Microlearning

7 undeniable advantages of microlearning

Posted on: January 17, 2022Updated on: January 10, 2025By: JD Dillon, Chief Learning Architect

We’ve been talking about microlearning forever. Well, it seems like forever. For the past 10 years, microlearning has consistently hovered near the top of the “next big thing” list in L&D. It’s still holding strong at #8 on Donald Taylor’s annual L&D Global Sentiment Survey

Today, microlearning has moved beyond the buzzword phase, firmly establishing itself as a proven practice within the workplace learning toolkit. In a world where organizations are under increasing pressure to do more with less and employees have limited opportunities for professional development, microlearning offers a practical, scalable, right-fit solution.

Here are the 7 undeniable advantages of microlearning that have solidified its place in the modern workplace learning ecosystem.

Primary Advantages Of Microlearning

1. Microlearning takes minutes, not hours

Time is the biggest barrier to workplace learning, especially for frontline employees who rarely have hours to step away from their tasks for traditional training. Microlearning solves this by fitting into small moments between tasks, allowing workers to focus on their development without disrupting the flow of work. For example, a retail associate can use a few quiet minutes on the floor to watch a quick video on handling a customer return without a receipt.

Five minutes of training per shift is also a more realistic ask for a busy operation compared to pulling employees away for extended training sessions. These short bursts of targeted learning add up quickly, often resulting in more development time over the year than the occasional long training sessions many organizations rely on. Microlearning makes development manageable, practical, and consistent, even in the busiest workplaces.

2. Microlearning improves knowledge retention

People can only absorb so much information at once, especially in a busy workplace. Even a 20-minute course packs in too many concepts, making it hard to retain and apply information on the job. Microlearning addresses this challenge by focusing on one topic at a time so employees can better focus their attention on learning the right things. 

Because microlearning activities are shorter and easier to fit into the workflow, the development experience can be spread out without requiring employees to repeatedly step away from their work for long periods. This aligns workplace training with how people naturally learn–-in small amounts over time. 

For example, a restaurant server spends three minutes at the start of their shift answering a scenario-based question on their smartphone about handling a customer complaint related to an incorrectly prepared order. A few days later, they’re asked to complete a similar scenario designed to deepen their understanding and further develop their customer service skills. These quick, targeted learning moments gradually build knowledge and confidence, making it easier for employees to apply what they’ve learned in real-world situations.

Related reading: Grab your copy of The Ultimate Guide to Personalized and Adaptive Learning

3. Microlearning offers lots of format options

What does workplace learning look like to you? Maybe it’s an online course with endless clicking, a hands-on session with a peer trainer, or a manual packed with guides and job aids. Microlearning breaks away from a one-size-fits-all approach by offering a wide variety of formats to boost knowledge and retention.

Microlearning isn’t tied to a specific medium. A short-form video that introduces a new concept is microlearning. A scenario-based question that challenges an employee to apply their knowledge is microlearning. A podcast featuring a real-world story of how someone in a similar role solved a problem is microlearning. It’s not about which format you choose. It’s about providing tools and activities that work best for the people you’re trying to help and the problem they need to solve. This format flexibility also makes it easier to manage microlearning content, as updating a targeted resource is much simpler than revising an entire course every time something changes.

4. Microlearning is faster to deploy

How long does it take to develop a traditional course? Weeks? Months? The lengthy process of analysis, development, reviews and approvals often leaves employees waiting too long for the help they need. In fast-paced environments, problems can’t wait for the grinding wheels of L&D to turn.

Microlearning cuts down on these delays. For example, a healthcare organization decides to update its protocol for sanitizing medical equipment. Rather than taking weeks to build an online course and trying to get workers to log into the LMS to complete it, L&D leverages AI to generate a set of microlearning assets, including a short video, questions and job aids, based on subject matter materials in a matter of hours. Microlearning not only speeds up deployment, but it also ensures employees get the support they need when they need it most.

Want more proof? Read how a powerhouse home décor retailer with more than 100 stores across 28 states in the U.S. supported rapid growth with their microlearning strategy

5. Microlearning collects more useful data

We may have been talking about microlearning “forever,” but L&D has been struggling with measurement FOREVER! Traditional training tactics limit our ability to collect meaningful data. We’re stuck with limited metrics like completion rates, test scores and general feedback. L&D simply doesn’t see employees often enough to gather insights into what they need. Without this information, it’s difficult to refine L&D strategy and connect our efforts to business priorities. 

Microlearning fixes the L&D measurement problem by providing more frequent, focused opportunities to collect data. Because employees have more opportunities to complete microlearning activities as part of their everyday work, L&D captures a greater volume and variety of data. This includes detailed insights into what employees know, where they need support and how they’re progressing over time. This richer dataset allows L&D teams to connect learning more directly to job performance and business outcomes while shaping strategies that better address both employee and organizational needs.

6. Microlearning unlocks reinforcement 

L&D professionals know that reinforcement is essential for effective learning. People don’t retain what they learn unless they have repeated exposure, feedback and application opportunities. It’s the classic “use it or lose it” scenario. This is why tools like flashcards are so effective in school. However, the reality of the workplace often clashes with this reality. Once training is over, L&D loses access to the employee, making reinforcement nearly impossible. Without it, employees struggle to retain and apply what they learned, significantly reducing the value of training.

Microlearning unlocks reinforcement as a core L&D strategy. Because microlearning is non-disruptive and fits into daily workflows, it gives L&D opportunities to revisit concepts employees have already learned. In a distribution center, employees are trained to “lift with your legs, not your back” during new hire training. This is reinforced using a variety of microlearning tactics, including short refresher videos, questions and talking points in pre-shift meetings. With the detailed data microlearning collects at a personal level, reinforcement can be tailored to each employee’s needs, eliminating one-size-fits-all approaches that waste time on irrelevant training. 

7. Microlearning is an easier sell 

What sounds more manageable: taking a 30-minute course or watching a 3-minute video? For employees who already have too much on their plates, traditional training often feels like another task to check off the list. Microlearning is easier to handle and more respectful to employees because it’s designed to fit into their workflow, not add to their frustration. By aligning with their reality and making learning manageable, microlearning fosters trust and demonstrates that L&D is here to help, not distract. 

Microlearning is also an easier sell to managers, who play a critical role in creating space for training. Short, targeted activities that don’t disrupt daily operations are far more likely to gain their buy-in compared to lengthy courses.

This alignment between the needs of employees and managers is a big reason why Axonify achieves 83% engagement among users worldwide, with employees completing training 2 to 3 times per week. Workers trust that microlearning is worth their time, managers know it won’t get in the way and both see the impact on day-to-day performance.

Microlearning is essential 

Microlearning goes beyond convenience–it’s a powerful addition to modern L&D strategy. By offering focused, scalable solutions that fit seamlessly into daily workflows, L&D can deliver improved value to employees, managers and organizations alike. It’s not just about making learning activities easier to access. It’s about aligning with how people actually work and learn, ensuring training is both impactful and practical.

The undeniable advantages of microlearning–improved retention, faster deployment, actionable data and easier buy-in – make it an essential tool for your workplace learning strategy. It empowers employees to build skills without feeling overwhelmed, helps managers provide more personalized support to their team members and connects L&D efforts directly to business outcomes. Microlearning is no longer the “next big thing.” It’s a proven, indispensable part of enabling performance in today’s workplace.

JD Dillon, Chief Learning Architect's Headshot

JD Dillon, Chief Learning Architect

JD Dillon became an expert on frontline training and enablement over two decades working in operations and talent development with dynamic organizations, including Disney, Kaplan and AMC. A respected author and speaker in the workplace learning community, JD also continues to apply his passion for helping frontline employees around the world do their best work every day in his role as Axonify's Chief Learning Architect.

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