Microlearning is often seen as a better or more modern alternative to traditional, comprehensive online courses. In reality, microlearning and traditional online courses solve different problems and microlearning is not always automatically the best option.
The right training format plays a crucial role in learning success. The wrong format might reduce the learning outcomes, which is why careful consideration should be given to selecting the most suitable approach.
In this blog post, we explore tips on how to choose the training format that best fits your online learning needs.
What microlearning and comprehensive online courses mean in practice
Microlearning is learning that has been broken down into small, easily digestible units, each with one clear objective. Typically, a microlearning module lasts around 2 to 10 minutes, can be completed alongside everyday work, is accessible on any device, and is available whenever information is needed. Examples of microlearning modules include a 3-minute video on giving feedback, a short animation on information security, or a checklist that supports a specific task.
A comprehensive online course is a broader learning experience built from multiple subject areas and designed to develop competence systematically. These courses usually last from 30 minutes to several hours, include multiple modules, build understanding step by step, and often incorporate exercises and assessments. Examples of comprehensive online courses include a leadership training course for managers or project management fundamentals.
In short, the purpose of a microlearning module is to address a single learning need in just a few minutes, whereas a comprehensive online course develops knowledge and skills more holistically over time and requires a greater commitment.
When microlearning is a good training format
Microlearning works well in the following cases:
- A single, clearly defined topic, skill, or procedure. Microlearning works well for focused learning objectives, such as introducing a specific feedback model, how to use a new feature, or a customer service checklist.
- Quick access to information. Microlearning is effective when employees need information immediately. Learners can get answers in minutes without significantly interrupting their work, enabling learning in the flow of work. Examples: How does the new CRM feature work? What are the three steps of the updated process? How to do a certain task in the system?
- Reinforcement and memory retention. People quickly forget what they have learned if the knowledge is not revised. Short microlearning revision modules support retention and can be spaced over time, helping information to stay in long-term memory more effectively. For example, 3-minute revision modules delivered weekly after a cybersecurity training course.
- Content that needs updating often. In some industries, guidelines, products, or processes change continuously. When learners already have a foundational understanding of a topic, updates can be delivered efficiently through microlearning modules. Updating a single module is also often easier than editing an entire course.
- Learning alongside work. Many workplaces have limited time available for learning. When employees are busy, it is easier to fit a few minutes of learning into the workday than to schedule an hour-long course.
When a comprehensive online course is a good solution
A comprehensive online course works well in the following cases:
- Complex or critical topic or a topic that requires in-depth knowledge. Not everything can be effectively broken down into a few-minute learning experience. A comprehensive online course helps learners understand cause-and-effect relationships and build a complete picture systematically. Relying solely on microlearning may lead to a superficial understanding. Examples include employment law, financial management concepts, or responsible use of AI.
- Understanding the bigger picture. If learners only see isolated pieces of information, they may miss the broader context. For example, in data protection training, understanding a single rule is not enough. Learners must also understand the overall operating model and responsibilities.
- Long-term learning goals or building expertise. Short learning bursts alone are rarely enough to develop true expertise. Long-term learning objectives often require theory, discussion, practice, application, feedback, and assessment, making a comprehensive online course a more suitable solution.
- Certificates and compliance training. Organizations often need to demonstrate that employees have reached a specific competency level. Comprehensive online courses provide greater opportunities for assessments and training documentation, helping ensure the learners have achieved the required level of proficiency.
Learning objective should guide the format choice
The most important principle is choosing the right training format for the right learning need. Consider the following questions:
- What should the learner be able to do after the training?
- Is the goal to share knowledge or develop a skill?
- Are you teaching a completely new topic or revising an old one?
- Is a basic understanding sufficient, or does the learner need to deepen or apply their knowledge?
- How much time is available for learning?
- How fast does the user need to apply the knowledge?
- How critical is the topic for the organization?
In general, microlearning is best suited for revision, support, and fast learning, whereas comprehensive online courses are more effective for deeper learning and building competencies.
Key differences between microlearning and comprehensive online courses.
Combine training formats to ensure the best learning outcomes
The sections above outlined situations where microlearning works well and where a comprehensive online course is the better choice. However, the decision is not always either-or. Microlearning modules can be combined into broader learning experiences, and comprehensive online courses can incorporate microlearning elements. In fact, the most effective learning solutions often combine both approaches: online courses build foundational knowledge, while microlearning reinforces learning, supports retention, and brings knowledge into everyday practice.
Here are some ways to combine the two effectively.
Create a modular, microlearning-style structure to online courses
A long online course can be divided into smaller sections following microlearning principles. Instead of offering one single 60-minute module, the course could be structured into series of shorter sessions that could include for example a 5-minute video, 3-minute case study, and a short quiz.
When the content is organized into clear, manageable chunks, it becomes easier to absorb, cognitive load is reduced, and learning can feel easier. It is also easier to spread learning over time, which improves retention.
Utilize microlearning as part of a broader learning path
Learning can be structured as a learning path consisting of different types of activities, such as:
- Pre-course microlearning: Before the main course, the path can include short sections that spark interest in the topic, such as a 2-minute video on the topic, a short self-assessment, a quiz, or a case example. These activities can motivate the students and help them understand why the topic matters.
- Preliminary assignments: The path can also include tasks to familiarize the learners with the topic before the course begins, either brief or more extensive.
- The core course content can include theoretical knowledge and exercises that help the learners apply the knowledge in their work.
- Refreshers: After the course, the learned skills should be revised to ensure that the knowledge transfers better into long-term memory and is not forgotten when the course is completed. Short microlearning modules are good for revision. These could be for example an infographic summarizing the key takeaways, a quiz, a checklist, or a workplace scenario with practical exercises.
- Support materials: The learning path can also include supporting resources, optional further reading, and links to additional information sources.
Use online courses for core teaching and microlearning for revision and supporting the work
Comprehensive online courses are often necessary to explore a topic in depth. However, once the course has been completed, learners may need to revisit specific information when facing real-life situations at work. Instead of repeating the entire course, learners can access targeted microlearning modules that address specific topics. This makes knowledge easily available whenever it is needed.
For example: An employee completes an onboarding course on cybersecurity fundamentals. Later, while working remotely, they need to refresh their understanding of remote work security practices. Rather than reviewing the full course, they can complete a short microlearning module titled Checklist for remote work cybersecurity.
Utilize the possibilities of digital learning platform for creating the content and combining training formats
Digital learning platforms make it easy to build different learning paths, both microlearning experiences and comprehensive online courses. When content is designed modularly, individual modules can be reused across multiple learning paths and purposes, whether as standalone microlearning resources, larger courses, or blended solutions.
From an administrator's perspective, modular content is also easier to update. In addition, learning platforms collect learning analytics that can be monitored and used to continuously improve learning content and outcomes.
The right format supports learning - microlearning and online courses complement each other
Choosing the right training format should be driven by learning objectives, not by trends.
Microlearning is an excellent choice when learners need to learn quickly, refresh existing knowledge, solve a specific problem, or access information immediately. A comprehensive online course is better suited when learners need to understand a broader concept, build expertise, practice complex skills, or achieve a demonstrable level of competence.
However, the most effective learning experiences often combine both approaches: comprehensive online courses build the foundation of competence, while microlearning helps learners apply and retain that knowledge in practice.