When Less is More

What is microlearning?

Microlearning refers to knowledge or training divided into small learning objects which can be more easily understood. These learning objects are optimized for length and are usually made available for learners to study at their convenience.

Microlearning can be in many formats – but the key is that they are shorter than other forms of training. These formats can include:

• Text
• Images such as infographics
• Audio snippets
• Short and sweet videos
• Interactivities and scenarios
• Quizzes and games

Applying these to compliance, some examples of microlearning content could include:

• A video clip featuring an industry expert sharing their real-life experiences in fighting financial crime
• A game to identify money laundering indicators from a simulated client profile or transactional measures
• An interactive case study scenario
• A series of short text boxes breaking down a recent enforcement action including key takeaways and best practices

Focus on the Learning Objective, Not the Duration

You might be wondering what amount of time is appropriate for microlearning – 1 minute, 2 minutes, 5 minutes, 10 minutes? The answer is that all of these durations could be considered microlearning.

It’s important to note that microlearning is not set by any specific duration. The key is that it should focus on one learning objective.

Advantages of Microlearning

Microlearning offers many advantages compared with traditional learning which often involves length texts or long films. The advantages include:

• Improved retention of knowledge

Our brain usually retains information better if it’s presented in smaller “chunks”. Retention is further enhanced when you train repeatedly (think of your word-puzzle app that becomes part of your daily routine!) and where you revisit content frequently. While a short microlearning may not cover content to the same level of detail as a lengthy course, in some situations it is more important to learn (say) five key points rather than to read a lengthy document and retain little.

• More flexibility

It’s usually easier to find time for a few minutes of learning rather than longer modules. This makes it easier to find time for initial learning – as well as to revisit content frequently, which we know increases retention. By using microlearning rather than long courses, content can be divided over a longer period – meaning a staff member does not need to be diverted from their primary role for an extended period. Instead, learning can occur over a longer period, in parallel with their work.

• Enhanced engagement

Microlearning can be more appealing than traditional courses – like checking your favorite social media app rather than the “serious study” feel of reading a book. It’s easier to find motivation to read a few minutes of content or listen to a short audio, rather than to sit down for hours of reading. By releasing blocks of content throughout the year rather than making it a single annual course, knowledge is kept “top of mind” throughout the year – particularly valuable for compliance.

• Mobile-friendly

Microlearning can be designed to work better on mobile apps. This increases the available time for microlearning. A learner can listen to audio in their car or while on the subway, whereas they would be less likely to start a longer course during these shorter available timeslots.

When is microlearning not the best option?

While microlearning has many advantages, it is not always suitable. Let’s look at two situations where traditional learning paths are more effective.

The first situation is when complex concepts cannot be readily broken down into small parts or in-depth training. An example would be learning to use blockchain investigative tools where learning complex subjects sequentially is needed.

The second example is in-person training, such as a first aid course, where some elements require the trainer and trainee to be co-located.

However, even in these situations, pre-course preparation or post-course refreshers could use microlearning to enhance ongoing engagement and retention of knowledge.

Microlearning Best Practices

Now that you’ve been persuaded to consider microlearning for elements within your training programs, let’s look at some best practices.

1. Identify which content is suitable for microlearning: as we’ve discussed above, some of your learning objectives may be optimized using microlearning whereas others will not.
2. Create microlearning specific content: this involves more than just copying your existing training texts into smaller parts! Content that requires engagement with the learner is best. For example, you could start with a quiz to test knowledge and then explain the contents. (This can also be useful to assess learning.)
3. Use multimedia where possible: this will improve engagement and attention, resulting in better retention. Gamification may also be appropriate.
4. Consider nudges or routines: Using prompts to remind the learner to undertake their next module will help make training part of their routine. (Think of your foreign language app that prompts you when you’ve missed a day!)
5. Assess learning and progress: You should measure the effectiveness of your microlearning so you can adapt your program where required. This could include collection of automated data such as the time taken to complete a module or the response rate to a nudge. It could also include human-interactive processes like pass rates on a quiz.

Next Steps

We’ve identified that microlearning has significant advantages in building and maintaining compliance knowledge. They can improve retention, increase engagement, and provide greater flexibility. They also recognize that different individuals learn differently, so microlearning complements and enhances traditional training by making knowledge more accessible.

Most importantly, in the context of compliance, microlearning can increase effectiveness. Short blocks of meaningful content released on an ongoing schedule, adapted for current topics, will ensure compliance remains top-of-mind throughout the year.