Myth: Microlearning encourages student engagement
One of the most common myths about microlearning is that its content is fun and engaging. But there is one logical argument that can easily refute this claim: the microlearning lesson is short, which doesn't automatically mean the content itself is fun and engaging. Much more depends on the nature of the information and how it is shared. What favours microlearning, on the other hand, is the fact that, by its nature, it can help to get the most out of short-term attention, and thus support student involvement if the content is interesting.
Myth: Microlearning is suitable for all topics
Yes and no. You can definitely offer an entire course in microlearning format if the topic is simple and does not require much further explanation. However, some topics require practical demonstration, sharing of experience, or are too complex to be explained in a matter of minutes. Here microlearning loses its effectiveness.
Nor are microlearning courses ideal for all employees. For example, it is practically impossible to train new or inexperienced employees adequately using microlearning. They need more detailed and extensive training to understand the business context and cultivate their skills to a satisfactory level.
Myth: Microlearning facilitates practical application
This statement is not completely wrong but it is misleading. Microlearning can be used to explain subsequent, clearly defined steps as well as complex processes such as handling a machine. However, would you rely on an employee learning this without personally trying it out under supervision? In many cases it is more appropriate to link microlearning with practical training. On-the-job training, role-playing and simulations are the most appropriate methods that make it easier to gain practical experience.
Myth: Producing microlearning is cheap
Although microlearning itself reduces partial costs, this does not mean the costs of developing a comprehensive and engaging course and the entire training system are low. For example, you need to create a full range of content, including quizzes, videos, infographics, or even podcasts and simulation games. And just as you do when preparing for face-to-face training, you must also invite an expert to consult on the issue and invest in software.
Now that you have learned what microlearning is and what it is not, you can make an informed decision about whether it meets your educational needs. Regardless of whether you are a fan of microlearning, it is undeniable that there is always room for this method in corporate education, simply because it is an excellent addition in situations where, say, there is no time to organise classical training with a lecturer.
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