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Measure the Impact of Microlearning with 5 Employee Performance Metrics


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Microlearning is a training strategy that delivers bite-sized pieces of information to employees in short and focused sessions. It can be used to teach various skills and topics, such as product knowledge, compliance, software, sales, and more.


Microlearning is important because it aligns with the modern employee’ preferences and needs. Today’s employees' schedules are busy and they want to learn at their own pace, in their own time, and on their own devices. They want to learn what is relevant and useful for them. Microlearning can cater to these needs by providing employees with the right amount of information, at the right time, and in the right format. 


It can address the challenges of information overload and limited attention span by delivering concise, targeted content that is easier to absorb and retain. This approach not only enhances learning efficiency but also improves the application of learned skills in real-world scenarios.


Research shows that micro lessons can increase knowledge retention by 20%, improve employee engagement by 50%, and reduce development costs by 50%. It can also enhance the transfer of learning by enabling employees to apply their learning on the job, which can lead to better outcomes and results.


Microlearning can be applied to various types of training, such as:


  • Onboarding and orientation

  • Compliance and safety

  • Product and service

  • Sales and customer service

  • Soft skills and leadership



Benefits of Microlearning


Microlearning, a method that delivers bite-sized, easily digestible learning content, offers numerous benefits. For employees, it provides a flexible, accessible learning process tailored to their needs and interests. It enhances memory and comprehension, saves time, supports problem-solving at work, and boosts confidence and motivation. For employers, microlearning allows for easy content updates, requires fewer resources, helps identify and close skill gaps, promotes a positive workplace culture, and enhances employee satisfaction and loyalty by valuing their development. It’s a win-win for both employees and organisations.



5 Performance Metrics to Track Microlearning’s Outcomes


1. Knowledge Application


One of the most important metrics to measure the impact of microlearning is knowledge application. Knowledge application refers to the extent to which employees are able to apply the skills and knowledge they acquired from the micro sessions to their real-world tasks and situations. Knowledge application is a clear indicator of whether the program is effective or not.


To measure knowledge application, you can use various methods, such as:


  • Observing and monitoring the employee’ behaviour and performance on the job

  • Conducting surveys and interviews with the employee and their managers

  • Using quizzes and tests to assess the employee’ understanding and recall of the content

  • Using simulations and scenarios to test the employee’ ability to solve problems and make decisions

  • Using analytics and data to track the employee’ progress and achievements



2. Productivity


Another metric that can help you measure the impact of microlearning is productivity. It refers to the amount of time and resources that are required to complete a task or a process. Productivity can be influenced by various factors, such as the complexity of the task, the level of skill, the availability of tools, and the quality of training. Micro lessons can improve speed and efficiency by providing employees with the right information at the right time and in the right format.


To measure productivity, you can use various methods, such as:


  • Comparing the time management and cost effectiveness of completing a task or a process before and after the program

  • Measuring the productivity and output of the employee and their teams

  • Evaluating the customer satisfaction and loyalty

  • Calculating the revenue and profit generated by the employee and their teams


3. Performance


Performance is another metric that can help you measure the impact of microlearning. Performance refers to the degree to which the work performed by the employee meets or exceeds the standards and expectations of the organisation and the customers. Performancecan be affected by various factors, such as the accuracy, completeness, consistency, and creativity of the work. It can improve performance by enhancing the employee’ knowledge, skills, and confidence.


To measure performance, you can use various methods, such as:


  • Reviewing and rating the work done by the employee and their teams

  • Collecting and analysing the feedback and ratings from the learners and the stakeholders

  • Identifying and reducing the errors and defects in the work

  • Recognizing and rewarding the best practices and innovations in the work



4. Refinement


Refinement is another metric that can help you measure the impact of microlearning. Refinement refers to the decrease in the number and severity of mistakes and failures that occur during the execution of a task or a process. Refinement can be influenced by various factors, such as the complexity of the task, the level of skill, the availability of tools, and the quality of training. Microlearning can reduce errors by providing employees with the relevant and timely information and guidance.


To measure refinement, you can use various methods, such as:


  • Counting and categorising the errors and failures that occur during the task or process

  • Measuring the impact and consequences of the errors and failures on the organisation and the customers

  • Analysing the root causes and patterns of the errors and failures

  • Implementing and evaluating the corrective and preventive actions


5. Qualitative Feedback


Qualitative feedback is another metric that can help you measure the impact of microlearning. Qualitative feedback refers to the opinions and perceptions of the employee and other stakeholders about the program. Qualitative feedback can provide you with valuable insights into the strengths and weaknesses of the program, as well as the opportunities and challenges for improvement. It can obtain positive qualitative feedback by meeting the employee’ needs and preferences.


To measure qualitative feedback, you can use various methods, such as:


  • Conducting surveys and interviews with the employee and other stakeholders

  • Collecting and analysing the comments and suggestions from the employee and other stakeholders

  • Using social media and online platforms to monitor the reactions and sentiments of the employee and other stakeholders

  • Using testimonials and case studies to showcase the success stories and best practices of the program


Check out the infographic below for a quick guide on 'how to deliver microlearning content effectively.'


An infographic on effective formats for delivery microlearning content.


Final Thoughts


Microlearning is a powerful and effective training strategy that can improve employee performance and business outcomes. However, to ensure that the learning is delivering the desired results, it is important to measure its impact on employee performance. By using the 5 employee performance metrics discussed, you can evaluate the ROI of your programs and identify areas for improvement. So, why wait? Embrace microlearning now and elevate your organisation’s performance and results.


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