Microlearning: What is it and why is it important in corporate training? 

'What signifies microlearning?

Microlearning —also known as microlearning— is a Methodology of learning based on the delivery of training content in small, brief, and very specific units, designed to be consumed in a few minutes. 

Unlike traditional hour-long courses, microlearning pills typically last between 3 and 10 minutes. Their aim is not to convey an extensive syllabus, but rather To develop a skill or resolve a specific query quickly and effectively. 

The concept stems from learning psychology: when we receive large amounts of information at once, the Ebbinghaus forgetting curve reminds us that we forget most of it within days. By breaking content down into small chunks and spacing out its delivery over time, retention improves significantly. 

Why the microlearning Is key in business training?

The current work environment has made Microlearning a strategic necessity, not just a trend. These are the factors that explain it: 

• Shortage of time The main barrier to on-the-job training is the lack of time. 5-10 minute sessions remove that friction and integrate easily into the workday. 

• Accelerated Digitisation Roles evolve and teams need to update skills quickly. Microlearning allows us to respond to this need in an agile and timely manner. 

• Dispersed teams and remote working. Hybrid models require training tools accessible from any device and at any time. 

• New generations in the workplace. Millennial and Gen Z profiles prefer short, visual, and interactive formats, and expect learning to be as intuitive as a social network. 

• Upskilling and reskilling as a priority. Microlearning is especially powerful for upskilling (improving current competencies) and reskilling (acquiring new skills to change roles), two strategic pillars in talent management. 

Advantages of microlearning for businesses and professionals

Implementing a microlearning strategy offers concrete benefits for both parties: 

Advantages of microlearning for the company

• Reduction of training costs Less time spent on training means fewer unproductive hours and lower investment in resources. 

• Higher return on investment in training: Employees apply what they've learned more readily because the content is directly relevant to their tasks. 

• Flexibility and scalability The same content can be distributed to the entire organisation simultaneously and easily updated. 

• Improvement of employer branding Providing accessible and modern training positions the company as an attractive employer committed to talent development. 

Advantages of microlearning for employees 

• Learning without interfering with work The brevity of the pills allows for learning without disconnecting from daily tasks. 

• Greater autonomy the employee chooses when and how they access the content, which increases their motivation and engagement. 

• Better knowledge retention Microlearning is supported by spaced repetition, a scientifically proven principle for improving long-term memory. 

• Continuing professional development Accessing small, frequent training sessions contributes to sustained skill growth.

Types of microlearning business trainingformats, uses and examples

The microlearning It is versatile by nature. It can adopt multiple formats depending on the training objective and the team's profile: 

Microlearning vs. eLearning: What's the difference?

It is common to confuse both concepts or to wonder if they are mutually exclusive. The reality is that they are complementary: 

• eLearning This is the conceptual umbrella encompassing all technology-mediated learning: LMS platforms, online courses, webinars, etc. It can involve multi-hour sessions and complex curricular structures. 

• Microlearning It is a content design philosophy that can be applied within eLearning. Any online course can be structured into brief modules following microlearning principles.

A well-known example that combines both approaches is DuolingoAn eLearning application structured on a microlearning model. Short, gamified lessons, accessible from mobile and designed for daily learning. 

Microlearning at upskilling and reskilling on triangle from talent

The combination of microlearning in upskilling and reskilling defines the most effective training strategy of the moment: 

• Upskilling with microlearning employees improve and deepen their current competencies through continuous training modules, without needing to take time off from their roles. 

• Reskilling with microlearning When a role changes or disappears, microlearning allows for a progressive transition towards new functions, reducing resistance to change and the cost of turnover.

   

Companies that integrate these three dimensions into their training and benefits policy build more resilient, engaged teams that are prepared for future challenges. 

How to implement the microlearning In your company: a practical guide

Where to begin? These are the key steps for implementing a successful microlearning strategy: 

• Define the training objectives: What skills do you need to develop? Is there a specific skills gap to address? 

• Identify the profiles and their needs: Not all teams learn the same way or have the same needs. Segment content by role, level, or area. 

• Choose the appropriate formats: Video, audio, text, quiz: the format should adapt to both the content and the team's habits. 

• Design reusable content Many existing training materials can be fragmented and adapted to the microlearning format. 

• Ensure mobile accessibility Microlearning loses effectiveness if it's only accessible from a desktop computer. The mobile-first experience is essential. 

• Measure the results Completion rate, knowledge retention, on-the-job application: define clear metrics from the outset. 

• Integrate training into the Flexible Remuneration: Offering training as part of a benefits plan – accessible via platforms such as Edenred Flex – increases employee engagement and their perception of value. 
  

Edenred and training as a strategic benefit

At Edenred, we know that continuous training is much more than an expense: it's a direct investment in a company's human capital. That's why our Edenred Flex platform allows professional training to be included within the Flexible remuneration plan, making training programmes—including those based on microlearning—accessible to employees as part of their benefits package. 

This has a twofold impact: on the one hand, the company optimises its training investment and improves talent retention. On the other, the employee perceives a real, personalised benefit, which reinforces their motivation and sense of belonging.