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

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Analog Clock with Captivate (V2)

Hello Captivaters !…

Today I want to share with you a project about time…

I already had tried to make a nice project with an analogic clock :

But I wasn’t so pleased as the small pin (indicating the hour) didn’t behave properly between two fixed hours…

Encouraged by my mentor Greg, (See his recent post here : ), the awesomes videos viewed during the Adobe recent event ( ),
my current experience with Captivate, I thought it was time to make it better.

I just finished this new version for this platform, adapted from a version I use in my virtual french school.


I had some fun trying to play with some options of Captivate I rarely used…

Have fun with Captivate !…

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Les mesures de longueur avec Captivate (3)

Hello les Captivateuses et Captivateurs !…

Après la théorie et l’utilisation de la règle graduée (Voir posts précédents)…

Voici des projets pour travailler sur les conversions des mesures de longueur :

Play Play Play Play

Bonnes conversions !…

PS : Il y a une erreur dans l’ordre des projets proposés entre un projet du post précédent et celui-ci…

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Les mesures de longueur avec Captivate (1)

Bonjour les Captivateuses et Captivateurs !…

Plutôt que de vous proposer un exemple particulier, je me propose de partager avec vous l’ensemble des micro-projets que j’ai réalisés pour l’apprentissage des mesures de longueur.

Ces projets sont aussi bien théoriques qu’interactifs…

Aujourd’hui, je me contente des 3 premiers exemples des contenus théoriques :

1./ Projet théorique généraliste pour aborder la notion, éveiller la curiosité :


2./ Projet théorique concernant l’utilisation d’une règle graduée :


3./ Projet théorique concernant les unités de mesure de longueur (connaissance, conversion…)


N’hésitez pas à me conseiller… à me critiquer…  à m’interroger… et pourquoi pas à m’encourager !…

Happy Captivating !…

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How to Blend Microlearning and Macrolearning to Deliver a Higher Impact Workplace Training

Today, Microlearning based training has become a significant mode for online training delivery and the following stat reaffirms it further:

“The global microlearning market size is expected to grow from USD 1.5 billion in 2019 to USD 2.7 billion by 2024”.

Source: MarketsandMarkets

However, organizations will continue to have Macrolearning needs too. Given the value that each one of them offers, it is important to see how the two can be leveraged by arriving at the optimal blend of Microlearning and Macrolearning.

In this article, I begin with the definition of Microlearning, its value for learners and L&D teams, and list where it works well. I highlight areas where Microlearning would not work and Macrolearning would indeed be the better fit. Finally, I outline how you can arrive at the optimal blending of Microlearning and Macrolearning to deliver a high-impact workplace training.

Microlearning and Macrolearning – The Difference

While Microlearning is all about short bites of learning and is the talk of the season, it is not a new concept. For years, Instructional Designers have been chunking content and mapping them to enabling outcomes (much the same way we do for Microlearning). This would map to multiple topics that would then get packaged into a single course (or Macrolearning).

  • Macrolearning looks at the bigger picture and is typically associated with longer seat times that cover complex concepts. It also offers a range of associated concepts in the same course.
  • In contrast to Macrolearning, Microlearning focuses on achieving a specific outcome or gain over a short seat time.

What is Microlearning, and What Value Does Microlearning Offer to the Learners and L&D Teams?

Microlearning features focused learning nuggets ideally designed to be 2-5 minutes long and normally not exceeding 7 minutes. It is supported across all devices – enabling the learners to move across devices (from a desktop/laptop at the office to their tablet/smartphone). Its short seat time enables it to be the preferred training to be consumed “on the go” on their smartphones.

However, Microlearning is not just splicing the bigger chunk of content into shorter nuggets.

  • It must help learners achieve a specific gain/a learning take-away in the short burst.
  • It should trigger the right action (learn more, practice, take a challenge, or apply).

Learners love Microlearning based training as:

  1. It is short and focused.
  2. It can be taken on the go.
  3. It is available to them within their workflow and they can access the nuggets exactly when required (rather than having to log on to the LMS and search).
  4. It gives the control to the learners and they can decide when they want to consume the content (as well as how and at what pace).
  5. It uses formats that are more engaging and create a more immersive learning experience. As a result, they resonate better with them (notably, videos).

L&D teams see value in Microlearning based training on account of:

  1. Its ability to engage learners across profiles, that is, today’s multi-generational workforce.
  2. Its ability to provide a sticky learning experience.
  3. Its high completion rates.
  4. Its ability to help learners apply the learning on the job so that both learners and the business get the gain they sought.
  5. Its approach of threading multiple nuggets over a learning pathway helps learners learn, apply, practice, and hone their skills. This leads to the desired proficiency gain and can also influence or trigger behavioral change.
  6. Its ability to refresh and reinforce learning that keeps the “Forgetting Curve” at bay.

Where is Microlearning a Better Fit as Compared to Macrolearning?

Here are some ways to effectively use Microlearning rather than Macrolearning:

  1. To create awareness or highlight value. You can offer Microlearning Videos to highlight the value of the upcoming training and create interest and motivation among learners.
  2. For Formal Training. You can use Microlearning to address a percentage of your corporate training needs. This can be rendered as a series of nuggets that are threaded through a learning path.
  3. Supplement Formal Training (including aids for performance improvement). You can also use Microlearning to supplement your Formal Trainings. The nuggets can provide support to the Formal Training through reinforcement, apply, or practice. You can also provide them as just-in-time job aids.
  4. To support ILT training /VILT sessions. You can use Microlearning nuggets at 3 levels (Pre-workshop prep/reading material, exercises or role-plays during workshop, and post-workshop learning summaries or learn more).
  5. For Collaborative Learning.

When Would Microlearning Not Work?

Microlearning may not work in situations where the training program is long and complex (that is, trainings that have complex concepts and nested learning pieces). In such situations, it makes more sense to present the training as a single larger learning unit.

Breaking down such content into multiple nuggets can be counterproductive. It would create a rather disruptive learning experience and will impact the learning takeaways adversely and a Macrolearning based approach would be the right mode, instead of Microlearning.

How Can You Blend Microlearning and Macrolearning Techniques to Deliver a Higher Impact Workplace Training?

Approach 1: Leverage on Microlearning by Using It to Supplement Macrolearning

Courses that are suited for Macrolearning (for instance, Compliance training) can be embellished by Microlearning nuggets. These could include:

  1. Teaser/Awareness videos: These nuggets can be used prior to the main Compliance training to create awareness and establish the significance for the organization and the learners. This will increase the learner engagement as well as improve the spirit of “why comply.”
  2. Learning Summaries/Reinforcements/Micro-challenges: These nuggets can help the recall, retention, practice, and apply learning acquired through Macrolearning.

Approach 2: Use Microlearning Techniques to Craft Richer Macrolearning Courses

As a lot of Mobile Learning courses move from the “Mobile Friendly” to the “Mobile First” approach, learners are consuming this content predominantly on smartphones.

These provide a great opportunity to use Microlearning techniques that can be embedded within Macrolearning courses to create higher engagement.

For instance, you can embed:

  1. Video to establish the value of the course (What Is In It For Me/WIIFM). This could be a part of the course or could be released prior to the training roll-out.
  2. Video Based Learning nuggets in different formats, notably Explainer videos for teaching concepts, can be integrated into the Macrolearning course (in lieu of the standard interactions).
  3. Learning summaries, Cheat Sheets, or Ready Reckoners can be designed in Microlearning formats like Infographics, Interactive Infographics, Interactive pdfs, Flipbooks, and so on. These can be easily downloaded by the learners and accessed on their smartphones.

I hope this article provides a balanced view on the question of Microlearning vs Macrolearning. Both techniques offer unique values and will continue to co-exist. In the future, you will see a use of blended Macrolearning and Microlearning techniques that can create higher impact workplace trainings. 


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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

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Top 10 Microlearning Trends in 2019

Microlearning consists of short, bite-sized learning nuggets. Although short in run length (between 2-5 mins and, typically, not exceeding 7 mins), each nugget is action-oriented and designed to meet a specific learning outcome. In the last couple of years, Microlearning has moved from being a player on the side to center stage and for good reasons.

In a world that is full of distractions and diminishing attention spans, it is critical to have sharp, focused learning nuggets. Only then do you get the learners’ attention and they will invest on completing it. This is precisely what a Microlearning based training delivers.

In this video, we share Top 10 Microlearning Trends in 2019 that you must leverage on and boost employee performance.

We hope the Microlearning Trends featured in this video give you the required insights on why you should invest them into your learning strategy.

Want more? Book a free consultation with us to learn how you can leverage on the featured Microlearning Trends in 2019!

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Empower eLearning Courses by Implementing Video-Based Learning

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Do you know how many hours of YouTube videos are uploaded every minute? You will be amazed by the stats. Approximately 500 hours of YouTube videos are uploaded every minute!!!

Video-based learning is the most effective method now-a-days. Recent studies show that a few organizations are leveraging video-based learning to develop engaging videos for their employees instead of traditional eLearning courses. Videos play an important role and can be implemented in on-board training, manager training, mandatory training, etc., as there is a wide usage of micro learning and mobile learning. Video-based learning has intense competencies in presenting content in perfect, detailed and visually appealing format. Learners will face a hard time in viewing the video if the course is not effective and engaging.

So, here are a few tips to consider when developing a video-based eLearning course.

Learning Goals

Prepare a blueprint of your storyboard and have a clear learning goals to meet the objectives of the video. Identify the learning gaps and apply different learning styles for diversified content. Sorting out different objectives and including in the video will help the learner in completing the course rapidly. Opt the most sought authoring tool which is having desired options that helps you in meeting your goals.

Audio Script

It is always better to include audio in the video-based courses as there will be less text or no text at all on the screen. Integrating audio, will make the learner more attentive towards the course and results in higher learner engagement and higher completion rates. Surveys show that video with audio impacts higher when compared to a textual representation.

Degree of Interaction

Adobe Captivate 2019, in its latest release, came up with an awesome feature of adding overlay slides to your video. With this feature you can add interactive slides in between the video and make the video interactive. You can add different activities wherever required in the video with overlay slide feature and gauze the performance of the learners.

Add Closed Captions

In a video based course, you can integrate closed captions allowing the learners who are having hearing impairment. Having a closed captioning feature to the videos will be an advantage to reach out international audience. The learners who are having difficulty in understanding the accent can have a look on the transcription. Authoring tools like Adobe Captivate, Articulate Storyline, Camtasia, supports the closed caption feature and thanks to such authoring tools having this great feature.

Keep it Brief, Simple and to the Point

A lengthy video may not be advisable especially when it comes to the micro-learning. This distracts the user attention and deviates the main purpose of video-based learning. The depletion of learning hours is the main reason to create bite-sized learning videos. Therefore, complex video can be chunked into small videos, make 4 to 6 minutes of duration where it improves the retention of the learners.

A short and interactive video-based learning has the potential to make your online training programs memorable for longer time. Implementing video-based learning to meet the requirements of millennial learners in the most cost-effective and efficient way.


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Free Webinar : Microlearning In Action – Tips, Techniques, And Examples On How To Use It To Drive Employee Performance

Microlearning In Action – Tips, Techniques, And Examples On How To Use It To Drive Employee Performance

To achieve high employee engagement and performance gain, training must be precise, easy to assimilate, and easy to apply on the job.
Microlearning-based training is a highly effective approach that can be used to enhance employee performance as it provides value to both learners and businesses:

 Learners love it, as they want training that is short and focused. It helps them achieve a specific gain, and it can be consumed “on the go.”
 L&D teams find value in Microlearning to enhance employee performance because it encourages higher engagement, has better completion rates, and its granular design approach can be used to achieve specific outcomes.

This webinar provides insights into the magic of Microlearning and how you can use it to offset several L&D challenges.
• It provides pointers on how you can put Microlearning into action to drive employee performance.
• Through practical tips, techniques, and examples, the session will show you how to maximize the impact of Microlearning in your organization.

During this session, you will learn:

• What is Microlearning—a closer view on the magic of Microlearning.
• How can you determine if Microlearning is the best option and when you should not use it?
• How can Microlearning offset modern L&D challenges?
• How can you put Microlearning into action to drive employee performance?
• Tips, techniques, and examples that illustrate how you can maximize the impact of Microlearning.

Microlearning-based training is a highly effective approach that can be used to enhance employee performance. But the right application and implementation are important.

  • Hardware: Windows (1.4 GHz Intel Pentium 4 or faster/equivalent) or Mac (1.83 GHz Intel Core Duo or faster) and 512 MB of RAM (1 GB recommended)
  • Operating system: Windows 10, 8.1 (32-bit/64-bit), Windows 7 (32-bit/64-bit) or Mac OS X 10.9, 10.10, 10.11, and 10.12
  • Web browser: Microsoft Internet Explorer 9 or later, Microsoft Edge, Mozilla Firefox, Apple Safari and Google Chrome
  • Internet connection: Broadband (1 Mbps+) recommended
  • Software: Web browser plugin (will be prompted to install)

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6 Learning Activities Τo Include Ιn Your Behaviour Change Journey

Learning activities can be anything from quizzes to events, from clubs to challenges. There are plenty of learning activities to spice up your behaviour change journey. In this blog, we bring together some of our absolute favourites!

This post was first published on eLearning Industry.