Bite-sized learning (also known as microlearning) has been a trending topic in L&D for years. Now, thanks to a distributed workforce, increased workloads, and decreased attention spans—not to mention the impact of platforms like TikTok and YouTube—the popularity of bite-sized learning in L&D is greater than ever.

A recent BizLibrary report found that half of L&D professionals surveyed were ready to utilize microlearning in their learning and development initiatives. Why? Because microlearning addresses the specific needs and constraints of the modern workplace learner. Learners today, despite being “overwhelmed and distracted,” are still eager to learn. But the ways in which they want to learn are shifting. According to Elucidat’s recent profile of the modern learner, 56% of workplace learners learn at a point of need. This new learning preference is a great opportunity for more “just-in-time” microlearning opportunities that meet learners where they are.

With that in mind, it’s no wonder that the demand for bite-sized learning continues to grow, both for learners and L&D teams. But like with any trend, microlearning must be implemented thoughtfully, intentionally, and in a way that aligns with the science of how adults learn. When used in the proper context, bite-sized learning can supercharge your learning efforts. But overall, microlearning should supplement rather than replace your existing training initiatives.

Ready to make the most of bite-sized learning? In this article, we’ll cover what microlearning is, what it can and can’t do, and how to effectively implement it in your learning strategy. Let’s get to it.

What is bite-sized learning?

There’s no universal definition of bite-sized learning, but at Maestro, we align most with this explanation from eLearning Industry: Microlearning “delivers short bursts of content for learners to study at their convenience. Content can take many forms, from text to full-blown interactive multimedia, but should always be short.” In the words of one of our learning strategists, “Microlearning is a more focused, more referenceable learning opportunity.”

In terms of delivery mode, the sky’s the limit. Some examples of microlearning experiences include short, bingeable videos, snippets of audio, infographics, interactive games, quizzes, and short eLearning courses. The ultimate goal of bite-sized learning isn’t to deliver as much information as possible in the shortest amount of time but rather to deliver highly focused material so learners can learn what they need when they need it.

The limitations of bite-sized learning

While microlearning may appeal to busy learners who need to learn (or relearn) something quickly and don’t have time for an entire training program, it’s not an adequate replacement for more comprehensive training initiatives.

Shorter isn’t always better, especially if the training material requires context, background, and/or repetition in order to be learned and retained. For highly complex subject matter, expansive learning initiatives, sensitive topics, or courses that require in-depth or in-person training, microlearning alone isn’t ideal. Microlearning is a tool in your toolbox to be employed at the right time and paired with the right learning objective.

The benefits of bite-sized learning

When implemented properly and in the appropriate context, bite-sized learning offers multiple advantages that cater to both the modern learner and the modern learning professional.

Bite-sized learning advantages for learners

• Minimal disruption of scheduled work and productivity
• Provides just-in-time learning, allows learners to learn just what they need, and can provide real-time solutions to real-time problems
• Reduces cognitive load by presenting topics one at a time, in an organized and very focused manner
• Cultivates self-directed learning—ideal for adult learners—and gives learners more freedom
• Can boost learning retention when coupled with spaced repetition

Bite-sized learning advantages for L&D professionals

• Forces you to identify the most important, relevant information (i.e. “skim the fat”)
• Can help fill gaps or speed time to competency at a specific skill
• Can be used to provide updates or customized supplements to your more comprehensive learning programs
• Faster turnaround on design, development, and implementation (and faster to improve or replace)
• More affordable to produce
• Less disruption of employee/learner productivity
• Higher completion rates

Examples of bite-sized learning

Learning is a process, not a one-time event. A learner might gain new knowledge or practice a new skill during a microlearning unit like a short tutorial video, but effective learning—learning that sticks—requires more than a single microlearning unit. It’s unlikely that one infographic or even a series of short videos will instill lasting behavioral change in your learners. But, when leveraged within a larger, blended learning strategy, microlearning can make all the difference, especially for retention and reinforcement. Microlearning is a great way to interrupt the forgetting curve and improve information recall.

Implementing bite size learning into your learning initiative might look like …

• Short, on-demand eLearning courses focused on one topic at a time
• Strategically spaced quizzes to reinforce retention of earlier learning
• Job aids and PDFs for easy-to-access guides and references
• Micro-assessments to fill the gaps in the Review stage of learning
• A custom app built for on-demand or in-the-field learning – See the multipurpose sales training app we developed for Medtronic employees so they could easily access product information on the go
• Quick pre-learning videos to get your learners in the zone (often paired with ILT and vILT) – Check out the short, shareable, and smart training videos we created for Best Western Hotels
• A series of audio shorts to introduce or revisit key ideas
• Fun and quick gamified eLearning courses to get learners exploring information – Check out the unique, on-demand game we created for a global audience of 27,000 CSL employees to explore career paths within the organization

Use these microlearning examples to inspire you to support and strengthen your learning programs with smart microlearning integrations. Bonus: bite-sized learning also encourages self-guided learning, providing your learners with the tools they need to succeed on their own. To help focus your content and match it to the right learning objective, use a framework like Tell, Show, Do, Review.

Tips for getting bite-sized learning right

In today’s busy work landscape, microlearning is a great way to meet your learners where they are. When done right, it delivers focused learning efficiently, effectively, and in a way that’s highly engaging. Here are some tips, inspired in part by L&D expert Dr. Nidhi Sachdeva of the Learning Scientists blog, to help you get it right.

One (tightly focused) topic at a time

Whether you’re curating content for a one-off microlesson, or crafting a bite-sized learning unit within a larger learning initiative, make sure the material is tightly focused on one topic at a time. You can take inspiration from the book Smart Brevity: The Power of Saying More with Less, which encourages you to identify the “one big thing” you’re trying to achieve. Get clear on your objective and list the points you need to make to achieve it. From there, narrow your list to one or two key points—just the essentials. Finally, delete and further refine your content to its simplest form. It’s okay to leave ideas on the cutting room floor. You can use them in other course content!

As a starting point, challenge yourself to craft a single sentence that tells learners exactly what they need to know. Use this as the first sentence of the learning experience—sometimes that’s your best chance to convey what they really need to know.

Pick the right context

Microlearning is often a solution for learners who are strained for time and require point-of-need reinforcement. If that’s the case, consider how you can push the learning directly to them and bake it into their real-world environment. For example, if you’re training on a new software, can you utilize a tool like WalkMe to deliver moment-of-need learning? Or if you’re training on giving effective feedback, can you integrate a microlearning video directly into your performance management tool? Meeting learners where they are, and offering learning in the flow of work, helps learning stick.

Write for busy learners

Learners are busy, and clear is kind. Instructional designers have a responsibility to write clear, easy-to-understand learning content. Keep your writing concise, active, and direct—microlearning is not the place for anecdotes, jokes, or fluff of any sort. Opt for plain language over jargon and avoid filler words (actually, just, essentially, etc.) It’s also a best practice to focus on one idea per sentence to ensure clarity and focus.

Less is more

Resist the urge to mass-produce tons of bite-sized learning lessons just because they’re easier and cheaper to churn out—you run the risk of overwhelming your learners, especially if your content bank or LMS is unorganized and difficult to navigate. It’s usually better to create a small number of intentional, high-quality pieces of bite-sized content and track their performance. Are learners engaging with the material? Are they passing the assessments or knowledge checks? How many tries does it take? Has job performance improved? Use this information to weed out what’s not working and create better microlearning that’ll help learners achieve their goals.

Bite-sized learning: small but mighty

Bite-sized learning is a phenomenal tool for breaking down complex topics into digestible pieces, reinforcing learning when learners need it most, and filling the gaps in more comprehensive learning initiatives. But it’s not the be-all and end-all of L&D. To truly capitalize on the benefits of bite-sized learning, learning professionals must apply it intentionally, thoughtfully, and within the context of the science of learning.