5 Microlearning Myths Debunked: It’s More Than Just Short Videos!

Let’s talk about microlearning—a training method that’s been making waves in the corporate world for a while now. It’s praised for being fast, efficient, and engaging. But, like any popular trend, it comes with its fair share of myths. These misconceptions often lead people to misunderstand its true potential. So, let’s dive into the top myths surrounding microlearning, why they persist, and the reality that’s backed by research and real-life examples.

Two people celebrating in office. Text under image reads: “Learning is key to your resilience as a business. If you invest in curiosity, learning, and agility for your workforce, you can bounce back from setbacks, adapt to change, and be more ready for whatever comes next. -Cat Ward, Vice President, Jobs for the Future.”

Myth 1: Microlearning Is Just Short Videos

Why People Believe It:

Thanks to platforms like YouTube, TikTok, and other quick-hit content sources, many people think microlearning is all about short videos. After all, we’re in an era where everything seems to be getting shorter—attention spans, lunch breaks, and, yes, even our learning.

Reality Check:

While short videos are one form of microlearning, they’re far from the whole picture. Microlearning actually includes a wide variety of content formats, such as quizzes, infographics, articles, and interactive modules. The key here is that the content is concise, laser-focused on a specific learning objective, and often delivered just when you need it most—think “learning at the moment of need” rather than zoning out to a passive video.

In fact, studies show that microlearning can significantly boost engagement and retention, if it’s well-designed. Just throwing together a few short videos from a longer training session won’t cut it. Instead, gamification elements, scenario-based learning, and quizzes can turn the experience into something not only educational but also fun. One survey even found that learners involved in game-based training reported an 83 percent boost in motivation compared to traditional methods. Imagine being excited to complete your training!

Plus, microlearning modules are super adaptable. Need to update some info on compliance training? No problem! These modules can be easily refreshed and sent out in real time, ensuring that employees are always up to speed. In fact, after completing microlearning, 78 percent of employees in one study felt more confident in their jobs. And for things like compliance training, where staying updated is literally make-or-break, that’s a huge deal.

Myth 2: Microlearning Only Works for Simple Topics

Why People Believe It:

Because microlearning sessions are short, some think it’s only good for simple, surface-level information. Surely, you can’t dive into complex topics in just five or ten minutes, right?

Reality Check:

Actually, microlearning is a terrific way to break down even the most complicated subjects into bite-sized, digestible pieces. This method, known as spaced learning, is backed by science—our brains tend to remember information better when it’s spread out over time rather than crammed into a single session. (Ever try to “cram” or “binge-study” for an exam? Yeah, not the best strategy.)

Research supports this approach, showing that shorter, focused learning sessions lead to better retention. One study found that microlearning can improve retention by 50 percent compared to traditional eLearning. Rather than overwhelming learners with a firehose of information, microlearning delivers content in smaller, more manageable chunks that build on each other. This is particularly crucial in fields like life sciences, where precision and accuracy are key.

Instead of dumping a mountain of information on learners all at once, microlearning delivers knowledge at a pace that allows them to absorb and retain it more effectively. This is especially important for compliance-heavy industries, where a single missed regulation could result in huge fines. As one compliance expert put it, “If learners aren’t using the information regularly, they’re simply not retaining it. The more they forget, the higher the risk to the organization.”

Person wearing hoodie and khakis using a tablet in an industrial setting. Text under image reads: “I see microlearning as being an approach to almost every part of continuous learning. -Shivani Dhir, Assistant Dean of Digital Learning, NYU Tandon School of Engineering.”  

Myth 3: Microlearning Is a Replacement for Traditional Training

Why People Believe It:

With its flexibility and convenience, some people view microlearning as the magical solution that will eliminate the need for long-form training altogether. Why sit through an all-day workshop when you can just watch a couple of quick modules on your phone?

Reality Check:

Microlearning isn’t meant to replace traditional training—it’s designed to complement it. It’s especially useful for reinforcing key concepts, providing on-the-go resources, or acting as a refresher between more comprehensive learning sessions. Picture this: after attending an in-depth workshop, learners could use microlearning to revisit and reinforce the main points, ensuring they don’t just forget everything by next week.

The Ebbinghaus Forgetting Curve shows that humans forget 50 percent of all new information within a day—and a whopping 90 percent within a week. Yikes! But with microlearning, you can combat this natural brain drain by reinforcing critical information through repetition. Kate Udalova, Co-founder and Chief Product Officer at 7Taps, says, “For example, you can create recaps, follow-ups, and share examples to make knowledge stick. Because without this reinforcement, people can forget almost 100 percent of what they learned after 10 days.” Think of microlearning as the “use it or lose it” approach to training. By focusing on a single concept or skill at a time, learners can better absorb and apply the knowledge to real-world situations.

Myth 4: Microlearning Is Just a Fad

Why People Believe It:

Given the rapid rise of microlearning, it’s easy to think it’s just the latest eLearning buzzword that’ll fade away as quickly as it arrived. After all, the corporate world loves its trendy solutions, right?

Reality Check:

Far from a passing trend, microlearning is rooted in time-tested educational principles like the spacing effect and retrieval practice. These strategies, which encourage learners to review and apply knowledge over time, have long been proven effective. In fact, microlearning is just one part of the broader shift toward more flexible, personalized learning experiences.

The customizable nature of microlearning is a big selling point. Companies can quickly update training modules as new information becomes available, ensuring that learners aren’t stuck with outdated content. And let’s be honest, being able to learn on your own terms—whether that’s during your commute (hopefully on public transit, not while driving!), during a commercial break, or while waiting in line at the coffee shop—is a game-changer. Employees are much more likely to engage with a quick, five-minute module than with a day-long training session, especially one held in a freezing conference room with equally unenthusiastic colleagues. They are more likely to make an investment of a few minutes than be uncomfortable for long periods of time in training that they will barely remember in a week.

Person using tablet while sitting in a wheelchair leaning against a brick wall. Text under image reads: “The late Jay Cross, a leader in this space, said…’Formal learning – classes and workshops – is the source of only 10 to 20 percent of what people learn at work.’ -Joseph Rene Corbell, author, Microlearning in the Digital Age: The Design and Delivery of Learning in Snippets.”

Myth 5: Microlearning Only Appeals to Younger Generations

Why People Believe It:

Since microlearning is often digital and mobile-friendly, some assume it only resonates with younger employees who’ve grown up glued to their phones. There’s a stereotype that older generations prefer more traditional, in-person training.

Reality Check:

Microlearning isn’t just for Gen Z or millennials—people of all ages appreciate its convenience and efficiency. In fact, 72 percent of learners say mobile learning boosts their engagement, regardless of their age group. Whether you’re 22 or 62, having the ability to learn in small, manageable chunks is appealing, especially when it can be accessed on the go.

It turns out that employees across the generational spectrum appreciate being able to squeeze in a quick lesson between meetings or on their lunch break. And why not? Microlearning fits seamlessly into busy schedules, allowing learners to make the most of their time. Organizations that have embraced mobile learning have not only seen improved engagement but also a significant increase in productivity—16 percent, to be exact.

Final Thoughts

Microlearning is much more than a buzzword or a fleeting trend. It’s a versatile, research-backed approach that enhances learning by breaking down complex topics into manageable pieces, reinforcing knowledge over time, and catering to a wide variety of learning styles. By addressing these common myths, it’s clear that microlearning is a powerful tool in any training toolkit—whether you’re training employees on compliance, introducing new technologies, or reinforcing key skills. So, let’s stop thinking of microlearning as just short videos or a passing trend, and start embracing it for what it really is—a smart, strategic way to help learners retain and apply knowledge.

 

 

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