Microlearning. Why is it so huge?

When you look at the “Forgetting curve” you realize that we forget 80% of what we learned in just 30 days!

This general statement is getting worse if you’re considering the fact that Millennials’ average attention span is just 90 seconds

By 2025, Millennials alone will make up 75% of the workforce. If organizations want to attract them, develop and retain talents, they need to adapt and find new ways of learning. Microlearning is one of them and it specifically targets that generation.

Microlearning is gaining momentum for both formal and informal learning. It is known for quickly closing skill and knowledge gaps. It appeals to the learners as it consumes less time and is available “just-in-time”. Organizations like it as it is cheaper to build, quicker to deploy, and can be updated fairly easily. It’s fun for learners and great for business.

In short, Microlearning is a planned organization of brief learning experiences, designed to meet an extended learning goal.

So how do you proceed and what do you need to consider to set up Microlearning in your organization?

Only ONE learning objective at a time

Some content can easily be broken into pieces. However, abstract or complex content may need a blended solution. Lots of organizations now use a long format training to develop foundational knowledge, while deploying microlearning nuggets for targeted, actionable content.

When you set up Microlearning, you need to use only ONE objective at a time. This way, the learners will know exactly what they need to focus on, and you’ll ensure knowledge is transferred. The more objectives you introduce, the longer your content will be. And that’s a big risk of audience loss.

Use Video

Learners want to get straight to the point. A good approach is to start with a shortly written content (few minutes of reading) followed by a video. Approximately 80% of Millennials visit Youtube monthly, as they simply prefer video over other media.

Quality is key. A bad video will take away from the good content. Try to choose or make your content original and funny. More importantly, keep the videos short. One to three minutes is good. A good rule of thumb is 120 words for every minute of video. Most people on YouTube get bored fast. If they don’t like what they see in the first 5-10 seconds they’ll leave the video.

Assume your audience is intelligent. Don’t waste time telling them how to navigate through the videos, these are tech-savvy people… And make sure the whole platform is available on multiple devices.

Prove that learning was effective

When you set up microlearning, you need to make sure the knowledge is acquired.

This is where platforms like ChallengeMe are ideal because you will not just ask the learners to answer multiple choice questions. They will demonstrate their retention by answering an open-ended question.

Their answer will be anonymous and they will receive feedback from their peers.

This way, everybody collaborates and learns, and not only from the microlearning content but from everybody’s experience and idea sharing.


  • Immediate Results. Microlearning enables a person to quickly close a small knowledge or skill gap.
  • Diverse formats. For both unstructured and structured learning, microlearning has the potential for using a very blended approach to instruction.
  • Budget-friendly. Production costs for microlearning should be much lower than the costs for a major course production.
  • Quick achievements. It’s easier for a learner to achieve success through a short learning intervention.
  • Ideal for tagging. Small chunks of instructional content can be tagged for easy search, access, and reuse.
  • Fast-paced culture. Microlearning is a solution that busy workers will appreciate because it is not as disruptive as a day of training or even e-Learning.


Microlearning is not the answer to all your learning needs. But it’s fun, fast, cheap, extremely relevant with younger employees and exceptionally effective when blended with other techniques, such as peer to peer learning and collective intelligence.

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