnover and build a more skilled and committed workforce.
