How to Map Microlearning to Your Employee Training Lifecycle

Microlearning is an effective method for developing employees and providing employee training at all levels within the organization. It can also be used at all times during the training lifecycle of an employee. To maximize the benefit, your organization must think strategically about how to map the use of microlearning onto the employee training lifecycle.

A strategic mapping of microlearning onto the needs of employees at different stages of development means that you can maximize the impact of microlearning and provide the largest benefit for both the employees and for the organization if you map correctly.

First, you need to consider that at different times within an employee’s relationship with an organization, they will have different learning needs. For example, a new employee participating in on-boarding training requires a different strategy than an employee who has been with the company for over a decade and is participating in the same old compliance training which is also different from an employee who is transitioning from years as an individual contributor to a new promotion as a manager. Each stage requires careful consideration of the goals, delivery tone and methods of delivering the training message. The Learning and Development department should consider the right way to map microlearning onto the employee journey with the company.

Let’s examine several major employee training milestones and discuss the right microlearning approach to each one.


When an employee first joins a company, they can be overwhelmed with the amount of information they must consume. There is benefits information, content related to company policies, procedures that need to be followed, and, not to mention, company history, product and/or service details and even who reports to whom. This can be intimidating and often employees feel numb from information overload for several weeks before settling into a routine.

This is one area where gamified microlearning can help. For one, when a new employee joins an organization, the organization wants the employee to feel good about their choice to enjoy getting to know the organization and to make friends quickly with their co-workers. Many organizations use a map or a journey analogy to craft gamified activities such as earning points for completing benefits information, company history scavenger hunts and even short, quick games to help new employees learn about products. Microlearning is helpful here because it doesn’t overwhelm the employee with hours and hour so information that quickly become lost or confused in the “fire-hose” approach that is the technique of many on-boarding programs.

On-boarding an employee with microlearning is a good way to keep them from becoming overwhelmed.

Instead, it’s better to provide a mixture of work structured tasks inter-mixed with microlearning pieces to provide a steady but not overwhelming approach to learning about the organization. In fact, some organizations even start the on-boarding process before an employee arrives to work so they’ve already met fellow new hires through the social aspect of the gamification and they know about the company because of the targeted, focused microlearning pieces that they receive on a daily basis.  Just the right amount of information spread out over time makes on-board more effective for the employee and smoother for the organization.

Compliance Training

Once any employee has spent any time with an organization, they will begin to be required to take compliance training (after the initial rush of on-boarding compliance training). This difference at this stage of the employee’s career is that they are now overwhelmed with everyday work tasks and taking time away from work to focus on compliance training usually is not a top priority. The employees aren’t really interesting in gamified microlearning at this point, they want to take the instruction, get the information and get back to work. And, if they aren’t reminded of the compliance training, it will quickly slip to the bottom of the priority list.

Compliance microlearning should be integrated into the employee’s daily workflow.

In many organizations, compliance training consists of hours and hours of instruction and, often, it’s the same instruction as it was the previous year. The combination of work demands and the repetition of the instruction often leads to the end-of-quarter or end-of-year rush to cram in all the compliance courses the employees have been putting off. This does not result in the best learning outcomes. It also might not help an organization remain in compliance if the instruction is not making an impact.

Smart organizations have taken their compliance content and examined it from an instructional perspective and carefully parsed the content it into microlearning modules. These modules are then carefully spaced throughout a quarter or year.

The modules are then “pushed” to the employee through reminders. The employees aren’t expected to “volunteer” to go to the compliance training, rather a system send them notes and reminders that they need to engage with the microlearning content. At this stage the microlearning needs to be highly focused and a “just the facts” approach works well in terms of the design.

The goal is to have the compliance training integrated into the daily or weekly workflow of the employee. The microlearning approach to compliance means the employees are able to make the time to learn about compliance policies. This type of employee training works because it fits into the everyday rhythm and cadence of the employees and because we know that spreading out the learning process over time means content is more easily retained and recalled.

New Product Or Service Launch

In order for organizations to remain competitive and to continue to grow, they must continually add new products and/or services. While this can be fantastic for the bottom line of the organization, it can prove to be a little difficult for employees to remember all that information. This is especially true if the organization sells many different products and services.

The employee training approach for new products or services is to provide a just-in-time, pull approach to the microlearning. What this means is that the microlearning is easy to search, easy to access and the employee knows that the information is available to them when they need it. A sales representative can pull up a microlearning module on the top five features of their company’s smartphone. An insurance broker can quickly take a microlearning on the three benefits of annuities.

When mapping microlearning to a new product or service launch for employee training, the goal should be to provide the critical data and information up front, make it easy to find and build a culture where employees are comfortable using just-in-time training to address customer issues and inquires.

Promotions And Growth

After an employee has spent several years with a company and they are in mid-career, it’s important to provide them growth opportunities or they will seek those opportunities outside the organization. And even if employees are not seeking opportunities outside of an organization, you don’t want mid-career employee’s growth and knowledge to stall.

At this point, microlearning targeting topics like leadership, communication skills and, even management skills can provide content that keeps employees sharp and focused, allows them to grow but doesn’t continually take them away from their workplace duties.

Progressive organizations will establish microlearning roadmaps for content such as leadership which will provide a prescribed sequence of microlearning courses to help move a person along their personal growth journey. Of course, there are “electives” but the value is that the organization clearly signals to the employee the skills and content they believe are most valuable for success. Because the instruction is delivered via microlearning, the employee can often determine how fast or how slowly they would like to consume the content and practice applying the skills.

For this type of microlearning, it becomes important to provide performance-based tasks or instructions so that employees aren’t just watching videos but they are applying skills and reporting back on program. One particularly effective type of microlearning in this case is Practice-based where the learning application both prompts a participant to practice a particular skill and provides that participant with feedback and instruction on how to perform the skills they are practicing.

Practice-based microlearning app Presenter which helps employees work on presentation skills.

This type of microlearning can be a powerful method for training individuals who have potential but need to work on specific, targeted skills.


Microlearning, like any employee development tool, needs to be used carefully to gain the maximum benefit. One way to maximize the impact of microlearning is to carefully map the design, delivery and approach of the microlearning to the appropriate milestone in the employee training lifecycle. If you take the time to carefully think through your microlearning strategy in this regard, you will have a successful microlearning implementation.  w

The post How to Map Microlearning to Your Employee Training Lifecycle appeared first on eLearning.

5 Microlearning Formats to Use in 2020 for Maximum Impact

Microlearning has emerged as a great model to impart knowledge and concepts quickly. In this blog, I will discuss the five microlearning formats that we recommend for delivering high impact microlearning.

For microlearning to be truly microlearning, it needs to have the following features:

  • It has to be a standalone piece of content.
  • It must focus on a specific learning outcome.
  • It should include rich multimedia, game-based strategy, and so on to engage the learners.

With these, microlearning can create the right impact on the learners’ mind and thus, in turn, reflect in their performance.

In another article, “Creating An Effective Learning Experience Through Microlearning Strategy”, I mentioned that it is important to have clear goals that can be accomplished through microlearning.

Some of the goals include, but are not limited to the following:

  • Improve retention of the concept learned
  • Act as just-in-time learning to assist the learner in the field or at workplace
  • Provide a positive reinforcement of knowledge
  • Provide additional information over and above the main learning content
  • Offer tips to do a job better or complete a task successfully

Therefore, a good microlearning piece or nugget that addresses the above goals will have a good impact on the learners. In my experience, I have seen when microlearning was designed in certain formats, it helped in accomplishing these goals.

There are five formats that we recommend for a good microlearning intervention.

1. Videos

Videos are a great way to create maximum impact in microlearning. Short impactful videos with thought-provoking questions in the end, can help learners understand the concept well and apply it on their job. An impactful video with the right use of visuals can go a long way in helping learners recall the concept well and leave a lasting impression on the mind of the learner. We believe videos will continue to be the most preferred format of delivering microlearning content in 2020 also.

2. Gamification

Short games that can be finished within 10 minutes can create a great impact as a form of microlearning. Gamification makes learning interesting and absorbing. By adding interesting game elements, such as points, scores, levels, and badges, learning becomes enjoyable and memorable and provides very exciting experience for the learners.

3. Podcasts

Podcasts are a great way of imparting knowledge. If they are well made and done by a subject matter expert or an industry professional with vast experience, the learners pay more attention. In these times, learners’ time must be well spent, and also, they should not drift away. Podcasts offer flexibility for the learners. Learners can listen to podcasts anytime and anywhere. They can comfortably listen to podcasts while traveling to work or home, while having food, or even when they go for a stroll in the garden.

3. Quizzes

Short quizzes with not more than 10 questions can form a microlearning intervention in itself. Quizzes can create quick and high impact microlearning. These can be used as a great way to help learners learn new concepts, refresh their knowledge, or test their understanding of the concepts.

5.  Activity-based Nuggets

A microlearning course that is primarily driven through activities and diagnostic feedback or debrief helps learners learn concepts through the discovery mode. First, they perform the activity, then they get the feedback, and finally the content helps them reinforce the key concepts. Activity-based microlearning is a great way to create an impact in 2020 and is highly recommended.

Delivering Microlearning To Teams On The Move

The five formats that I mentioned will work especially well for sales teams or the workforce that are on the move or have little time for long drawn training programs. These formats of microlearning rather work well for the workforce that are dispersed geographically.

Thus, employees working in any industry and have little time for learning can reap benefits from impactful microlearning interventions.

Learners will certainly benefit from microlearning, as they get through the modules quickly and can repeat the learning many times as well. Retention is better and application on the job is better as well.

The post 5 Microlearning Formats to Use in 2020 for Maximum Impact appeared first on eLearning.

Examples Of Microlearning In Action

What is microlearning? That’s an interesting and often asked question. Is microlearning a simple text message? Is it a short video? Is it bound by time? Does microlearning need to include a quiz question? Many questions swirl and whirl around microlearning.

To help answer those questions, many different folks in the learning and development field have postulated definition. The goal is to define and corral the term. For example, in our book, “Microlearning: Short and Sweet,” Robyn Defelice and I have defined microlearning as “an instructional unit that provides a short engagement in an activity intentionally designed to elicit a specific outcome from the participant.” However, no matter how elegant or academic the definition, we find that most people only fully understand the term microlearning after they have seen some examples of microlearning. Once they see the examples, it helps put the entire concept of microlearning into perspective.

Examples Of Microlearning

In that spirit of defining microlearning, let’s explore the concept by looking at three examples of microlearning and determining how they are be used by organizations to achieve success.

First Example of Microlearning

In this example, microlearning is used to help fight the disease of diabetes. While diabetes is a serious disease, it many pre-diabetic individuals, type 2 diabetes can be prevented lifestyle modifications. These modifications can include exercises, cutting down on sugary foods and beverages and generally behaving in a healthy manner. To that point, researchers studied the effective of microlearning’s ability to alter the lifestyles of Indian men with impaired glucose tolerance which is another way to say “pre-diabetic.”

The participants were randomly assigned to either a control group or a mobile phone messaging program which was a basic form of microlearning. The test group received two text messages a day encouraging them to eat right and exercise. The control group received the standard educational intervention of attending training to learn how to have a healthy lifestyle and to live better. This was traditional, stand up instruction.

After two years, the cumulative incidence of diabetes was lower in those who received the text messages than those in the control group. The results were statistically significant. In fact, the microlearning presented to the men twice daily resulted in a relative risk reduction of 36%.

This shows that microlearning doesn’t need to be fancy to be effective, it just needs to be consistent and focused. The messages the men received where behaviorally focused. Specific message sent included information such as “take the steps instead of the elevator” or “don’t snack while watching TV.” This shows that microlearning does not have to contain fancy graphics, interactive questions or even interactivity to be effective.

However, a word of caution. If you have pre-diabetes, you are intrinsically or internally motivated to eat right and be healthy so the motivation is already present. This example of microlearning shows that if a person is motivated, the microlearning can be simple.

What if the audience is not as motivated? If that’s the case, what should microlearning look like. Here is an example of microlearning that includes a highly gamified approach.

Second Example of Microlearning

In this example, the goal is to teach about processed foods and their impact on organizations and on individuals. The game encourages you to choose and avatar and then you go on a mission to go around the world to get your products certified and, in the process, you learn about the processed food industry.

This type of microlearning is an example of gamified, primary microlearning. In the previous article in this series, we defined and discussed the concept of primary microlearning.  The goal of this primary microlearning is to provide the learner with instruction about processed foods so they better understand the importance of processed food and why inspection and certification are so critical to the safety of the food supply chain.

In the microlearning game, the learner takes part in a number of game activities such as identifying the types of animals typically used in processed meat, the countries were processed meet is preferred and other relevant activities.

The players of the game only need a few moments to engage with the content, learn about processed foods and continue. In this case, the microlearning is much more involved than receiving a couple of text messages a day. The microlearning includes an interactive story, game activities and specific, overt actions that the learner need to take to interact with the content. This microlearning example shows the other end of the development spectrum and sheds some light on why microlearning is so hard to define. Each of these microlearning examples are effective for the desired goals, each take a relatively short amount of time and each are considered a form of microlearning.

Third Example of Microlearning

In this example, we look at an example of microlearning designed to be a quick technical tip. In this case, the developer of the microlearning wanted to quickly teach people how to share one screen in PowerPoint and still have up the notes so the learners can only see the PowerPoint slide and not the notes.

This is a microlearning example of technical training. The video provides step-by-step instruction for performing a software procedure. The instruction guides the learner to the correct area of the software, indicate which element so the software should be inactivated and which should be activated and demonstrates the results of each step of the process. The video also demonstrates the final outcome which is the ability to share a slide show while keeping your notes hidden from view of the learners.

This example of microlearning shows yet another type of training and method of providing microlearning that can be used within an organization. Microlearning is a valuable tool for helping people to both learn how to use microlearning but also how to use software.

It is easy to see how many different microlearning modules can be created to help people within an organization use a specific piece of software effectively. Software training is one area where microlearning is having a large impact.


It’s easy to see from these examples of microlearning that microlearning is not one thing. It’s not an easy concept to put into a box. It can be as simple as a text message or as engaging as a interactive game.

The value of microlearning is that it provides quick, short and concentrated moments of learning. The important thing is not to measure microlearning by time or by whether or not it has a video or a multiple-choice question or even a game. No, the way to determine if something is microlearning is to look to see if it’s focused on solving a learning or performance problem. If it solves the problem quickly with minimal interruption to the workflow of the leaner, then it’s a successful piece of microlearning

The post Examples Of Microlearning In Action appeared first on eLearning.



E-learning has been around for a long time now to make it an established channel of training and education. It supplements traditional methods of education along with being a great tool for training on-the-job. It does however face the challenge of having to deliver a hefty syllabus. With the motivation to complete these courses being very low, dropout rates are high. This not only defeats the purpose of these platforms but also wastes the resources that have been invested to build it. Experts in the field of e-learning have been able to counter this problem with micro-learning.

Micro-learning is a highly focused method of e-learning which emphasizes on concepts or ideas by delivering them in bite sized learning nuggets. Although micro-learning is not a new concept (flash cards being a traditional example), it has certainly been reinvented by making it go digital. With micro-learning, information can be delivered not just via text but also through video, audio, interactive games, infographics and such. A highly mobile form of learning, it is smartphone compatible. Our short attention span seems to have made micro-learning all the more relevant.

Features of micro-learning


The information that is to be disseminated is bite sized and concise. Superfluous and redundant information is done away with and only the central thought is communicated. Usually, the time-frame is about 3 to 5 minutes.


Each nugget focuses on a specific idea. This ensures maximum impact. If required, this nugget may be broken down into micro-nuggets.


Micro-learning works well with a variety of channels – text, audio, video, gaming etc. The channel is chosen as per its suitability. The multi-sensory experience of micro-learning sets it apart from traditional e-learning.

Smartphone compatible

Banking on our short attention span and the mobility of smartphones, micro-learning has grown in leaps and bounds. With an almost Instagram-like user experience, micro-learning is best suited for people on the move.

Low maintenance

Micro-learning courses can be created with the use of basic tools. That makes updating and maintaining it quite easy.

Just-in-time learning

Micro-learning helps to close knowledge or skills gaps fairly quickly. The learner usually doesn’t need to have any prior knowledge of the subject.

Benefits of micro-learning

Better retention

Since the content delivered is bite sized, it is easier to stay focused. With attention rates falling rapidly every year, more and more agencies are embracing micro-learning.

Higher completion rates

Since the learner is not overwhelmed with information and learning is paced, micro-learning has seen higher completion rates. Most micro-learning courses are flexible enough to be accessed on the go. This only adds to its completion rates.

Easier to create

Most micro-learning courses don’t require extensive research. They are highly focused and the information is condensed to provide content on a need-to-know basis. This makes the content easier to create and consume.


The cost of creating micro-learning courses is much lower than creating extensive and bulky courses. Moreover, the return on investment is much higher as it is much more result-oriented than the traditional form of learning.

Quick & easy

Learners can spend as little as 20 minutes a week to master skills or concepts via micro-learning. Since it is easier to retain short bursts of information, learners feel encouraged to progress faster through the course.

Highly engaging

Micro-learning gives space to developers to innovate and find better ways of learning. Since the focus is on short bursts of information, learning is more casual, making it entertaining and engaging rather than dry and academic.

Applications of micro-learning


Training and development in business is ever growing with rapid changes in systems. Micro-learning can be easily adapted to close knowledge and skill gaps to keep up with the work dynamics of the industries. Onboarding and compliance training are just two common applications of micro-learning.


Education is no longer bound by traditional methods of learning. Concepts are understood easily if they are broken down into nuggets. Micro-learning is the learning aid that can up retention rates, especially when it comes to content that has to be memorized.

While it cannot fully replace traditional form of learning and training, at its best, micro-learning provides an immersive learning experience. One that is entertaining, engaging and easily consumable by learners. If the pitfalls are navigated carefully, micro-learning proves to be lifesaver if you’re drowning in a sea of information.

Learn about the various digital learning solutions that we can offer. Custom Content Learning

The post MICROLEARNING: AN AGILE WAY OF LEARNING appeared first on eLearning.

Use Microlearning To Train Your Frontline Employees Better

Microlearning is an important way to reinforce key concepts or act as a performance support tool in the moment of need. Using platform-driven interventions, Microlearning modules can be provided to help frontline employees get mastery of the knowledge required to perform their day-to-day tasks. In this blog, I will share some examples of using Microlearning to train frontline employees.


In one of my previous blog “Creating An Effective Learning Experience Through Microlearning Strategy“, I mentioned the following:

“Microlearning can be used to reinforce training sessions, as guided practice or as a pre-test or pre-work for the formal training session.”

In my experience, I found that Microlearning works well when it is administered as reinforcement at specific intervals of a learning journey. This method combined with additional remediation or support is also known as spaced repetition.

Microlearning To Train Frontline Employees

Frontline employees need to perform a variety of tasks that require repeated practice on a day-to-day basis to perfect. Frontline employees represent the soul of the organization and hence need to be constantly on their toes when it comes to performing the tasks correctly and diligently. Errors committed at the frontline level have a cascading impact across the organization, as their actions have a direct impact on customer satisfaction.

In our experience, Microlearning nuggets work best for frontline employees, they are of short duration, task-oriented, have good repeat value, and can be administered as quick assessments. This, in turn, helps the frontline employee remember and apply the concept well on the job.

Instead of long courses, Microlearning aimed with a specific learning objective and provided in an interesting format such as a video or a game is taken up enthusiastically by the frontline employee. Due to their intrinsic value, Microlearning works well in application of knowledge to the work area.

Microlearning for frontline employees has the following benefits:

  1. Improve retention of the concept learnt
  2. Acts as just-in-time learning aids in the field or at workplace
  3. Acts as a positive reinforcement
  4. Provide additional information over and above the main learning content
  5. Provide tips to do a job or task in a better manner

Having seen the various benefits, let us look at a case study where Microlearning was implemented for a group of frontline employees.

Case Study

Microlearning nuggets to train the frontline employees of a hospitality service provider

The requirement was to create a short and engaging illustration-based video on the concept of hospitality followed by a short quiz. This Microlearning intervention followed an existing bigger course that taught the various concepts related to hospitality management.

In the hospitality industry, especially in resorts and hotels, several standard operating procedures that are taught to the frontline employees. They need to do it right and gain customer confidence.

We created short Microlearning nuggets that covered all the standard operating processes that the frontline staff needs to perform at the resort.

The employees used these Microlearning nuggets that were pushed to them at regular intervals and helped them remember the concepts well and made fewer mistakes.

Microlearning nuggets to train the frontline employees of a hospitality service provider


To conclude, Microlearning is one of the best modes to train frontline employees to reinforce key concepts that they need to be aware of to perform their day-to-day tasks better and delight the customers.



The post Use Microlearning To Train Your Frontline Employees Better appeared first on eLearning.

How To Make Your Induction And Onboarding Training More Effective With Microlearning


You may be wondering how can Microlearning be used to support the Induction and Onboarding training?

Microlearning can be used to reinforce the key aspects of company culture, code of conduct, products, and services.

In my experience, I have seen Microlearning working well for a variety of onboarding situations. In this blog, I will share some examples of using microlearning to make your Induction and Onboarding training more effective.


In one of my previous blogs titled “Use Microlearning To Train Your Frontline Employees Better” I mentioned the following:

“Microlearning works well when it is administered as reinforcement at specific intervals of a learning journey. This method, combined with providing additional remediation or support, is also known as spaced repetition.”

Microlearning As A Support For Induction And Onboarding

Induction and Onboarding is a very crucial time for an employee to understand the culture of an organization, the products and services, organization structure, policies, and so on.

There is a lot to understand and assimilate; employees can’t get a hang of everything. Sometimes, training is rushed and employees are expected to be on-board quickly.

However, as L&D professionals, we know that Induction and Onboarding is crucial for employees to feel at home and get the right perspective about organizational work practices. This lays the foundation for employee satisfaction and performance in the long run.

Microlearning is a great tool to reduce employee anxiety by providing them with the right knowledge at the moment of need.

Despite Induction and Onboarding training, there is still a lot to remember and understand. A standalone Induction Program is not sufficient since the forgetting-curve gets steeper within a couple of weeks of training. What is required is a constant reinforcement to help employees remember the key concepts of the ideas presented in the Induction and Onboarding training.

We have implemented Microlearning to support Induction and Onboarding training at specified intervals for organizations to help them onboard their employees more efficiently.

Microlearning As An Efficient Tool For Effective Induction And Onboarding

Microlearning can be implemented to create efficiencies at every stage of a training lifecycle. At the beginning stage of an employee’s journey with an organization, Microlearning can help them with key concepts and processes of the organization.

Microlearning is built with a specific learning objective and – if delivered in highly engaging formats like videos or games – helps employees to recall concepts easily.

Let’s look at a case study where Microlearning was implemented for an onboarding program.

Case Study

Impactful Microlearning Nuggets To Support The Induction And Onboarding Program

The customer wanted us to build their main Induction program as an eLearning course to replace their existing Instructor-led classroom sessions.

As the staff strength increased, the customer was having challenges conducting repeated classroom sessions.

We suggested building eLearning as well as a series of bite-sized Microlearning nuggets delivered at specific intervals to help employees recall key concepts of the Induction and Onboarding process.

The Microlearning nuggets were built using quizzes and games, thus were fun and engaging. While Microlearning nuggets helped employees recall key concepts, the quiz format helped them to reinforce them for better long-term memory retention.

We also created short Microlearning nuggets on the various Standard Operating Procedures (SOPs) that the employees need to adhere to while performing their daily tasks.

These regularly pushed Microlearning nuggets helped employees remember the concepts better while making fewer mistakes at their job.

The program succeeded in improving retention of learning, completion rates, and on-the-job application of the concepts learnt.

Induction and Onboarding with Microlearning Example

Induction and Onboarding with Microlearning Example

Induction and Onboarding with Microlearning Example

Induction and Onboarding with Microlearning Example


Microlearning is an invaluable tool that provides an unmatched mechanism to reinforce the key concepts that employees learn during the mandatory Induction and Onboarding programs.



The post How To Make Your Induction And Onboarding Training More Effective With Microlearning appeared first on eLearning.

Top 5 Highly Discussed eLearning Trends So Far

TREND copy [1]

xAPI :

xAPI alias Experience API aka Project Tin Can API is an e-learning software that enables the interaction between the learning content and learning systems that tracks and record all types of learner activities. These learning experiences will be recorded in the Learning Record Store (LRS). Since xAPI is compliant with most of the mobile devices and tracks the experiences anytime, anywhere, the eLearning authoring tools in their new versions are now adopting it. Soon, most of the companies will get into this stream to track their employee’s online learning experience, which includes social learning, team-based learning, games, etc.

SL360_LMS_Settings [1]

Immersive Learning:

virtual-reality-2874659_960_720 copy copy

e-learning is now moving ahead in the technology and started using immersive learning to meet learner needs globally. Immersive learning creates a learning environment to teach skills using much of real-life situations and experiences together. This learning mechanism requires 100% of the learner’s thinking capacity. Immersive learning is highly interactive in the form of both virtually and physically. This includes virtual reality, augmented reality and performance support. In the near future, this immersive learning mechanism conquers the e-learning platform by immersing the learners into a realistic situation in the learning.

For Complete Post Visit:

For more info visit: Swift Elearning Services

The post Top 5 Highly Discussed eLearning Trends So Far appeared first on eLearning.

Microlearning and Gamification, a Healthy Mix for Ages

Microlearning and gamification can be combined with great results. In this blog, I will share few cases where we combined microlearning and gamification using the right strategy to create better learning experiences.


In my previous article on microlearning, Creating an Effective Learning Experience Through Microlearning Strategy I had noted, “Microlearning has emerged as an important way to improve learners’ recall and understanding of crucial concepts and use them as learning aids during the moment-of-need”. Microlearning strategy is extremely effective to teach one objective with videos, animation and activities.

With this as backdrop, let me state an idea that I found working well recently, which is using a gamification strategy in a microlearning format.

Why Gamification with Microlearning?

Well, to start with games are increasingly becoming popular when it comes to learning new concepts or skills. Gamifications strategy works well as games have the immersive quality that compels a learner to pay better attention. So, when we combine microlearning which anyways is a short nugget with gamification elements, we create great interest in the learners to learn the concepts and perform the activity and remember the concept as well.

In a gamification strategy, the idea is not to bore the learners with lot of concepts or theories. The aim is to make the learner perform an activity and score points. When we add a leaderboard element, the game becomes even more competitive.

Many fun arcade games such as maze games or Mario type of games are of short duration. So, if we can weave a game in a microlearning format, meaning having short activities that can be completed fast and also enable scoring options, then we have a ready winner.

Thus, we need to focus on the goals that we would accomplish with the microlearning and gamification strategy. Some of the goals include but not limited to the following:

  1. Improve retention of concept learnt
  2. Act as just-in-time learning aids in the field or at workplace
  3. Act as a positive reinforcement
  4. Provide extra information over and above the main learning content
  5. Provide tips to do a job or task in a better manner

Having seen the guidelines, lets next look at couple of case studies.

Case study 1: Microlearning nuggets, learning journey and gamification

The customer needed a series of microlearning courses about food safety and hygiene for their staff. After analyzing the requirements, we suggested to have microlearning with gamification strategy to be implemented for the course. For this, we created a learning journey along with avatar selection and points for activities within each microlearning nugget. This made the learning impactful, meaningful, engaging and memorable.

Microlearning with Gamification strategy usage example

Microlearning with Gamification strategy usage example

Microlearning with Gamification strategy usage example

Case study 2: Food and Nutrition microlearning course

The requirement was to create a course on the various types of food sources, the nutrition value and the associated concepts. We created a series of microlearning courses on each element. For example, a course on carbohydrates, one on fats, a course on proteins and so on. Then we combined microlearning and gamification strategy to improve the engagement level. Each course had activities that has gamification elements which enhanced the overall experience for the learners.

Food and Nutrition microlearning course

Benefits of the Microlearning and Gamification Strategy

By combining the power of microlearning and gamification strategy, the customers could reap several benefits such as:

  1. Increased engagement levels for the learners
  2. Better completion rates
  3. Better application of concepts learnt to job/tasks at hand
  4. Better ROI for the organization
  5. Met the business and training goals


To conclude, the right mix of microlearning and gamification elements helps in creating the right engagement for the learners and helps organization reap several benefits.

We have implemented microlearning strategies using unique activity-based nuggets, game-based nuggets and importantly being device agnostic. Learners get the same experience, whether on a PC, a tablet, or a smartphone.

Our ID strategists and creative designers will work with you to plan, strategize, develop, and deploy learning solutions using the right gamification strategy and game-based eLearning strategies.


The post Microlearning and Gamification, a Healthy Mix for Ages appeared first on eLearning.

Top eLearning Content Providers For Microlearning 2019

There’s something about the “five-meal-a-day” diet plan that a lot of folks in the nutrition circles recommend—small amounts of food at regular intervals rather than heavy intakes twice or thrice a day.

The scenario with learning is no different. A learning overdose can put learners off. Learners are more likely to opt for something that is less time-consuming and fulfills their learning needs in a jiffy. L&D professionals the world over realize this and are exploring different ways and formats of Microlearning to leverage on the power of “less is more.”

  • Microlearning has proven to be one of the most effective forms of learning today, especially when you have a multi-generational workforce that presents the challenge of creating training for each profile.
  • Training and learning through bite-sized chunks of highly relevant information that help learners exactly at the moment of their need makes for a better, more engaging, and effective learning experience.
  • While it might sound simple to implement and use Microlearning on its own, it can be ineffective if it does not complement your current learning strategy.

We—as a Top Microlearning company—are here to help you on how to implement Microlearning in the best way possible for your company and gain a better ROI.

Here are 4 more reasons why you should partner with us:

We have been recognized as a Top Microlearning company on account of:

  • Spotting the trend of Microlearning in 2011 well ahead of our competition.
  • Using Innovation to drive our “out of the box” designs and approaches.
  • Offering creative Instructional Design.
  • Offering the widest range of Microlearning formats in the industry that creates a positive ROI. This is supported by:
    • A large practice of Video Based Learning.
    • Next Gen approaches, including:
      • Interactive Video.
      • Gamified Apps.
      • Gamified Microlearning.
      • Gamified Virtual Reality.
  • Our team is driven by passion to create a difference! Use our Solution Architecting expertise to create a Learning and Performance Ecosystem that drives “learning as a continuum.”

Our Microlearning strategies can be implemented for a variety of training needs, including:

  • Formal training.
  • Informal learning.
  • Learning aids/Just-in-time learning.
  • Social learning.
  • To support ILT/VILT.
  • Various other training needs, such as:
    • Compliance.
    • Soft Skills/Behavioral Change.
    • Professional Skills and Application Simulations.

We have a range of over 18 amazing Microlearning formats that can enhance your employee training strategies to a whole new level. When it comes to bite-sized learning, we’ve got an entire spectrum of Microlearning solutions and strategies spread out for you.

We can package these Microlearning solutions and strategies in a variety of multi-device formats, including Mobile Apps, short videos, Interactive Videos, whiteboard animations, kinetic text-based animations, Interactive PDFs, Infographics, eBooks, iPDFs, flip books, and micro-portals with searchable resources. As a top Microlearning company, we can also help you design your Microlearning Videos to be a standalone nugget that offers a specific learning takeaway or a part of a longer learning path.

The post Top eLearning Content Providers For Microlearning 2019 appeared first on eLearning.