Microlearning, often known as bite-sized learning, is a developing trend in the eLearning era. Compared to customary longer-duration courses, it takes less time and is more effective. However, it’s advisable to first investigate microlearning as a method for delivering online training courses before incorporating it into your online training plan. And this article will help you do that!

Like all good things, microlearning has advantages and disadvantages. You can determine whether microlearning is appropriate for your organization by weighing the advantages and disadvantages.

So here is a list of advantages and disadvantages of microlearning that you should know to help get clarity on the same.

Advantages Of Microlearning 

It Is Easily Accessible 

Microlearning lessons are easy to access, read, and share without requiring specialized software. You can spread the word about your lectures by leveraging means that learners already have at their disposal, such as social media, email, and youtube resources. Corporate learners can take part in short modules or units anytime in their free time, making microlearning the perfect fit for mobile learning. They can advance their talents and expand their understanding regardless of whether they’re stuck in traffic or in a vet’s waiting room. 

It Helps Reduce Cognitive Overload With Bite-Sized Learning

With microlearning, learners can take in small amounts of information rather than consuming a lot of it, reducing cognitive overload and improving knowledge retention and recall. They can acquire the abilities and information needed to meet the present challenge and move on to the next. Since working memory has a limited capacity, microlearning doesn’t overtax it. As a result, the brain can seamlessly and effectively process information.

It Fills Performance Gaps Quickly

This online learning method concentrates on one important job, skill, or subject at a time. Corporate learners can close their performance gaps more quickly because they can focus on particular areas that require improvement without going through a drawn-out online training session. For instance, they can take part in a brief tutorial to review their technical competence and be reminded of the processes necessary if they are required to know how to fix a piece of machinery.

It Is A Learner-Centric Approach

Since learners are the primary objective of training programs, your training strategy will be ineffective if they aren’t. Learners are forced to retain less knowledge through several traditional learning paradigms and technologies. Microlearning, on the other hand, allows learners to advance and study at their own pace while efficiently assimilating material. In this way, training is made convenient and relevant to the learner. 

Yes, you must develop training methods that benefit entire organizations. However, if your strategy is not learner-centric, your firm will only reap limited L&D benefits. So, employing microlearning modules will ensure that your approach is learner-centric along with being in correspondence with the more extensive organizational requirements.

It Is Cost-Efficient 

One of its most important advantages is that microlearning has less of an influence on your online training budget. For a small portion of the expense of establishing a full-fledged online training course, you may construct high-quality eLearning modules, online presentations, or instructional modules with the help of microlearning. Since microlearning is shorter and more to the point, it will also take less time to design and create, which is a huge benefit.

Disadvantages Of Microlearning

It Is Not The Best Choice For Training On Complex Topics Or Skills.

Bite-sized learning is intended for “micro” concepts and tasks that are quick to understand. It strives to provide fast and efficient online learning to fit busy schedules. The entire thing cannot be understood in just a few minutes. This makes it a poor option for difficult jobs or abilities. Completing more in-depth coursework, such as compliance topics, takes more time and effort.

Nevertheless, bite-sized learning can still be used as an addition to longer courses. Short modules can enhance your course by reiterating the most crucial ideas and concepts. An employee could watch a three-minute video or a brief presentation for a quick reminder.

It Can Be Unorganized

The disorder or unorganized nature of microlearning is one of its possible disadvantages. Most microlearning technologies work similarly to jigsaw pieces, fitting together to create a bigger image. But if learners are careless, they could miss out on some details and the broader picture. They don’t get the best learning results with this approach. Employees that receive some training in microlearning but not others could pay the price for this disorder. However, you can get around this issue by monitoring the training materials and the development of the learners.

It Leads To Lower Commitment On The Part Of The Learners

Some learners may not be as dedicated to the process because shorter, more concise lectures require less commitment than a more extended, traditional, classroom-based training session. Some people may begin classes but never finish them. With the reduced attention span among people, this can be a great disadvantage. However, you can overcome this by keeping the learners interested by appealing to their motivation and producing tailored, compelling content.

It Can Seem Disconnected From Other Modules

Two crucial stages of learning are assimilation and reflection. For this to occur, corporate learners must be able to connect new ideas to prior understanding. If corporate microlearning online training resources appear unrelated, employees will not be able to broaden their previous knowledge or understand the connection.

Fortunately, you may hasten assimilation by providing practical applications and information refreshers. Giving employees a micro-learning simulation, for example, where they must use prior knowledge and abilities, serves as a knowledge refresher.

Possibly Ineffective For Long-Term Performance Objectives.

Microlearning can be a component of a more comprehensive online training plan, but it shouldn’t serve as your main online training technique. This is because it frequently prevents the accomplishment of long-term goals. Employees may find it helpful to amass the knowledge or abilities they require to eventually accomplish their goals. Still, a single online training session cannot achieve this independently of the others. This means that it works better for “moment of need” online training and other more focused learning goals, such as completing a specific skill or absorbing crucial knowledge.

Microlearning might not always be the best option. After knowing what is microlearning, you must have realized bite-sized learning is ideal for today’s fast-paced, mobile learning environment and hectic schedules. When you need it, it provides you with information that is clear, accessible, and necessary. Despite this, you must only apply it where it will have the most significant impact. Avoid abusing or abusing it. The secret is knowing when to give your remote workers a small serving of online training and when to give them a heaping portion.