Microlearning offers many benefits, and well-organized training content that focuses on a singular topic can help you teach your employees with higher efficiency.
And shifting to a microlearning structure isn’t as hard as you might think.
Instead of completely redesigning the training materials in your organization, you can take your existing content and shrink it down into smaller digestible pieces.
If your old training consisted of hour-long videos or boring “click-next” presentations, you need to split it into multiple videos that last two to five minutes that discuss the same idea in a sequential way.
Remember: there’s no right or wrong way here. The average length of a microlearning lesson is around 10 minutes. But, as long as you can keep it under 15 minutes, it can be classed as microlearning.
Instead of focusing on time limitations, what you need to think about is the learning objective. When designing a specific course roadmap, make sure you are achieving a result, or rather a learning goal, in each lesson.
As for the number of lessons per course – there’s no limit.
But ideally, a maximum of ten lessons per course should be your target. If it takes more than that, then maybe you should consider breaking the lesson structure into more modules.
With all that in mind, here are a couple of microlearning examples that you can add to a course:
- Short-form, animated text
- Illustrations and Photos
- Audiobooks and Music
- Quizzes and other forms of tests
- Interactive Games with leaderboards
If you still feel confused or intimidated by the whole process, you can always get a free consultation from an eLearning solutions provider for clearer guidelines.