Microlearning in the workplace is a training method that delivers information in brief, targeted segments focused on a single learning objective or skill. This approach is designed to accommodate employees’ busy schedules and to promote better knowledge retention and practical application.

The approach continues to grow in popularity as a corporate learning strategy, supported by hundreds of peer-reviewed studies.

What types of content are used in microlearning?

Microlearning content can take many forms, including:

• Videos – Short instructional or explainer clips
• Infographics – Visual summaries of data, workflows, or concepts
• Quizzes – Interactive knowledge checks to assess understanding
• Flashcards – Quick reference tools for reinforcing key concepts
• Podcasts – Short audio segments for learning on the go
• Simulations – Practical scenarios that mimic real-world applications

Why is microlearning effective?

Microlearning aligns with how the human brain best processes and retains information. Two key cognitive science concepts support its effectiveness:

Miller’s Law

Proposed by George A. Miller in 1956, this theory suggests that the human brain can retain around 7 (plus or minus 2) pieces of information in short-term memory. Microlearning helps reinforce and consolidate these bits of information, improving the chance of transferring them into long-term memory for easier recall.

Ebbinghaus’s Forgetting Curve

Hermann Ebbinghaus’s research on memory demonstrates that most information is forgotten soon after learning it, with a significant drop in retention occurring by the next day. However, introducing spaced repetition, delivering learning in intervals, helps extend memory retention. Microlearning’s short, repeated content fits naturally into this model.

What are the benefits of microlearning in the workplace?

Easy to digest

Bite-sized learning is easier to absorb and feels less overwhelming, much like short-form content platforms have changed the way people consume information.

Helps prevent burnout

Short training sessions can reduce cognitive fatigue and stress, making learning feel more manageable, especially important in high-pressure environments where longer sessions might contribute to burnout.

Meets employees where they are

Microlearning supports asynchronous delivery, allowing employees to access content on mobile devices and messaging platforms such as Slack. It integrates easily into daily workflows without the need to schedule training blocks.

Encourages further learning

Microlearning provides a foundation that can spark curiosity and prompt deeper exploration of topics. Learners can engage with more in-depth material when they are ready.

Cost-effective

Though not without cost, microlearning typically reduces development time and expenses. According to Ray Jimenez in 3 Minute Learning, content creation time can decrease by up to 300%, with cost savings of 30% to 50%.

Scalable

This method is easy to scale across growing teams or multiple locations. Unlike traditional training formats, microlearning modules can be distributed to additional learners without significant resource increases.

How can microlearning improve employee performance?

Microlearning can have a direct impact on performance through:

• Targeted skills development – Each module focuses on a specific skill or knowledge area
• Continuous learning – Frequent engagement fosters an ongoing learning mindset
• Immediate application – Learners can quickly implement what they’ve learned
• Feedback loops – Built-in assessments enable real-time performance feedback

How can microlearning support a culture of continuous learning?

Microlearning encourages continuous development through:

• Regular updates – Frequent content keeps knowledge current
• Accessibility – Mobile-friendly design supports learning anytime, anywhere
• Just-in-time learning – Immediate access to relevant information when it’s needed
• Fostering curiosity – Short, engaging content motivates further learning
• Incentivization – Recognition and rewards can increase participation and motivation

How can microlearning address compliance training needs?

Microlearning is well-suited for compliance-related content through:

• Modular design – Complex topics are broken into manageable parts
• Real-time updates – Modules can be easily refreshed as regulations evolve
• Engagement tools – Interactive content improves learner interest
• Tracking and reporting – Integration with LMS allows for monitoring completion and understanding

What are the limitations of microlearning?

Microlearning isn’t suitable for every training scenario. In some cases, alternative approaches may be more appropriate:

• In-depth subjects – Some topics are too complex for microlearning and require longer, more immersive training
• Distractions – Self-paced learning can be less effective if learners are multitasking or distracted during sessions
• Engagement not guaranteed – Short content alone won’t ensure engagement; quality and interactivity are key
• Doesn’t replace hands-on training – Microlearning can support but not replace training that requires real-world practice, such as clinical or technical procedures

What are some examples of microlearning?

Many organizations have adopted microlearning to meet diverse training needs. Examples include:

Google – Whisper Courses

A series of microlearning emails was sent to managers with actionable tips to enhance team psychological safety. The initiative was later extended to support leadership development.

Walmart – Safety Training

Through gamified microlearning, Walmart reduced safety incidents by 54% and achieved a 91% voluntary participation rate in safety programs.

NextWorth – Customer Service Consistency

Short video modules on the company’s trade-in system led to a 50% improvement in customer service consistency among retail partners.

IBM – Hands-On Lab Experience

IBM developed a microlearning platform to help IT professionals learn cloud technology at their own pace. The program’s quick, task-based design provided 24/7 access to essential learning content.

Asurint – Onboarding Program

By integrating microlearning into onboarding, Asurint cut training time from 6–8 weeks to 4 weeks and doubled retention among new hires. Notably, 25% of modules are accessed voluntarily, indicating high learner engagement.

Freeletics – Leadership Development

Freeletics, in collaboration with Deel, implemented microlearning through Slack and Teams to train people leaders who lacked time for formal programs. The initiative improved leadership effectiveness without requiring extended time commitments.