corporate microlearning

Are you aware that 17% of employees quit between the first week and the third month of a new job? In today’s competitive corporate landscape, successful employee onboarding is nothing short of critical. This is where corporate microlearning takes the spotlight. Ditching lengthy, passive training methods, microlearning offers a highly efficient, engaging, and data-backed solution.

This approach focuses on small, bite-sized modules, tailored to your employees’ needs. In this blog, we’ll delve into corporate microlearning and explore how it can significantly boost your onboarding process. Say goodbye to steep dropout rates and hello to effective, adaptable, and results-driven onboarding experiences.

What Are the Limitations of Traditional Employee Onboarding?

Imagine this: You’re in the corporate world, and it’s the beginning of a new employee’s journey. The process traditionally involves a significant investment of time and money.

In fact,

  • The average cost of training an employee stands at ₹79,082.
  • For companies with fewer than 1,000 employees, that cost skyrockets to ₹1,06,683.
  • Larger organizations with 10,000 or more employees manage to spend just ₹52,784.

As per the same source, companies that prioritize employee training, however, have a different story to tell:

They’re making a median revenue of ₹1,26,84,100 per employee, whereas those who neglect training or onboarding procedures see their employees earn a mere ₹61,03,400 – less than half.

Now, the real shocker: Approximately 35% of companies don’t invest a single rupee in onboarding. Yes, you read that correctly. What’s astonishing is that a significant portion of this 35% coughs up roughly ₹8,25,000 on recruitment and turnover costs.

It becomes evident that adequately onboarding your new employees is equally, if not more, important than acquiring new talent. But the story doesn’t stop there. 21% of workers leave within the first six months due to inadequate training. However, employees are 69% likelier to stick around for three years if they experience a stellar onboarding process.

corporate microlearning

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Moreover, new hires with extended onboarding programs report being more proficient in their roles four months earlier than companies that neglect onboarding processes. This brings us to a crucial point: Onboarding is not just a customary practice; it’s an indispensable piece of the puzzle when welcoming new employees into your organization.

The statistics are eye-opening, especially for companies that haven’t invested in onboarding and training. In the long run, providing adequate onboarding for employees proves to be more financially effective than not. So, why persist with outdated onboarding methods when a more efficient and engaging approach is at your fingertips? And this brings us to our topic at hand: corporate microlearning!

How Does Corporate Microlearning Address Traditional Onboarding Challenges?

Corporate microlearning is a method designed to optimize knowledge transfer. Microlearning is all about bite-sized, focused, and interactive training modules that directly address the specific needs of your employees.

Let’s dig into the details: Unlike traditional training methods, it’s not a one-size-fits-all solution. Instead, microlearning modules are tailored to your employees’ needs, making them more cost-effective and time-efficient.

What makes microlearning unique? It’s characterized by short, focused sessions that engage learners actively. This approach emphasizes real-world application, enhancing problem-solving skills. It’s not about overwhelming employees with information; it’s about delivering knowledge in digestible portions.

Now, let’s compare it to traditional onboarding. Traditional methods often involve lengthy, passive training sessions, which are far less adaptable and engaging. The differences are striking. Microlearning offers higher retention rates, lower costs, and a more adaptable learning style that caters to your employees’ unique needs.

It’s a shift from outdated, costly training to a dynamic, interactive, and results-driven approach. Stay with us as we explore the benefits of microlearning and how it can transform your onboarding process.

What Are the 9 Key Benefits of Corporate Microlearning in Employee Onboarding?

employee onboarding

1. Improved Retention and Knowledge Transfer

The heart of microlearning lies in its ability to enhance retention and knowledge transfer. Traditional onboarding often inundates new employees with information, leading to forgetfulness rates of up to 70% within 24 hours.

In contrast, microlearning delivers information in small, focused chunks that are easier to absorb and remember. Think of it as learning the essentials one chapter at a time, ensuring that knowledge stays with your learners for the long run.

2. Cost-Effectiveness and Time Efficiency

Here’s where microlearning shines. While traditional training methods can be costly and time-consuming, microlearning takes a different approach. It’s like the difference between an expensive, all-you-can-eat buffet and a well-crafted à la carte menu.

With microlearning, you save money by delivering only the content your employees need, precisely when they need it. This targeted learning approach not only cuts costs but also maximizes time efficiency. No more sitting through lengthy training sessions; instead, employees access relevant information as they go about their tasks. It’s a win-win for your budget and your productivity.

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3. Adaptability to Various Learning Styles

One size doesn’t fit all when it comes to learning. People have diverse learning styles and preferences. Microlearning in the workplace takes this into account. Whether your employees are visual learners, auditory learners, or kinesthetic learners, microlearning modules can be designed to accommodate each style.

For instance, a visual learner might benefit from infographics or short videos, while an auditory learner may prefer brief audio explanations. The adaptability of microlearning ensures that everyone in your team can engage with the content in a way that suits them best.

4. Real-World Application and Problem-Solving

Microlearning isn’t just about theory; it’s about practicality. Each microlearning module is crafted with real-world applications in mind. Instead of bombarding employees with theoretical knowledge that may not immediately apply to their roles, microlearning focuses on relevant, job-specific content.

It encourages problem-solving by presenting scenarios or challenges that employees might face in their daily tasks. It’s like providing a toolkit with just the right tools for the job. When employees encounter a situation in the real world, they’re equipped with the knowledge and skills to tackle it effectively, making them more productive and confident in their roles.

5. Tracking and Assessment of Employee Progress

microlearning in the workplace

Corporate microlearning platforms come equipped with tracking and assessment tools that provide valuable insights into your employees’ learning journeys. These tools allow you to monitor their progress, see which modules they’ve completed, and assess their comprehension of the material.

This data helps you identify areas where individual employees might need extra support or additional training. Unlike traditional methods where progress tracking is often less precise, microlearning enables you to tailor your support to each employee’s unique needs.

For example, you can see if someone is excelling in certain modules but struggling in others and provide targeted assistance.

6. Enhancing Employee Engagement and Motivation

Microlearning is engaging by design. Short, focused modules are inherently less overwhelming, making it easier for employees to stay motivated and focused on their learning. The sense of accomplishment gained from completing bite-sized modules can be a powerful motivator.

Gamification elements, like quizzes or challenges, can add an extra layer of engagement, turning learning into a rewarding experience. When learners see that their progress is being recognized and rewarded, their motivation to participate in the employee onboarding process and continue their learning journey remains high.

7. Reducing Information Overload During Onboarding

microlearning modules

Traditional onboarding methods often bombard new employees with a vast amount of information all at once. It’s like trying to drink from a firehose. This information overload can be overwhelming and counterproductive, as employees may struggle to retain what they’ve learned.

Corporate microlearning is the antidote to this problem. It breaks down the onboarding process into bite-sized, manageable pieces, ensuring that employees are introduced to information in a gradual and structured manner.

This approach prevents overwhelm and allows employees to focus on mastering one concept before moving on to the next. Think of it as sipping from a well-portioned glass, making the onboarding process smoother and more effective.

8. Enhancing Long-Term Skills Retention

The true measure of a successful employee onboarding process is not just how well your trainees learn but how well they retain and apply what they’ve learned in the long term. Microlearning techniques excel in this regard. Presenting information in a focused, easily digestible format facilitates better memory retention.

Additionally, the real-world application and problem-solving exercises often integrated into microlearning modules make the knowledge more practical and relevant. As a result, employees not only remember what they’ve learned, but they’re also better equipped to apply these skills in their day-to-day tasks.

It’s akin to building a solid foundation of knowledge that stands the test of time, ensuring that your employees continue to excel long after their initial onboarding.

9. Fostering a Culture of Continuous Learning

In today’s fast-paced and ever-evolving business environment, the importance of continuous learning cannot be overstated. Organizations that embrace this concept not only stay ahead of the curve but also create a workplace culture that promotes growth, adaptability, and innovation.

Microlearning plays a pivotal role in fostering this culture. It encourages ongoing skill development, adaptability, and knowledge sharing, making learning an integral part of the organization’s DNA. This not only benefits individual employees but also drives the organization’s growth and success in an ever-changing business landscape.

Plus, microlearning in the workplace often allows for personalized learning paths. Employees can choose the content that’s most relevant to their roles or career aspirations. This personalization empowers them to take control of their own learning journeys, promoting a sense of ownership and continuous improvement.

How to Implement Corporate Microlearning in Onboarding?

microlearning techniques

So, you’re ready to integrate microlearning into your onboarding process? Great choice. Here are the steps to design and develop effective microlearning modules:

  • Identify Learning Objectives: Start by defining clear learning objectives. What specific skills or knowledge do you want your employees to acquire through microlearning?
  • Chunk Information: Break down your content into bite-sized, easily digestible chunks. Think of these as mini-lessons, each focusing on one key concept or skill.
  • Leverage Multimedia: Incorporate a variety of media, such as videos, infographics, quizzes, and interactive elements. This diversity keeps the learning experience engaging and dynamic.
  • Ensure Interactivity: Encourage active participation. Include activities that require learners to apply what they’ve learned, such as scenarios or problem-solving exercises.
  • Assessment and Feedback: Implement quizzes or assessments to gauge understanding. Provide instant feedback, so learners can reinforce their knowledge.
  • Iterate and Improve: Regularly review and update your modules based on feedback and performance data. Continuous improvement is key to keeping content relevant and effective.

Select the Right Microlearning Tools and Platforms

Now, let’s talk about choosing the right tools and platforms to deliver your microlearning content:

  • Assess Your Needs: Start by assessing your organization’s specific needs. Consider factors like the size of your team, budget, and existing technology infrastructure.
  • Explore Available Tools: Research corporate microlearning platforms and tools. Look for those that align with your goals and offer features like content creation, tracking, and reporting.
  • Compatibility: Ensure that the selected tools are compatible with various devices and operating systems to cater to the diverse needs of your workforce.
  • User-Friendly Interface: Opt for user-friendly tools that make it easy for both content creators and learners to navigate and engage with the content.
  • Scalability: Choose tools that can scale with your organization’s growth, allowing you to expand your microlearning initiatives as needed.

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Strategies for Creating Engaging Microlearning Content

Creating engaging microlearning content is crucial for its effectiveness:

  • Know Your Audience: Understand the preferences and learning styles of your audience. This knowledge will guide content creation.
  • Storytelling: Weave narratives or scenarios into your content. Storytelling makes the learning experience relatable and memorable.
  • Gamification: Incorporate game elements like points, badges, or leaderboards. Gamified content adds an element of competition and fun.
  • Visual Appeal: Use eye-catching visuals, graphics, and multimedia. Visuals not only enhance engagement but also aid in information retention.
  • Micro-Assessments: Insert short quizzes or knowledge checks throughout the modules. They provide opportunities for learners to gauge their understanding and stay engaged.
  • Feedback Loops: Encourage feedback from learners and use it to continuously refine and improve your microlearning content.

How to Measure the Effectiveness of Microlearning in Onboarding?

You’ve embraced microlearning for onboarding, and now it’s time to gauge its impact. Here are methods to evaluate its effectiveness:

  • Assessment Data: Use quizzes, tests, and assessments embedded in your microlearning modules to gather data on learner comprehension and progress. Analyze the results to identify areas where learners excel and areas needing improvement.
  • Surveys and Feedback: Collect feedback from employees who have completed the microlearning onboarding. Inquire about their experience, what worked, what didn’t, and any suggestions for improvement.
  • Usage Analytics: Track how frequently employees engage with microlearning content. Analyzing usage patterns can reveal which modules are most popular and where learners may disengage.
  • Performance Metrics: Compare the performance of employees who have undergone microlearning onboarding with those who haven’t. Assess key performance indicators (KPIs) like productivity, proficiency, and job satisfaction.

Key Performance Indicators to Monitor

To measure the impact effectively, you need to keep an eye on the right KPIs. Here’s what you should be monitoring:

  • Retention Rates: Track how long new employees stay with the organization after completing microlearning-based onboarding. Longer retention is a positive indicator.
  • Knowledge Retention: Assess the degree to which employees retain knowledge and skills from their onboarding. This could involve post-training assessments or surveys to gauge knowledge retention.
  • Time to Proficiency: Measure how quickly employees become proficient in their roles after onboarding. A shorter time to proficiency suggests effective onboarding.
  • Engagement Metrics: Evaluate the engagement levels of employees with the microlearning content. Metrics may include completion rates, time spent on modules, and interaction with learning materials.
  • Feedback Scores: Analyze the feedback scores from employees who have gone through microlearning onboarding. High satisfaction scores indicate a positive impact.

Continuous Improvement and Optimization

Measuring the impact of microlearning isn’t the final step; it’s an ongoing process. Here’s how to continuously improve and optimize:

  • Data-Driven Insights: Use the data collected from assessments, feedback, and KPIs to identify areas that need improvement. Focus on refining modules that learners find challenging or less engaging.
  • Regular Updates: Keep your microlearning content up-to-date. Ensure it aligns with changes in your industry, company policies, and the evolving needs of your employees.
  • Customization: Consider tailoring microlearning paths for different roles or departments. This personalized approach enhances relevance and effectiveness.
  • Feedback Integration: Encourage a feedback loop with learners. Act on their suggestions and continuously refine your microlearning content based on their evolving needs.
  • Benchmarking: Compare your organization’s performance and impact with industry benchmarks to gain a broader perspective and identify areas for improvement.

Embrace the Future: Microlearning’s Enduring Impact

In employee onboarding, one thing is clear: Corporate microlearning has emerged as a beacon of change. As we draw the curtains on this exploration, the evidence is compelling. Microlearning isn’t just a passing trend; it’s a dynamic, results-driven approach that transforms the onboarding experience.

From improved retention to the fostering of a culture of continuous learning, microlearning offers a plethora of benefits that organizations simply can’t afford to ignore. It’s a solution that adapts to various learning styles, reduces information overload, and enhances long-term skills retention.

So, the question remains: Will you embrace the future of employee onboarding with corporate microlearning? The answer, it seems, is a resounding “yes.” It’s a journey worth taking—one that leads to more knowledgeable, engaged, and successful employees and an organization poised for excellence in a rapidly evolving world.

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Find out more and request a custom demo!

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