This is the seventh post in our series about microlearning.
Training methods in business are rapidly evolving, and microlearning has emerged as a powerful tool for keeping up with the changes. With attention spans dwindling and the need for on-the-go learning increasing, microlearning offers a solution that is both convenient and effective. Like any training method, its success hinges on the ability to accurately measure its impact. Let’s dive into the intricacies of measuring the effectiveness of microlearning training and explore the key metrics and strategies to ensure its success.
Understanding Microlearning
Before going into measurement strategies, let’s quickly review what microlearning is. Microlearning involves the delivery of short, targeted bursts of information designed to meet specific learning objectives. These bite-sized modules are delivered in various formats, such as videos, quizzes, infographics, or interactive simulations, making them easily digestible and engaging for learners. By breaking down complex concepts into manageable chunks, microlearning enhances retention and enables learners to apply knowledge more effectively in their roles.
Why Measure Microlearning Effectiveness?
Measuring the effectiveness of microlearning is imperative for several reasons:
- Evaluation of Learning Outcomes: Understanding whether learners have achieved the desired learning outcomes is essential for assessing the efficacy of microlearning modules.
- Continuous Improvement: By tracking metrics, organizations can identify areas for improvement in their microlearning content and delivery methods, thereby enhancing the overall training experience.
- Resource Allocation: Measurement data helps organizations allocate resources wisely by investing in the development of high impact microlearning content.
Key Metrics for Measuring Effectiveness
Completion Rates
Monitoring the percentage of learners who complete microlearning modules provides insights into engagement levels and the relevance of the content. When microlearning modules are created so that you cannot continue until answering a few assessment questions, you know they aren’t simply speeding through the training but are learning information to better perform their duties.
Retention Rates
Assessing learners’ ability to retain information over time indicates the effectiveness of microlearning in facilitating long-term knowledge retention. We’ve mentioned the Ebbinghaus Forgetting Curve in several articles, for good reason: we don’t want to spend money and time training individuals only for them to forget nearly everything they learned a month later. Ask your trainees to take an assessment a week and a month after completing a microlearning module to measure their retention of information. Observe their work to see if they are applying their new knowledge, as that is the best way for them to remember what they learned.
Assessment Scores
Analyzing the performance of learners in assessments or quizzes associated with microlearning modules gauges their comprehension and mastery of the material. Conduct pre- and post-training tests and compare results. Ask the same questions in both tests. Not only will this help managers better understand how well an individual is performing with their new knowledge, but seeing improved results also helps motivate employees to perform better on the job.
Application of Knowledge
Observing how learners apply knowledge gained from microlearning in real-world scenarios provides valuable feedback on its practical effectiveness. If you trained your team in using new software but many are still struggling with it, that indicates there is a problem with the training that must be addressed. If they can easily operate the system after training, the training was successful.
Feedback and Surveys
Gathering feedback through surveys or polls allows learners to express their satisfaction levels, preferences, and areas for improvement regarding microlearning content and delivery. Did they find the training engaging and interesting, or were they a bit bored by it? Was the training too long, or difficult to use on their phone or tablet? If so, that is vital information to know, as 72 percent of learners say mobile learning increases their level of engagement in their training.
The one thing you can do to impact employee performance is listen. Pay attention to what people really want and need from us.
Performance Metrics
Correlating microlearning participation with key performance indicators (KPIs) relevant to job roles enables organizations to assess the impact of training on productivity and performance. Are employees now more efficient in their work? For example, has your sales team increased their number of daily calls?
Qualitative Feedback
Not everything can be tracked with simple metrics. A team member’s quality of work is best determined by their direct supervisor. Keep in mind that work quality should always be considered and but is not as easily measured as quantitative data. If a sales rep increased their call number but most are to contacts who are not a good business fit for the company, is that a beneficial use of their time? Depending on your organization’s goals, it may be, but supervisors and the leadership team will know. Comments from other team members are also helpful.
Customer Feedback
Are your customer-facing employees helping customers to their satisfaction? Consistent feedback from customers can help determine if your team is more efficient and service-oriented after training than before. This can include a quick question on an online chat or at the end of a phone call. Collect comments from customers in emails, online messages, chats, phone calls, etc.
Strategies for Effective Measurement
In order to measure outcomes effectively, you need to establish – before the modules are even created – what you want workers to learn.
- Establish Clear Objectives: Define specific learning objectives for each microlearning module to guide measurement efforts and align training outcomes with organizational goals.
- Utilize Learning Analytics Platforms: Invest in learning analytics platforms that offer robust tracking capabilities, allowing organizations to monitor learner progress, engagement, and performance metrics effectively.
- Segmentation and Personalization: Segmenting learner data based on factors such as job roles, skill levels, or departments enables personalized tracking and analysis, leading to more targeted interventions and content optimization.
- Longitudinal Studies: Conduct longitudinal studies to evaluate the long-term impact of microlearning on knowledge retention, skill development, and job performance, providing comprehensive insights into its effectiveness over time.
- Iterative Improvement: Continuously gather feedback from learners and stakeholders and use data-driven insights to iterate and improve microlearning content, delivery methods, and learning experiences.
- Benchmarking: Compare the effectiveness of microlearning initiatives against industry benchmarks or internal benchmarks established through historical data, allowing organizations to gauge their performance relative to peers or past performance.
Final Thoughts
Measuring the effectiveness of microlearning training is essential for optimizing learning outcomes, enhancing employee performance, and driving organizational success. As LinkedIn senior content marketer Amber Naslund says, “All the measurement in the world is useless if you don’t make changes based on the data.” By leveraging a combination of key metrics and strategic measurement strategies, organizations can gain valuable insights into the impact of microlearning on learner engagement, knowledge retention, and job performance. As the landscape of corporate training continues to evolve, embracing a data-driven approach to measuring microlearning effectiveness will be paramount in ensuring its continued relevance and impact in the workplace.
Related Blogs
Unleashing the Power of Templates for Microlearning Modules
Elevate Sales Excellence with Microlearning: 7 Best Practices
Tiny Lessons, Big Impact: The Rise of Microlearning in Construction
Revolutionizing Tech Training: The Advantages of Microlearning
Transforming Life Sciences Training: The Microlearning Advantage
Resources
Jones, Bryan. “Tips from L&D pro Jane Bozarth.” eLearningArt.com Accessed 2/21/24. https://elearningart.com/blog/tips-from-ld-pro-jane-bozarth/
“Measurement Quotes.” AZQuotes.com. Accessed 2/21/24. https://www.azquotes.com/quotes/topics/measurement.html
“Performance Metrics That Never Lie.” elearningindustry.com 11/24/20. Accessed 2/15/24. https://elearningindustry.com/measuring-impact-of-microlearning-with-employee-performance-metrics
“The State of Mobile Learning – Asia Pacific Insights 2015. 8/18/15. Accessed 2/21/24. https://www.slideshare.net/skillsoft/the-state-of-mobile-learning-asia-pacific-insights-2015
