Microlearning: 6 Proven Strategies in Corporate Training

Microlearning is an effective strategy for training that helps learner retention and comprehension. It involves short, bite-sized learning modules. These can be delivered online, via a digital platform, or in class. Microlearning strategies help organizations leverage technology to enhance learner engagement and retention of knowledge transfer.

In this blog, we talk about six microlearning strategies and the benefits of microlearning in corporate training.

Photo by Dmitry Ratushny on Unsplash

What is Microlearning Strategy?

Microlearning strategy is a method to break down concepts and processes into small 2-5 minutes of videos, games, or other interactive modules to aid a faster learning process. It is a learning and development strategy of small, bite-sized content easily consumed and retained by learners.

The strategy invokes interest in the employees with added gamification modules and helps them learn concepts or skills, and employees can accomplish this faster.

6 Microlearning Strategies for corporate training

With short attention spans becoming increasingly common, organizations are finding ways to improve knowledge retention and professional development through effective learning strategies. 

It has led to the popularity of microlearning modules and courses, which break down new information into short bursts that employees can consume at their pace. 

Infographics, animations, and audio content are how subject matter experts can create engaging microlearning examples that memorably deliver information.

Below are SIX microlearning strategies to incorporate into training programs successfully:

  1. Bite-sized learning modules

    Microlearning involves the delivery of learning content in the form of bite-sized nuggets. 

    Each nugget meets a specific outcome, and microlearning can help streamline corporate training and achieve learner engagement. 

    Bite-sized learning modules are a needed addition to modern corporate training methods, as they allow learners to control the flow of information and recall topics.

  2. Mobile-friendly delivery

    Mobile-friendly delivery of microlearning can be cost-effective for corporate training managers looking for ways to provide training content to employees working from remote locations or on the move.

    For instance, microlearning can happen via e-learning platforms such as e-Portfolios and e-learning content management systems (LCMS) to enable employees to access training while on the go. 

    This type of content is often referred to as “on-demand learning” and is much more convenient than traditional forms of learning, like classroom training or online classes.

    For easy access to microlearning content anytime, anywhere – organizations rely on learning management systems (LMS) and microlearning platforms. 

    These online training tools offer a variety of options for learning experiences, including smartphone and tablet apps, podcasts, and YouTube channels. 

    When combined with effective instructional design, these learning platforms can improve the learning experience, helping to reinforce knowledge and reduce the forgetting curve.

    In addition to mobile-friendly delivery, microlearning can aid a dispersed workforce, like working from home and a hybrid team.

    With microlearning, employees can quickly gain knowledge of a particular topic without attending an in-person training session.

    In this way, companies provide their employees with training without spending valuable time and resources.

  3. Interactive and gamified content

    Interactive and gamified content boosts learner engagement and the performance of corporate training programs.

    Gamification increases performance rates by almost 35%. Microlearning helps build employee learning habits and drives continuous learning. 

    Games can act as a micro-learning tool to allow learners to recall things they’ve learned from training programs.
    When creating microlearning courses, focus on a specific topic or best practices. 

    Keep content targeted and relevant to employees. It will engage them and help them retain new knowledge. 
    Reinforcement is also critical to employee development, and microlearning is a way to do it.

    It is vital for compliance training, where staying up-to-date with regulations and policies is crucial.

    Through microlearning, employees can learn and remember key business concepts and principles faster, which helps build their knowledge base and retention over time.

    Additionally, microlearning techniques help corporate training programs build engagement with their target audiences.

  4. Personalized learning paths

    Personalized microlearning can be customized to fit learners’ competency, previous courses and training taken, and assessment scores for better engagement and adherence to modules.

    Microlearning involves breaking down lengthy courses into smaller, focused units that are usually 3-5 minutes long and target a single objective.

    This type of learning can suit diverse learning styles and goals. The use of microlearning videos and talks can convey information in a more entertaining way than written material.

    These short, easily digestible pieces of content are ideal for training courses with limited time or space for traditional classroom learning.

    Microlearning is an approach to learning and development that offers information in small, focused chunks, like job aids, short videos, and eLearning courses. 

    It can help companies deliver training programs efficiently and effectively while minimizing costs and increasing learner engagement.

  5. Microlearning libraries and resources

    Microlearning libraries and resources provide vast information and tools for creating and engaging bite-sized learning modules. 

    Coursera: Provides access to short online courses on several subjects from top universities and organizations.

    OpenSesame: Offers many microlearning courses and training materials for corporate training and employee development.

    EdApp: Provides a mobile microlearning platform with interactive and gamified content, making it easy for learners to access information on the go.

    Articulate 360: Provides tools for creating interactive and engaging microlearning modules, including a content library and templates.

    Duolingo: Offers a microlearning language-learning app that uses gamification and personalized learning to make language acquisition fun and effective.

    Kahoot!: Provides a game-based learning platform that allows users to create and play interactive quizzes and trivia games.

    TED-Ed: Offers a library of educational videos that is the basis for microlearning modules on many topics.

    YouTube: Provides a vast library of instructional videos for microlearning modules on everything from software tutorials to cooking tips.

    Twitter: Provides a platform for sharing short bursts of information and links to additional resources, making it a tool for microlearning on specific topics.

    Furthermore, these microlearning libraries and resources offer a range of options for designing and implementing bite-sized learning modules for employee development and training.

  6. Integration with existing training programs

    Microlearning should not be a replacement for traditional training methods. Use it to create training modules to tailor the needs of individual employees or departments within an organization.

    Also, by integrating microlearning into corporate training programs, enterprises can create mobile-friendly training modules that are engaging, easy to use, and tailorable to the specific needs of individual employees or departments.

    Furthermore, training modules could include short quizzes, short-term memory exercises, and longer-term retention strategies.

    In addition, microlearning tools like the online course content management system (OCS) allow instructors to create engaging training content quickly. It is also easy to develop without drafting new training materials from scratch.

8 Step Approach to Create Microlearning

# HeadingDescriptionTypical Time to Spend
1Identify Learning ObjectivesIdentify the specific knowledge or skills that learners need to acquire. Define clear and measurable learning objectives that are achievable within a short timeframe.1-2 hours
2Analyze the AudienceAnalyze the needs and preferences of the target audience, including their learning style, prior knowledge, and job roles. Use this information to customize the content and format of the learning modules.2-4 hours
3Select the Right ContentSelect the most relevant and up-to-date content that aligns with the learning objectives. Use several sources, including videos, infographics, animations, and case studies.4-6 hours
4Break Down the ContentDivide the content into small, manageable chunks that educate in short bursts. Each module should focus on one specific topic or concept.2-4 hours
5Determine the FormatDetermine the most appropriate format for delivering the content, based on the needs of the audience and the learning objectives. Consider using interactive games, quizzes, or simulations to increase engagement.2-4 hours
6Design the Learning ExperienceUse instructional design principles to create an engaging and effective learning experience. Incorporate opportunities for practice and reinforcement to help learners retain the information.6-8 hours
7Test and RefineTest the bite-sized learning modules with a small group of learners and gather feedback. Use this feedback to refine the content and format of the modules, and make adjustments as necessary.4-6 hours
8Implement and EvaluateLaunch the bite-sized learning modules and evaluate their effectiveness. Use data analytics to track learner progress and adjust the content and format of the modules based on their performance.Ongoing

8-Step Approach To Create Microlearning

Examples of Microlearning

InfographicA visually appealing and concise graphic that presents information on a specific topic or concept. Infographics can be easily shared and are effective for presenting statistics, timelines, and other data in a memorable way.
QuizA brief interactive assessment that tests learners’ knowledge of a specific topic or concept. Quizzes can be gamified and incentivized to increase engagement and motivation.
Animated VideoA short animated video that explains a complex concept or process in a simple and engaging way. Animated videos can be used to demonstrate step-by-step procedures, explain abstract ideas, and illustrate cause-and-effect relationships.
PodcastA short audio program that provides information on a specific topic or concept. Podcasts are convenient for learners to listen to during their commute or while performing other tasks and can feature interviews, panel discussions, and other engaging formats.
Interactive GameA gamified learning experience that allows learners to engage with content through problem-solving, decision-making, and other interactive activities. Interactive games can be used to simulate real-world scenarios, reinforce knowledge retention, and increase motivation to learn.
Case StudyA brief case study that presents a real-world scenario and challenges learners to apply their knowledge to solve a problem or make a decision. Case studies can be used to develop critical thinking and problem-solving skills.
SimulationA computer-based simulation that allows learners to practice a skill or process in a safe and controlled environment. Simulations can be used to train employees on complex or dangerous procedures without risking injury or damage.
Quick Reference GuideA concise document that provides step-by-step instructions or tips for performing a specific task or using a specific tool or software. Quick reference guides can be used as a job aid or reference material.
Interactive InfographicA dynamic infographic that allows learners to interact with the information and explore different aspects of a topic or concept. Interactive infographics can be used to reinforce knowledge retention and engage learners.
E-bookletA brief e-booklet that provides information on a specific topic or concept in a condensed format. E-booklets can be easily shared and can feature multimedia elements such as videos, images, and interactive activities.

10 Examples of Microlearning

Benefits of Micro-learning in Corporate Training

Using microlearning in corporate training, training managers can easily create engaging content and ensure employees engage well during their training sessions. These benefits have led corporate training departments to incorporate microlearning into their training strategies more frequently.

However, microlearning still requires careful planning and execution to yield the best results. It’s important to consider the learning objectives of corporate training sessions when developing microlearning content.

Additionally, corporate training departments should plan microlearning content with employee engagement indicators. Some indicators are completion rates and retention rates to ensure the content is effective.

Furthermore, the use of microlearning in corporate training offers many benefits. 

  • Increased engagement and retention
  • Flexibility and accessibility
  • Time and cost-efficient
  • Easy to update and customize
  • Better application and transfer of learning
  • Improved employee performance and productivity

Incorporate infographics, animations, and other engaging learning strategies. It helps organizations to create microlearning courses that improve the overall learning experience for employees.


Microlearning strategies require well-thought implementation in corporate training. Moreover, the benefits can include improved retention of knowledge, personalized learning paths, and lower training time. 

Furthermore, microlearning strategies can also help reduce training-related costs, such as travel and employee lost time due to training sessions. 

It can result in a more efficient way of learning for employees and ultimately help organizations achieve their business goals.

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