7 Benefits of Microlearning for Frontline Employees You Need to Know

In today’s fast-paced world, the traditional methods of employee training are slowly becoming obsolete. As companies strive to keep up with ever-evolving technology and industry trends, there is a growing need for more efficient and effective ways to train their employees. This is where microlearning comes into play. While it has been around for quite some time, this bite-sized learning technique has gained immense popularity in recent years as a preferred method of training, especially for frontline employees. But what exactly is microlearning? And why should your company invest in it? In this blog post, we will delve deep into the world of microlearning and uncover its seven major benefits that make it an essential tool for training your frontline employees. 

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7 Key Benefits of Microlearning for Frontline Employees

In any organization, the frontline workforce serves as its primary interface with customers, making up approximately 90% of all employees. Given their pivotal role, it’s crucial to provide frontline workers with tailored solutions that cater to their unique needs.

As we navigate towards an increasingly technological and unpredictable future, microlearning emerges as a dynamic and customizable approach to employee training, poised to mold tomorrow’s workforce. Let’s delve into the seven key advantages of microlearning for frontline employees:

1. Improved Knowledge Retention

Hermann Ebbinghaus, a pioneering German psychologist, unveiled a remarkable insight known as the Forgetting Curve. His research revealed that the average student forgets a staggering 50% of newly acquired information within a mere day, with retention plummeting to a striking 90% within a month.

Ebbinghaus further illuminated that knowledge retention thrives when learning is not a singular event but rather a sequence of repeated actions. Repetition, he found, fortifies memories and bolsters recall. Additionally, studies indicate that items of little or no significance, such as nonsensical syllables, adhere most closely to the forgetting curve. Conversely, when we perceive something as significant, our focus intensifies, bolstering retention.

Microlearning emerges as a potent remedy to combat the formidable forgetting curve. By delivering bite-sized portions of knowledge, it allows the mind to efficiently digest information. This tailored approach ensures that employees acquire specific, relevant knowledge while minimizing redundancy.

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2. Increased Engagement and Motivation

Engagement is a critical component of knowledge retention. Microlearning content is intended to be interesting and interactive. Movies, quizzes, mini-games, flashcards, simulations, and gamification techniques are examples of interactive elements used in microlearning. Gamification features like points, badges, and leaderboards can help learners stay engaged. It improves information memory and application by keeping learners actively engaged and motivated. 

Employees also prefer microlearning over traditional forms of training because it allows them to avoid spending hours in a room filled with boring lectures and tests. Instead, they may learn through bite-sized video information, interesting visuals, and even AI-powered games that contribute to enhancing situational awareness.

Also Read: Frontline Employee Training to Boost Employee Performance

3. Enhanced Just-in-Time Learning

Just-in-time (JIT) learning provides employees with access to learning resources as needed. So, rather than waiting for a fixed period, such as an annual training session, you provide learning information and activities on demand. The benefit of JIT learning is that it helps frontline employees focus on the precise information and abilities that are directly relevant to their present requirements. It offers improved knowledge retention, self-directed learning, and empowerment for learners. 

Participation in a micro-learning session to refresh knowledge on a certain topic before a meeting is an example of JIT. Microlearning for frontline employees offers brief learning modules, usually lasting a few minutes, allowing for targeted and efficient learning. This strategy is consistent with the current workforce’s preference for on-demand learning tools that can be downloaded and used right away. 

4. Greater Flexibility and Accessibility

With the widespread use of smartphones, building microlearning experiences with a mobile-first strategy has become increasingly vital. The brief and concise material works best on the screen of a cell phone or tablet, which the frontline staff may access at any time of day. As a result, learners may make the most of their time by engaging in microlearning on their mobile devices to improve their skill set or keep updated on emerging trends or regulations. The mobile-first strategy ensures that microlearning in the workplace allows frontline employees to attend training sessions whenever and wherever it is convenient for them. 

The offline access function allows learners to download information and continue learning even when they are not connected to the internet. This adaptable strategy also enables learning in challenging conditions, eventually increasing engagement and knowledge retention.

5. Reduced Training Costs and Time

Microlearning offers a flexible solution tailored to individual learning needs, fostering a personalized and practical learning environment. Its concise, bite-sized format allows for swift updates, ensuring content remains relevant and up-to-date. Moreover, microlearning proves to be a cost-effective training method, maximizing benefits while minimizing expenses.

Organizations embracing microlearning often find it less labor-intensive to design, implement, and disseminate compared to traditional training formats. This efficiency translates into significant savings on expenses, particularly for those creating their own learning content. Digitally distributed micro lessons are notably quicker and simpler to produce, resulting in substantial cost reductions.

6. Improved Performance and Productivity

Microlearning gives frontline employees autonomy over their learning path, allowing them to master new skills at their own speed. Autonomy and flexibility increase work satisfaction and inspire individuals to perform better. They may convert their downtime into useful study time. For example, while waiting for an order at a restaurant, the delivery worker could take in some useful knowledge, or when there isn’t much foot traffic during the day, the retail showroom executive can view a short video on how to improve the customer experience. 

In the past, Unilever developed a micro-learning application to provide training to its employees. It is made up of a series of modules that include TED seminars, instructional videos, social campaigns, and other tools to assist in learning and progressing across various job roles. Employees’ interest and active engagement in the learning process rise as training becomes more adaptable due to microlearning, resulting in improved employee performance and productivity.

7. Boosted Employee Morale and Satisfaction

Organizations that value consistent learning have a considerably higher chance of outlasting their competitors and becoming a place where brilliant, motivated individuals want to work. The bite-sized structure of microlearning content and its various interesting formats allow for fast intake and retention of knowledge, making it an excellent alternative for learners with hectic schedules. Employees are more likely to engage in self-improvement if learning opportunities are readily available, which may lead to higher work satisfaction and career advancement. Embracing microlearning in the workplace will enhance workers’ learning experiences by better providing them with the essential competencies necessary in a continuously changing global business environment. 

By providing microlearning to their employees, organizations demonstrate that they value their employees and take an active interest in their development. According to estimates, more than half (53%) of studied organizations see a boost in staff productivity and morale after implementing microlearning.

To Sum Up

In today’s fast-paced world, where digital technology and mobile devices are ubiquitous, microlearning has emerged as a dynamic and effective method for fostering continuous skill improvement and knowledge acquisition. Particularly for frontline employees, who often juggle time constraints and the need for quick access to information, microlearning offers a versatile, accessible, and scalable solution.

By delivering small, compressed, and easily digestible content, microlearning accommodates the hectic schedules of frontline personnel. Whether they’re on the sales floor, customer service desk, or warehouse floor, employees can access just-in-time information whenever and wherever they need it. This not only enhances their flexibility and accessibility but also empowers them with the knowledge they need to excel in their roles.

Frequently Asked Questions

1. Are all microlearning courses video-based?

No, not all microlearning courses are video-based. Microlearning can take various forms, including text-based modules, interactive quizzes, games, infographics, audio recordings, and more. Video is just one of the many mediums used for delivering microlearning content.

2. Is an assessment necessary for microlearning?

Yes, assessments can be valuable in microlearning for gauging learner comprehension, identifying gaps in knowledge, and reinforcing learning objectives. However, they should be brief, targeted, and aligned with the specific learning goals of the microlearning modules.

3. How can organizations measure the effectiveness and impact of microlearning initiatives on the performance and productivity of frontline teams?

Organizations can measure the effectiveness of microlearning initiatives on frontline teams by tracking engagement metrics such as participation rates and knowledge retention, while also assessing performance improvements through relevant KPIs and feedback mechanisms from both employees and supervisors.