2 minute read
Some of the challenges that employers face today include attraction and retention and internal skills gaps. If an employee has insufficient skills and chooses to leave or is replaced, research has shown that replacing them may cost 50% or more of their annual salary. Finding a new hire not only costs the company monetarily but they also face lost time and productivity, which can lead to negatively impacting company culture.
There are many strategies employers can implement to bolster skills development. Microlearning is a new technique that can provide employers with a cheap, feasible, and time-friendly opportunity to build employee skills. In microlearning, information is presented in small segments, and it can be absorbed in a short time. Some examples of bite-sized learning include interactive pdfs, quizzes, infographics, e-books, and podcasts. These methods are easily accessible on the internet, phone apps, or cloud-based learning systems. Many of these options are free, making microlearning easy on budgets which can’t stretch for more expensive learning resources.
There are several ways to implement microlearning:
- Use it to reinforce previous training. Context is important for people to absorb new information. For microlearning to be most effective, employees should have some knowledge in the area of training.
- Apply it to simple subjects. Typically, microlearning segments are around 10-13 minutes. Stick to simple subjects since you won’t have enough time to delve into complex topics.
- Choose the right learning environment. Consider your organization and employees when determining the best learning environment for your needs.
- Include action steps. Find ways to engage employees by asking them to apply what they have learned.
Addressing skill gaps and attraction and retention challenges are key concerns for employers. Microlearning is one way employers can help meet this demand and expand their employees’ knowledge base.
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National Insurance Services is not a law firm and no opinion, suggestion, or recommendation of the firm or its employees shall constitute legal advice. Readers are advised to consult with their own attorney for a determination of their legal rights, responsibilities and liabilities, including the interpretation of any statute or regulation, or its application to the readers’ business activities.
