Among all the other impacts it has had, the global COVID-19 pandemic has served to greatly accelerate the digital transformation of learning. While many organizations were already looking at ways to move learning from large, event-based programs to a more continuous model, the pandemic forced a radical shift in how we approach learning. Ultimately, the goal is to make learning align more with and fit into the ways people work. Relying solely on courses and classes does not provide people with the continuous, moment-of-need learning they need to do their jobs. And that is where microlearning comes in.

Forty percent of the companies in Brandon Hall Group’s L&D Benchmarking Study said their use of microlearning has increased as a direct result of the pandemic. Additionally, our Learning Strategy Study found that increasing microlearning is the third-largest learning priority for achieving business goals — right behind aligning learning strategy with the business and improving analytics. So, clearly, microlearning is a huge blip on the radar for companies looking to create a more impactful learning environment. 

One of the challenges that companies face is understanding what microlearning is and how they can use it. On the one hand, microlearning is what it says, it is — smaller. However, the most important thing to understand is that microlearning does not simply mean “short.” While it is critical to think in smaller, bite-sized chunks, smaller doesn’t equal better. Microlearning consists of targeted, concise and focused content. 

By thinking smaller about learning, companies can leverage myriad microlearning experiences to enable their learners. Microlearning can be videos, quizzes, activities, games or any number of other types of interactions. It can be experienced on a laptop, desktop, tablet or smartphone — when and where the learner needs it.

Without microlearning, an organization cannot hope to adopt learning in the flow of work. Traditional learning can’t fit into the busy work life of most employees. But that is not to say it should exist at the expense of more formalized learning. Instead, microlearning is a crucial tool in boosting retention and fighting off the dreaded “Forgetting Curve” that accompanies most formal experiences. 

Brandon Hall Group Smartchoice Platinum Preferred Provider Tesseract Learning has developed a learning platform – KREDO — dedicated to helping organizations create and deliver engaging microlearning that can drive performance. Tesseract Learning’s KREDO learning platform makes it simple for companies to create courses with 50+ templates, gamified activities and knowledge checks. Clients can also upload or record videos, as well as PDFs and other documents. Their approach to microlearning gives companies the ability to create engaging learning paths, plug learning gaps quickly, drive continuous learning and social learning, manage localization in any language and derive intuitive analytics. This is what makes Tesseract Learning is a Brandon Hall Group Preferred Provider. 

To learn more about microlearning and how KREDO is designed to make it a reality, visit them here.


 About Brandon Hall Group Inc. 

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. 

For over 27 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10,000,000 employees and executives. Our HCM Excellence Awards was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR/Workforce Management for corporate organizations and HCM solution providers.

To learn more, visit https://www.brandonhall.com

For information on Brandon Hall Group’s research and how we can assist your organization, please visit www.brandonhall.com

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David Wentworth

David Wentworth has been a senior research analyst in the human capital field since 2005 and joined the Brandon Hall Group in 2013. He has authored reports and articles on various human capital subjects with an emphasis on workforce technology. He has contributed to several reports published by ASTD, including authoring Mobile Learning: Learning in the Palm of Your Hand, The Rise of Social Media: Enhancing Collaboration and Productivity Across Generations, and Instructional Systems Design Today and in the Future. His work has also appeared in Compensation & Benefits Review and T+D Magazine.