SHIFT's eLearning Blog

Our blog provides the best practices, tips, and inspiration for corporate training, instructional design, eLearning and mLearning.

To visit the Spanish blog, click here
    All Posts

    Struggling to Train New Hires Effectively? Try Micro Learning


    One of the biggest challenges that any operation deals with is new hire training. Your company likely has a specific way it wants things to be done, and there are often a lot of processes in place too. If you’re dealing with people who’ve been in your organization for a long time, it can be easy to forget how many functions of your business you don’t think about on a daily basis. With a new hire in place, however, you’ll likely be facing some questions about what to do and why it’s done that way. One solution that’s growing in popularity is microlearning.


    microlearning3.jpg

    What is Microlearning?

    Microlearning is an approach to training workers that’s based on the belief that people acquire new skills better in small chunks. Rather than smacking a fresh employee with a pile of new information, your goal is to structure the ideas. Each piece is a module, and each module represents a task or process that your new employee needs in order to excel.

    There are a number of benefits that can accrue from using microlearning:

    1) Introspection

    By moving away from traditional training practices and toward microlearning, everyone in your operation is compelled to think about the processes that are in place. Any good microlearning program has to offer a clear progression to a new hire. This means that the people putting the microlearning modules in place have to think hard about what they want to teach employees, and what order best serves that purpose.

    2) Ability to Divide and Conquer

    The microlearning process—by virtue of its focus on small chunks—allows employees to quickly acquire new skills. It also allows you to train people on the job or moment of need. If a new hire has a bit of free time late in the work day, a manager can point that individual toward a module. This allows you to integrate on-the-job learning into the work week without turning it into a disruptive force.

    3) Identifying Problems

    One of the biggest advantages that comes from using microlearning methods, is that employees’ problems are more readily identified. In a traditional training model, the specific struggle that a new hire has can be hard to spot. By breaking things up into smaller chunks, you can see the exact moment when someone starts to struggle. If it becomes necessary to pull the employee out of the team and coach them, you can handle the situation quickly.

    This extends far beyond the individual new hire. If it becomes clear over the course of training multiple individuals that a specific module presents a problem, then you can look at that part of the learning process and figure out what needs to be done. Is the module accurate and effective? If it is, then you may need to focus on providing additional training to hires that are having trouble with it. If it isn’t effective, you may have to modify the module. You may even arrive at a determination that the specific task being taught just doesn’t lend itself well to the microlearning process. 

    4) Prioritization of Content

    Microlearning is hyperfocused. The most effective microlearning modules often address one specific objective. As such, it naturally leads to a trimming of unnecessary fluff, and allows for more targeted training, by forcing managers to include on the most important details for a new hire. Secondary information can be included in a reference document, but excluded from the actual module to avoid a bombardment of information all at once.

    5) Modern Technologies

    Microlearning modules are better suited to modern technologies that are taking over the workplace. Many large corporations, such as Walmart, have computer stations set up for learning. You can also provide microlearning modules that are designed as apps to be used on tablets or smartphones. This makes everything portable. It also places it in a format that will feel more comfortable to millennials, a group that’s quickly becoming the biggest segment of the workforce.

    6) Demonstration of Competence 

    When you run a business, it can be difficult to determine whether significant learning has actually taken place. Sitting employees down in a typical training environment often causes them to tune out. They may also be able to work their way through a test without really mastering the expected skills. By guiding employees through each step of the process, microlearning allows you to document clearly that your employees learned something specific. This can also be tied to a reward system, enabling employees to earn bonuses or raises in return for following the program.

    7) Gamification 

    There’s a lot of evidence that formatting a problem into a game can encourage learning. The microlearning process allows you to award points and encourage further learning. As new hires become engaged with the training process, the sense of a challenge to be tackled can positively reinforce desirable behaviors. Think of Duolingo, the enormously popular language app. Duolingo combines microlearning and gamification through providing short lessons and instant rewards through quizzes and achievements to help someone learn a language in a quick and efficient manner.  


    Microlearning is not a universal solution, but it does offer you an alternative approach to teaching employees through online training videos, seminars, and tests. The modules ensure that your new hires will go through a structured process that allows them to clearly demonstrate proficiency. This can improve the trust between employees and managers while also reinforcing the values and processes of your company. With a well-targeted microlearning system in place, your new hires can get acclimatized much faster.


    visual design elearning kit


    Author Bio: 

    Lance Noland writes the business and leadership spaces, and is especially curious about eLearning and gamification. He grew up just outside of Juneau, Alaska where he developed a love for photography, nature and writing. 

    Related Posts

    4 Types of Immersive Scenarios: When and How to Use Them in eLearning

    In the digital age where information is just a click away and training has become accessible thanks to online platforms, eLearning has emerged as a pivotal tool. But with a vast array of resources and methodologies, what sets an effective eLearning course apart from one that simply goes unnoticed? One of the distinguishing strategies is the use of immersive scenarios. These aren't just visual embellishments or interactive add-ons to make a course more engaging. In truth, they're foundational training tools with the potential to transport learners into environments mirroring their actual work settings, enabling them to learn from experience and practice. Especially in corporate training, the ability of a scenario to mimic real-world work situations can bridge the gap between theoretical learning and applied knowledge. However, like any tool, eLearning scenarios shouldn't be used haphazardly. It's more than just including them because they look flashy or are trendy. Each scenario type has a purpose, an ideal context, and specific features making them apt for certain topics or audiences. Deliberate and purposeful use of these scenarios can elevate an eLearning course from merely informative to a transformative learning experience. This article isn’t just an overview of the various types of scenarios that can be integrated into an eLearning course. It’s a guide to understanding when, how, and why to use each one. Through descriptions, examples, and practical advice, we’ll dive deep into what makes scenarios so potent and how they can be the key to unlocking online learning's true potential.

    5 Reasons Why Your eLearning Programs Aren’t Working

    Ever found yourself standing at the crossroads of ambition and reality, particularly when it comes to eLearning? You took that leap of faith, fueled by the latest buzz or perhaps a compelling article you chanced upon, and decided to introduce eLearning in your organization. But, instead of the applause and triumphant results you envisioned, there was a whisper of disappointment and a lingering question: “Why isn’t this working?” Let’s get one thing straight: eLearning isn’t just a trendy box to check off or a badge to wear. It’s a strategic, potentially transformative tool that, when wielded correctly, can revolutionize how your team learns and grows. But if you're feeling a tad disheartened, thinking you've bitten off more than you can chew, fret not! We're here to demystify the maze of eLearning. If you’ve been looking at your program, scratching your head and feeling a tad helpless, you're in the right place. Let’s dive into the heart of the matter and explore the reasons why your eLearning programs might be missing the mark.

    Are Your eLearning Courses Achieving Behavioral Change?

    Have you ever noticed how often employees sit through mandatory courses, but once it's over, nothing really changes? I bet we've all seen it – folks diligently taking notes but then... nada. No change in behavior, no improvement in work. Here's the thing: just ticking off a training box isn't enough. If there's no real goal or follow-up, it's like tossing our investment into the wind. Before diving into designing a course, let's pause and ask: What's our endgame? Hoping for a safer workspace? A boost in sales? Stellar customer service? If our courses aren't aimed at making tangible changes in performance and results, we're kind of just spinning our wheels. Here's a nugget of truth: Even if you have the snazziest, most engaging course materials, it won't matter much if it doesn’t spur any change in behavior. And sometimes, piling on more information isn't the solution. Many times, our teams know what to do; they just need a compelling why to actually do it.