New technologies and approaches often get labelled as disruptors to traditional ways of working. However, in most cases, the challenge isn’t the adoption of the technology itself—it’s breaking established habits.

This is particularly true for the learning and development (L&D) industry, where Chief Learning Officers, HR leaders, and business heads are always seeking innovative ways to enhance learning outcomes for their workforce.

The recent surge of interest in microlearning platforms is compelling organizations to explore this powerful new approach. Advances in AI, gamification, and mobile technologies have made gamified microlearning and mobile microlearning more accessible and effective than ever.

But does adopting game-based microlearning require discarding the established learning curriculum you’ve painstakingly built over the years?

It shouldn’t!

Instead, the integration of microlearning can be seen as an opportunity to augment your existing curriculum, much like adopting any new technology or venture.

Two Key Considerations for Leveraging Microlearning

Organizations can adopt gamification and microlearning strategically by asking two fundamental questions:

  1. What is the criticality of the learning outcomes?
  2. Is there an established learning curriculum in place?

Here’s how organizations can use these considerations to make the most of microlearning:

Case Study: Financial Services Firm

A large financial services firm with 8,000 frontline salespeople across multiple geographies wanted to improve the product knowledge of its sales team. This business-critical goal—enhancing the ability to sell and cross-sell products—required a tailored approach to learning.

Depending on the existing learning curriculum, the approach to integrating microlearning platforms varied:

Case 1: Established Learning Curriculum in Place

For organizations already using classroom training or eLearning to upskill their teams, microlearning can be seamlessly integrated to:

  1. Boost Classroom Engagement: Use microlearning as a pre-training tool to prepare learners and reduce classroom training time.
  2. Enhance Retention: Implement spaced learning techniques through mobile microlearning to reinforce key concepts 10, 20, 30, or 60 days after training.

This approach allows learners to retain information better while maintaining the value of existing training programs.

Case 2: No Existing Curriculum

For organizations without a formal learning curriculum, microlearning can serve as the foundation of a new training initiative.

  • Gamified Microlearning Rollouts: Instead of launching an extensive classroom program, the organization can deploy a gamified microlearning experience via mobile or tablet devices.
  • Incremental Content Delivery: Gradually introduce new product information and updates, while tracking learner engagement and retention.

By adopting game-based microlearning, the organization can identify high-performing learners who:

  1. Spend more time engaging with the content,
  2. Retain knowledge faster, and
  3. Perform well on the job.

These "fast learners" can then undergo advanced classroom training to further hone their skills and become internal trainers for their peers.

Flipped Classroom Approach for Faster Impact

This flipped classroom model combines the best of mobile microlearning and traditional training, enabling organizations to:

  • Start Fast: Quickly deploy learning programs with minimal setup.
  • Reduce Time to Learn: Focus on delivering essential knowledge first.
  • Invest in Top Talent: Prioritize high-performing employees for advanced training.

For the financial services firm, this approach not only preserved the value of their existing curriculum but also enhanced its efficiency, creating a scalable and impactful learning experience.

Key Takeaways for 2024

Microlearning doesn’t need to disrupt your established training programs. Instead, it serves as a complementary tool that adapts to your business needs.

When considering microlearning platforms, remember to:

  1. Evaluate the criticality of the business requirement and learning outcome.
  2. Assess whether a learning curriculum is already in place.

By answering these questions, you can effectively integrate gamified microlearning and mobile microlearning into your organization, boosting workforce productivity and engagement without compromising your existing framework.

Transform Your Learning with Master-O®

At Master-O®, we specialize in providing cutting-edge microlearning platforms that empower organizations to enhance learning outcomes through gamification, AI-driven analytics, and mobile-first solutions. Whether you’re looking to complement your existing curriculum or create a new one, our platform offers the tools you need to succeed.

Learn more at www.masteroapp.com or email us at hello@masteroapp.com to schedule a demo.