A perfect way to help your employees learn skills, and procedures would be by incorporating a scenario-based microlearning strategy into their learning. This strategy includes real-life experiences that help learners relate to the learning content and better understand how it applies to them. Microlearning questions comprise hypothetical stories that enable learners to think through complex problems and situations, thus helping the learners develop critical thinking and problem-solving skills.

Microlearning and gamification are a good combination if done right. It involves using the right strategy to create a better learning experience by increasing learner’s engagement and knowledge retention without rushing. The idea here is to combine microlearning, which is a short nugget, with gamification elements to increase the interest in the learners to learn the concepts, carry out the activity and remember the concept as well.

Liven up and help create relevance and context for your learning content by integrating media-rich graphics and animation into your microlearning strategy. Learning content can sometimes come across as boring, dry, and irrelevant. To add a little zest to your content, perk it up and increase its impact, break the content down into short and comprehensible modules and use images, graphics, and short animations which will further increase the engagement levels.

The answer is “No.” It is true that microlearning is a popular approach and makes learning simple, but it has some limitations. Microlearning cannot and should not be used in all situations. In the case of microlearning, the content is segregated into bite-sized nuggets focused on specific learning outcomes that address specific topics or skills, and it is really useful for employee training and also as a refresher after formal training. 

Microlearning nuggets can be a part of a larger repository of learning assets on a topic or stand-alone unit. They can be accessed by anyone at any time. Microlearning nuggets should be used as a quick reference or a refresher to a formal training where the learner can access the topic of interest and achieve their learning objectives within minutes. However, you should remember that microlearning cannot always be the go-to solution and you need to say "No" to it sometimes.