Micro learning – the future of continuing professional development?
Blog Post
10/02/2025
•
7 Min. Read
Many companies are reporting increasing pressure to change and a corresponding increase in the pace of change. In this rapidly changing world of work, companies need to find and implement new approaches to employee development. Demographic change and staff turnover, accelerated innovation cycles for products and processes, and increasing compliance requirements are putting particular pressure on companies to provide effective training for their employees. Micro learning is increasingly establishing itself as an innovative solution that meets modern training requirements without compromising productivity.
TL;DR – Way too long, I'm not reading it. 🙃
Microlearning is a modern, scientifically based approach to continuing professional development in which knowledge is imparted in short, flexible learning units. Advantages include better integration into everyday working life, higher motivation through gamification, and more efficient learning through repetition. Current technological advances, such as AI-supported personalization and learning analytics, make micro learning even more effective. Micro learning is ideal for quickly acquiring knowledge, while face-to-face training remains relevant for more complex topics.
What is microlearning? 📖
Micro learning describes a learning approach in which learning content is divided into small, easily digestible units. These “learning bites” are typically 3-10 minutes long and focus on a specific learning objective. The approach enables learners to acquire knowledge flexibly and independently.
Generational change and changing learning habits 🔄
The way people absorb and process information has changed fundamentally as a result of digitalization. Research findings by Hermann Ebbinghaus on the “forgetting curve” show that regular, short repetitions are essential for sustainable learning – a principle that micro learning implements perfectly.
Declining attention span – myth or reality? ⏳
In this context, reference is often made to a study by Microsoft that purports to prove a shortening of the human attention span. However, this study is scientifically controversial. Regardless of the scientific quality of the study, people seem to be developing changed reception behavior through digital media. Many people have probably observed this in themselves: a short social media clip captivates us effortlessly, while after a few minutes of a long presentation we find ourselves mentally wandering off. Micro learning addresses this development with:
Short, focused learning units that correspond to the natural attention cycle.
Multimedia and interactive elements to increase concentration.
Quick successes that promote motivation.
Personalization through AI to tailor content to individual needs.
Advantages of microlearning in a corporate context 💼
Integration into everyday working life 📅
The LinkedIn Workplace Learning Report confirms that lack of time is the biggest obstacle to professional development. Microlearning enables learning to be seamlessly integrated into everyday working life—often through mobile apps or AI-supported assistance systems.
Effective learning through regular repetition 🧠
Ebbinghaus's “spacing effect” phenomenon proves that distributed learning in shorter units improves long-term retention compared to intensive learning.
Motivation through gamification 🏆
Successful apps such as Duolingo use gamification principles to make learning more appealing. These mechanisms can also be used in companies, e.g. through:
Point systems and rewards
Competitions and rankings
Interactive quiz formats
Flexibility and personalization ⚙️
The Journal of Applied Psychology emphasizes that personalized learning approaches increase learning success. AI-supported platforms can customize content to meet the needs of learners. In so-called adaptive learning, AI automatically adapts learning content to the prior knowledge and previous learning progress of employees.
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Micro learning in practice: Target group-specific applications 🎯
A frequently voiced criticism of microlearning is that it only works for operational employees. However, the Deloitte Human Capital Trends study, a standard work in human resources development, confirms the effectiveness of microlearning for all target groups and across all hierarchical levels. We find this quite plausible, as even managers prefer short, playful learning units to long PowerPoint presentations. However, it is important to make the training content relevant to the specific target group. Here are a few examples:
Operational employees 👷
Practical instructions for specific work steps
Safety and compliance training
Visual learning units on quality standards
Mobile learning opportunities in the workplace
Administrative employees 🖥️
Efficient updating of process knowledge
Short tutorials on software updates
Compliance training in digestible units
Managers 👨💼
Time-efficient refresher courses on leadership skills
Updates on current management trends
Just-in-time learning before important management tasks
Micro learning as part of a modern learning mix 🔗
Of course, not every topic is ideally suited to microlearning formats. While short, concise learning units offer many advantages, there is content that benefits from interactive classroom training, for example. The key lies in finding the right combination. The meta-analysis “The Effectiveness of Blended Learning” in the Journal of Educational Research Review demonstrates the superiority of combined learning approaches. Specifically, an ideal learning mix could look like this, for example:
Micro learning for:
Regular knowledge refreshers
Quickly acquired skills
Process knowledge and best practices
Compliance updates
Face-to-face training for:
Complex interrelationships
Soft skills and behavioral changes
Team building and networking
In-depth specialist knowledge
Conclusion 🎯
Micro learning is not a universal solution, but it is a scientifically sound and practice-oriented tool in modern corporate training. By integrating AI, gamification, and adaptive learning approaches, companies can make learning processes even more efficient and tailor them to the needs of their employees.
Any questions, comments, or criticism? Just get in touch!
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