Grovo’s Microlearning Framework: 4 Keys to Creating Great Content

What is Microlearning® content?

The answer to that question often comes in many forms. It’s learning content that’s short. It’s content that focuses on one learning outcome. It’s content designed to give people support where they need it. But there’s another critical element to understand—every piece of Microlearning content needs to provide substantial value. Microlearning can’t be too short or too focused, or even too specific to one scenario.

At Grovo, we’ve spent years defining and refining what it means for content to be Microlearning. We’ve developed a framework that all Microlearning content should follow, and we’re excited to share it with you in our new white paper, “Grovo’s Microlearning Framework: Four Keys to Creating Great Content.”

Defining Microlearning Content

The most important thing about Microlearning content isn’t how long it takes to consume–it’s about what’s in it. To truly be Microlearning content, a lesson needs to:

Appeal to learners: Creating short content doesn’t guarantee you’ll capture the audience’s attention. Earning your learners’ attention—whether through a story, statistic, reflection question, or personal anecdote—is essential to every piece of Microlearning content you create.

Provide meaningful insight: Adding your point of view, or highlighting an idea that your audience might not have thought about, will give your Microlearning content the substance it needs to be truly valuable to your learners.

Clarify the most important point: Microlearning lessons should have one clear, important takeaway that is obvious to your learners. Your content should have a high point—an apex—that will stick with your learners long after they’ve completed the lesson.

Help learners transfer the material: The ultimate goal of Microlearning lessons is to help learners transfer what they’ve learned from your lesson to their life. Every Microlearning lesson needs examples, tactics, assessments, and other cues that will help your audience truly internalize what you’re trying to teach.

Making great Microlearning content is still an art—it takes creativity and skill to develop lessons that engage and help learners. But the days of arbitrary, ambiguous, and even conflicting definitions of Microlearning are over. Instead of guessing if your content fits the Microlearning smell test, you can use our white paper to start making Microlearning content that will help your learners–and your organization–succeed.

Leadership Microlearning New Content

Announcing New Lessons to Prevent Discrimination in Hiring

When it comes to hiring, it seems fair to say that most people don’t want to discriminate. We want to hire fairly because we want the best people for our teams, and because we believe in the value of diversity and inclusion.

But as it turns out, hiring fairly isn’t always so simple. For example, did you know looking at a potential hire’s social media profile can lead to unconscious bias? And there are plenty of other bias-inducing pitfalls in the hiring process, like posing interview questions to some applicants and not others, or allowing salary negotiations to lead to unequal pay.   

Many companies struggle to diversify their workforce. While we may not set out to discriminate against others, bias is complex—and gets in where we least expect it. Without careful attention, it can keep you from hiring the best people for the job, and even get your company into trouble.

Grovo’s latest learning program will help you establish a fair hiring process—from recruitment through to the offer letter—that will both ensure your practices are in compliance with anti-discrimination laws, and enable you to hire the best applicants for the job.

Created by content producer Ashley Thomas, our new Prevent Discrimination in Hiring Microlearning content includes the following topics:

  • Avoiding legal risks and discrimination claims: From navigating national and local laws to working with HR, learn what you can, can’t, and should do to be in compliance.
  • Creating fair practices throughout the hiring process: Learn how to create fair practices for recruitment, screening, interviewing, and issuing job offers.

Preventing discrimination in hiring is a key step to having a diverse and inclusive workplace—and crucial to the success and longevity of the company. Watch our lesson, “Eliminate Discrimination in Recruitment” to start closing the potential for bias in your hiring practices.


Microlearning: The Modern Strategy for the Modern Workplace

I’ve said it before and I’ll say it again: Microlearning needs to be a part of every organization’s learning strategy. Today’s employees are yearning for learning, and it’s not enough to just give them learning resources and call it a day.

That’s why Grovo focuses both on creating the Microlearning® content that will enable organizations and their employees to thrive, and on empowering companies to create effective Microlearning strategies.

Microlearning as a Strategy

Microlearning is the strategy that most effectively responds to today’s workplace dynamics. And as L&D practitioners, we know that we need an updated approach. Josh Bersin recently presented a compelling view of this shifting landscape and the need for a revised strategy. Simply put, a Microlearning strategy leverages the impact of defined learning moments, delivered to employees within their workflows, so they naturally adopt new behaviors over time. Microlearning is the strategy that meets learners where they are now.

We know that the workplace looks different than it did even 10 years ago. On one hand, organizations are becoming flatter and less hierarchical in response to market pressures, digital transformation, and fierce competition. On the other hand, we’re seeing that companies and employees alike are prioritizing learning and development opportunities. These forces combine to place tremendous pressure on companies to upskill their employees more rapidly, while preparing them for a changing workplace.

With that in mind, we propose a three-step approach to developing a Microlearning strategy:

Step 1: Start Small

Every learning strategy begins by spotting behaviors that help or hurt your company’s goals. Learn to identify problematic behaviors, validate the root cause, and align your strategy with your company goals.

Step 2: Stay Focused

After you’ve targeted a critical behavior, maximize your impact by identifying and de-prioritizing competing priorities.

Step 3: Make it Stick

A Microlearning strategy must leverage the impact of small learning moments to help employees adopt new behaviors over time. Give your employees opportunities to practice new skills in context so they can transfer knowledge and skills into their daily routines.

A successful Microlearning strategy should be a component of your overarching L&D strategy and, ultimately, aligned with your company’s goals. Download our newest white paper, “Microlearning: The Modern Strategy for the Modern Workplace,” now to learn how you can equip your employees to thrive.