In the world of corporate training, 'eLearning' and 'microlearning' often pop up in discussions as if they're interchangeable.

However, as training leaders, it's crucial to know they're not just trendy buzzwords and they're certainly not the same thing.

Each has its own place in the arsenal of a training leader, tailored to meet different needs.

Now, let's talk about the elephant in the room—or should we say, the smartphone in every employee's hand?

The way we work and learn is changing dramatically. Gone are the days when employees had the time (or patience) to sit through day-long training sessions.

Today's workforce wants learning that's quick, relevant, and can be squeezed into the ten minutes they're not answering emails or jumping between meetings. That's where microlearning shines, offering bite-sized pieces of knowledge that fit neatly into our hectic digital lives.

But let’s not sideline eLearning. It still plays a crucial role, especially when complex topics need a deep dive.

The key is knowing when to use which.

Microlearning is perfect for a quick skill upgrade or an instant answer to an on-the-job question, while eLearning is your go-to for comprehensive understanding.

As training leaders, recognizing these shifting employee preferences towards quicker, more digestible learning formats is crucial. It’s all about staying agile and giving the people what they want—effective training that won’t make them sneak a peek at their phones under the table.

Let’s dive into how we can make both eLearning and microlearning work harder for us in this fast-paced world.

So, What Exactly Is eLearning?

Simply put, eLearning is learning that happens online or via digital platforms. It uses technology to deliver educational content, make things interactive, and support the learning journey.

In the workplace, traditional eLearning courses—think those lasting over 15 minutes—are all about digging deep into a topic.

They're structured to take you on a step-by-step journey through the material. These courses are usually packed with multimedia, like videos and interactive diagrams, quizzes to test your knowledge, and extra resources to deepen your understanding.

Here are some key features that define eLearning courses:

• Depth of content: These courses go the extra mile in covering a topic. You’ll get a thorough rundown, from fundamental concepts to complex theories and their practical applications, giving you a robust understanding of the subject.

• Structured learning paths: Think of these as guided tours through the learning material. The content is neatly organized to build on what you've learned, getting more complex as you go.

• Rich in resources: Alongside the main content, you’ll find loads of extra materials. From downloadable PDFs and additional readings to links for further exploration, these resources are there to let you dive as deep as you want.

• Certification: Many of these courses offer a certificate at the end. It’s not just a pat on the back but a professional credential you can show off on your resume or LinkedIn profile.

Here’s when it’s still highly relevant to use traditional long-form eLearning courses:

These scenarios benefit from the structured, comprehensive approach of long-form eLearning courses, ensuring learners have the time and resources to master complex information effectively.

• Complex Subject Matter: When the subject requires a deep understanding, such as advanced technical skills, regulatory compliance, or detailed company policies.

• Certification Requirements: For training that leads to professional certifications where comprehensive knowledge is assessed.

• New Employee Onboarding: To provide a thorough grounding in company culture, operations, and job-specific skills over several sessions.

• Skill Development Programs: For systematic skill enhancement in areas like leadership, management, or specialized technical roles.

• Regulatory Compliance Training: Where detailed knowledge and understanding of laws and regulations are mandatory.

• Preparation for Advanced Roles: Preparing employees for promotions or more complex job roles that require a solid grasp of numerous intricate topics.

• Academic Courses: In scenarios where eLearning is used for academic purposes, providing a structured curriculum similar to a traditional classroom experience.

Now, while long-form eLearning courses are designed to provide comprehensive and in-depth training, it’s important to balance duration with engagement to avoid overwhelming learners.

Ideally, these courses should be structured in a way that maximizes learning without becoming tedious.

Here are some good practices to follow:

• Optimal Length: Aim for each module to last between 30 minutes to an hour. This timeframe is sufficient to cover complex topics in detail without causing fatigue.

• Segmentation: Break down the course into smaller, manageable segments or modules. This helps learners absorb information in stages and provides natural breaks.

• Interactive Elements: Incorporate interactive elements such as quizzes, simulations, and interactive diagrams to keep the content engaging and facilitate active learning.

• AI Avatars or Virtual Tutors: Integrate AI-powered avatars or virtual tutors to add a human touch to digital learning. These virtual guides can offer explanations, provide feedback, and interact with learners in a more personal and engaging way.

• Variety in Presentation: Use a mix of videos, text, images, and animations to present content in diverse ways. This variety caters to different learning styles and keeps the material interesting.

• Scheduled Breaks: Encourage regular breaks between modules, especially in longer courses, to help maintain concentration and prevent information overload.

• Progress Tracking: Include features that allow learners to track their progress. This helps them understand how far they have come and how much further they need to go, providing motivation to continue.

• Adaptive Learning Paths: Utilize AI to create adaptive learning paths that dynamically adjust based on the learner’s progress and engagement. This approach ensures that each learner is presented with content that is most relevant to their understanding and needs.

Also read: How to Use AI Avatars in eLearning Courses

What Is Microlearning?

On the other hand, microlearning is a strategy that addresses the specific challenges of workplace learning. It involves delivering training content in short, focused bursts that are designed to meet precise learning objectives within a few minutes—typically anywhere from 2 to 10 minutes per module.

This method is highly effective in corporate settings where time is at a premium and employees need to balance learning with their day-to-day responsibilities.

Now, let's explore some of the main characteristics of microlearning:

• Specific Learning Objectives: Each module hones in on a single skill or piece of knowledge. For example, a microlearning video might teach employees how to use a new software feature in just five minutes.

• Short Duration: These brief modules are perfect for a quick learning session during a coffee break or right before a meeting, minimizing disruption to daily tasks.

• Focused Content: Microlearning cuts to the chase, providing just the essential information needed. This could be a quick walkthrough on completing a form or a brief rundown of safety procedures.

• Just-in-Time Learning: This method delivers relevant information exactly when it’s needed. If an employee is about to give a presentation, a microlearning session on effective public speaking can offer timely tips.

• Flexible Delivery: Whether it’s a short video, a quick quiz, or an infographic, microlearning can adapt to different formats, making learning accessible and engaging for everyone.

• Reinforcement of Learning: Regular, short learning sessions help reinforce knowledge, making it easier to remember. For instance, repeating a module on customer service tactics can help ingrain best practices.

• Scalability and Updateability: As company needs evolve, microlearning modules can be quickly updated or added to ensure that training remains up-to-date with minimal effort.

When is microlearning especially useful? Here's a list of scenarios:

• Skill Refreshers: Great for keeping skills sharp, like quick refresher courses on company policies or software updates.

• New Tool Introduction: When a new tool or software is rolled out, microlearning can quickly get employees up to speed without overwhelming them.

• Compliance Updates: For legal or policy changes, microlearning can disseminate the essential points quickly and ensure everyone is informed.

• Preparation for Tasks: Just before a specific task or project, microlearning can prep employees with the necessary know-how, like safety protocols before using new machinery.

• Performance Support: When employees face a challenge, microlearning can offer immediate, practical support, such as troubleshooting steps for IT issues.

Microlearning makes learning less of a chore and more of a quick, engaging dive into the knowledge employees need to succeed. It's tailored for efficiency, making it an indispensable tool in the fast-paced corporate landscape.

Also read:

• Theory to Practice: Actionable MicroLearning Tips
• 8 Secrets to Designing a Successful Microlearning Program
• 4 Tips on How to Convert Long-Form eLearning Courses to Micro Lessons

In the fast-evolving landscape of corporate training, it's essential to understand that eLearning and microlearning are not competitors but complementary strategies. Each has a distinct role in a holistic learning ecosystem, tailored to meet diverse needs and preferences within the workplace.

• eLearning offers in-depth exploration on complex topics, ideal for thorough training. It’s perfect for when employees need to deeply understand a subject or prepare for certifications.

• Microlearning, on the other hand, is all about quick and focused learning. It’s great for busy days, providing short lessons that help employees learn something new or refresh their knowledge right when they need it.

Rather than picking one over the other, successful organizations use both to create a flexible and effective learning ecosystem. This approach ensures employees have access to the right training at the right time, enhancing both their performance and career growth.

Key Takeaways:

• Integrate Both: Use eLearning for depth and microlearning for immediate needs.

• Adapt and Respond: Offer learning options that fit various situations and schedules.

• Continuous Learning: Encourage ongoing development with varied content lengths and depths.

Reflection Questions:

• How can we better integrate eLearning and microlearning to support our team’s growth?

• What immediate training needs could be effectively met with microlearning?

• Are there areas in our training program where the depth provided by eLearning could enhance understanding and performance?

This strategy not only makes learning more accessible but also more relevant, ensuring a well-rounded approach to employee development.

Now, we would love to hear from you! What are your thoughts on eLearning and microlearning? Have you experienced the benefits of either approach in your workplace or personal learning journey? How do you see these methods shaping the future of learning?

Share your comments and reflections below, and let's continue the conversation!

Also read: AI-Driven Content Creation: Your Ultimate Guide to eLearning Success