Microlearning is often misunderstood. Some organizations avoid it because they assume it’s too costly to implement or gives employees a fragmented training experience. However, it’s one of the most effective ways to provide JIT support and facilitate real-world application. Staffers are able to test out their skills and bridge knowledge gaps on the spot. Instead of having to rely on managers or wait until the next ILT training session to address work-related challenges. Here are a few prime microlearning examples to serve as inspiration for your own online training course.
1. Task Simulations
What could be better than a task simulation that lets employees learn from mistakes and spot personal areas for improvement? Not to mention, build valuable real-world experience. How about a microsimulation that immerses them in quick tasks so that they can build real-world skills and experience? This is one of the top microlearning examples because it centers on practical application. Staffers can explore work-related tools, obstacles, and processes at a moment’s notice. Like when they’re in the middle of a task and forget the next step. Or they’re about to meet with an important client and suddenly forget how to pitch the product thanks to nerves.
2. Company Policy Tutorials
Develop tutorials for all the key company policies so that employees know how to use them on the job. For example, show them how to wear suitable attire or handle a customer complaint based on the store policies. Walk them through every stage of the process and offer points. But remember that this is a microlearning tutorial. It should be quick and painless. If it’s a complex topic with numerous loopholes or contingencies, cover it in a comprehensive course.
3. Compliance Infographics
Set the record straight with compliance infographics that sum up the rules and stress the importance of following them. Cover 5 or 6 core regulations for each task or department and explain how they tie into everyday duties. For instance, a microlearning training infographic centers on safety training. Provide context so that every department knows how the policy pertains to them and their job roles. Such as which safety gear they must equip or who’s in charge of putting up the ‘caution’ signs.
4. Problem-Solving Podcasts
Produce bite-size podcasts to solve everyday problems and impart real-world tips. You can even use in-house talent as hosts. Your top seller shares a few pointers on how to overcome customer reservations. Or that experienced warehouse employee hosts a five-minute episode to prevent on-the-job accidents. Use a rapid authoring tool to add background music and sound effects to enrich the listening experience. Then upload it to the microlearning podcast library for JIT support.
5. Skill-Based Serious Games
Serious games are one of the prime microlearning examples because they’re engaging and quick to consume. So, design games that build skills in small doses. Every game should involve a targeted talent. Preferably one that fills an existing gap within the organization. For instance, many of your employees need to work on their conflict resolution skills. Thus, the game might involve a co-worker argument and the trainees needs to appease both parties. Or they must interact with a difficult customer who doesn’t seem to be happy with any resolution. Keep the controls simple for mobile users and try to incorporate game mechanics as an added bonus. For instance, employees earn points for successful outcomes or a badge to show off their newly honed skills. Microlearning content providers can also help you cut costs and development time when developing skill-based serious games.
6. Customer Service Branching Scenarios
Branching scenarios can get pretty involved, with numerous decision points that seem to go on forever. But they are suitable for microlearning if you break customer service issues into their most basic components. As an example, the scenario involves a challenging customer return. They want the money back for an item that was purchased a year when the receipt clearly states a 14-day return policy. Thus, the trainee must navigate the situation with tact and appease the customer. Or at least diffuse the situation before it escalates. This process involves multiple decision-making paths and corresponding outcomes. This means that employees receive immediate feedback based on their performance.
7. Do/Don’t Video Demos
Do and don’t microlearning training videos show employees the right and wrong way to perform tasks. They also illustrate favorable performance behaviors and habits versus those employees should avoid. Use animation software to reenact processes that are risky or more involved. For more mundane processes, ask employees to demonstrate tasks in the workplace and hit that record button. Then use authoring software to edit the footage and add special effects. You can even do a split-screen if you really want to wow your corporate learners. Another cost-saving tip is to find demo videos online that highlight the correct behaviors and pair it with “don’t” checklists to reduce training expenses.
These microlearning examples are just the tip of the bite-sized training iceberg. You can transform virtually any online training resource into a mini version of itself with a rapid authoring tool. And some careful planning and needs analysis, of course. The secret is to make sure it’s a complete learning unit. Instead of a fragmented and confusing iteration of its former self. In fact, repurposing webinars and existing can help you facilitate real-world application AND cut training costs. Another option is to invite employees to contribute their own microlearning resources and upload them to repository (pending admin approval, of course).
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