90 percent of new skills are lost within a year. (The Wall Street Journal, 2012, http://on.wsj.com/1CxvbqF)
With Millennials starting to make up the majority of new learners in corporations, companies are having to adjust the way they deliver information and new learning content to them. Millennials are tech natives, born between 1982 and 2000 and have an average attention span of just 90 seconds, meaning that traditional methods of long, text-based learning are no longer an effective way of teaching.
By 2025, Millennials alone will make up 75% of the workforce. (Deloitte Millennial Survey, 2014, http://bit.ly/1pFv0Cr)
Companies struggling to connect with their millennial employees are starting to utilise microlearning in their training programmes. Microlearning is a type of eLearning that delivers information in short bursts and gives learners control of what and when they’re learning.
IBM reports that eLearning can help companies boost productivity by 50%, and that every $1 spent in eLearning results in $30 of productivity. (SHIFT’s eLearning Blog, 2013, http://bit.ly/1kYl6q8)
Microlearning sessions can be attended from almost anywhere thanks to the flexibility of different platforms, and the user is given the ability to get through courses and training quickly so they are motivated to start the learning process. Microlearning also uses multiple senses whereas traditional learning tends to only use sight, which has a short retention rate.
Training company Mind Gym estimates that there are four to five learned takeaways per microlearning session, whereas classroom training often yields few long-term takeaways (Learning Solutions Magazine, 2014, http://bit.ly/1vvd8OG)
Research Institute of America found that the eLearning experience increases the retention rate of learners by 25-60%. (SHIFT’s eLearning Blog, 2013, http://bit.ly/1kYl6q8)
To implement microlearning into your teaching methods is simple – use only a small amount of learning objectives, so the learner will know exactly what they need to focus on. Use video, it makes the learning process much more interesting.
70 percent of millennials visit YouTube monthly, making video and animation their favourite way of receiving information. (Marketing Pilgrim, 2014, http://bit.ly/1lmrtJo)
Microlearning videos should be no longer than 5 minutes, anything longer and people lose interest. Ensure that you can prove that learning took place by using interactivity such as a quick quiz or game and make your content easy to remember – this is the whole point of microlearning!
Animation is a fantastic way of implementing microlearning into your training schedule. Not only does animation generate interest and excitement, it puts things in context – it is a great way to explain new systems or benefits to your employees, or to demonstrate how a product or machine works. You can show a dialog between two characters and go a step further than live action video – you have the flexibility to show the characters’ thought processes and and explain difficult concepts.
Simulating a social exchange and enhancing the environment with an interactive character leads to an increase in memory and trust of information. (Learning Solutions Magazine, 2010, http://bit.ly/1G2jb3V)
Animations work well on their own, however within microlearning they are more effective when they are used to complement a larger learning programme. One thing to consider is that bad video can detract from good content, no matter how impressive your information is. Millennials consume so much video on a day-to-day basis that video quality is something that they will notice and will affect their decision to watch or interact with a video.
If you would like to talk to us about how Sliced Bread could help you integrate microlearning into your training programme using high quality animation, drop us an email at email@example.com or give us a call on +44 (0)207 148 0526.