Developing complex technical skills may feel like an unclimbable mountain for employees. Innovation grows more rapidly than learning occurs. HR leaders and training professionals have historically relied on boot camps to disseminate information. However, the sheer amount of detail in these meetings can overwhelm learners and leave them feeling discouraged.
To equip the team with new techniques, try breaking seminars into smaller microlearning pieces to help structure data, speed up learning, and promote retention. Here are the steps to approach learning through larger-scale microlearning methods that employees can apply in their jobs.
1. Define Minimal Knowledge Units (MKUs)
Start by listing the smallest facts someone must know to perform a task. If the end goal is to deploy an automated script, break the objective down into command-line basics, syntax rules, and error handling. Each smaller task becomes an MKU.
By separating tasks, each employee has a chance to succeed, and information overload is prevented. Workers clearly see what to learn first to advance to the next level, until they reach proficiency in the larger skill set.
2. Build Bite-Sized Learning Experiences
Take the MKUs and build bite-sized learning experiences around each, creating microlearning opportunities. A study found that 84% of learners were more engaged with shorter videos than with longer lectures. If technical content can be segmented into micro-videos, a stronger return on investment is likely during training.
Visual, modular content simplifies complex systems and embeds new skills without draining the learner with lengthy lectures. Some ways to deliver microlearning are through:
- Short video explanations covering a single concept.
- Interactive cards that show the steps in a process.
- Pop quizzes to recall and review information.
- Sandboxes to practice the skill in a safe environment.
3. Create Integration Projects
Leaders will reap the most benefits of microlearning when employees can apply the information via guided projects. Each project should apply three to five MKUs to a potential real-life scenario. If the lessons taught error checking, data entry, and coding syntax separately, have the employee complete a workflow that incorporates all three concepts.
Integration projects ensure mastery of skills, demonstrating how they work together as a cohesive approach. This can give employees confidence and show them why the training is relevant to their work.
4. Apply Spaced Retrieval
Technical skills take time to perfect. Spaced retrieval prevents forgetting key details by having the person relearn concepts at intervals, such as on days one and seven, with a review on day 14. Pairing repetition with layered sequencing is effective, especially as you add new layers to previously learned MKUs. The process enables learners to develop mastery without having to relearn from scratch each time.
To encourage frequent review, make the modules easily accessible from anywhere, including smartphones. Around 60 percent of workers say they’d like to receive training content on mobile devices, but only 19 percent can. By providing access to lessons from multiple locations, you can encourage employees to adopt microlearning and review their training on their own schedule.
5. Promote Peer Coaching
A robust technical training strategy involves collaboration. For instance, pairing two employees can speed up understanding as they discuss tasks. Have them teach one another concepts from the MKUs to reinforce their learned knowledge. Small groups can share how they applied the ideas in the field.
Peer interaction can transform a training session from rote memorization to active, thoughtful problem-solving, thereby increasing retention.
6. Analyze and Adapt
Learning platforms are commonly built with analytical tools that show how many employees completed a module, the average quiz scores, and the length of time it took to complete each lesson. Using analytics enables HR leadership to adapt lessons and address issues as they arise.
Data-driven insights allow for personalized learning modules. If a significant number of employees struggle with a concept, consider adding another video that breaks it down further or offers an alternative learning method. If another group zooms through a lesson, send them to stretch projects to implement new skills.
Technical Upskilling Through Microlearning Methods
Rapid technological innovation doesn’t have to paralyze your workforce. By turning elaborate skill sets into MKUs and delivering them in shorter, targeted bursts, HR and training executives can convert a lot of information into a series of quick wins. The benefits of this technical training strategy include rapid technology adoption and improved retention rates. Use microlearning methods to train employees how to apply their technical skills confidently.
