A microlearning success story
Posted on Jan 03, 2018
Games & gamification
Measurement & reinforcement
Microlearning solves many of the challenges set by today’s workplace environment. It’s no wonder, then, that organisations are increasingly using it. More of that later, but first…
The bite-size guide to microlearning
1. Backed by science
The first thing to know about microlearning is that it’s based on science. We know from scientific research that the brain processes and stores information much better, when ‘little, often and repeated’ learning techniques are used. There are three proven principles behind this.
The spacing effect
German psychologist Hermann Ebbinghaus discovered that recall improves when the learning is revisited after a certain space of time.
This involves returning to knowledge already learned and being retested on it. By repeating the practice, knowledge gaps can be identified and filled by a ‘refresh’.
Dr James Bruno, a professor of education at UCLA, found four stages on the route to mastery: Misinformed (mistakes), Uninformed (paralysis), Doubt (hesitation) and Mastery (informed action). Confidence-based learning, used in microlearning, focuses on the gap between what people think they know and what they actually know to reach topic mastery.
In easy-to-digest terms, when these three principles are brought together, they boost absorption and retention, so the learning can be applied with correct confidence.
2. Perfect fit
The second key fact is that the way a microlearning platform works makes it a perfect fit for today’s workplace. Here are 12 words that explain why:
Learning is rolled out quickly and, if required, in team competitive environments.
The learning is built according to the circumstances of each learner.
Artificial intelligence (AI) drives the learning.
Because it’s personalised and adaptive.
Three to five minutes of learning, every day.
It uses games to ensure engagement rates of typically over 90%.
Practice makes perfect.
The learner knows straight away how they’re doing.
Accessible on-demand, 24/7.
It fits into a working shift.
Location, language or culture are no barriers.
Because it can be updated and adapted.
3. Real results
Thirdly, microlearning works in key areas and across sectors. The following success story is a great example of how microlearning is designed to meet specific, measurable business goals.
Insurance brand AXA wanted to embed a people-centric customer service culture at its UK-based contact centre. The challenge was to roll out the learning quickly, without disrupting work, and to do it in an engaging way. Daily microlearning was used in a blended approach and, within months, it had transformed results:
- Positive customer comments – up by 113%
- Formal complaints – down by 24%
- Top-rated calls by insurance advisors – up by 114%
Evidence that microlearning is making a real impact now
In a survey by the world’s largest talent development association, ATD, 38% of organisations were using microlearning and another 41% intend to start.
But the big stat is this: of those already using microlearning, 92% intend to use it even more. This is evidence that microlearning is having a real business impact on the modern workplace and is set to grow as we dive deeper into the digital era.
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