Marketing is evolving to reach Millennials, is your development and training evolving to reach Millennial employees? Adapting your leadership development and training in order to train Millennials is a must for your organization to sustain a solid pipeline of talent, improve employee retention, and reduce recruiting costs. 

Train Millennials Using Microlearning to Score Their Attention and Retention

The corporate e-learning landscape will need a makeover if it’s going to engage and effectively train Millennials. In fact, only 20% of Millennials say that their employers adequately provide the training opportunities required to keep up with needed job skills. The solution is the key learning trend of 2015, microlearning.

What is Microlearning

Microlearning provides training in small learning units and short-term learning activities delivered in a convenient and accessible manner. Content is distributed in “microscopic” learning bursts that are typically 2-7 minutes in length.

Related Read: 18 Next Generation Statistics To Help Shape Your Millennial Training And Future Proof Your Organization

Why Microlearning

Researchers will tell you that not only are Millennial’s behavior changing because of technology but their neurological pathways are being rewired. Millennials think and act differently. They approach problems differently thus require an evolved learning approach.

Done right and microlearning can play to the technology strengths and preferences of Millennials. Millennials will respond favorably to microlearning for the following reasons.

  • Microlearning is on-demand.
    Deploying training via streaming video, quick-to-read articles, interactive quizzes, etc. on multiple devices through various web technologies and allowing learners to pull down the content makes delivering microlearning ideal for Millennial training.


  • Microlearning is quick.
    Microlearning requires a shorter attention span so there is less cognitive load on learners and information is easier to absorb, retain, and recall. Microlearning matches human brain processing capabilities (especially Millennials) which makes it a fit for today’s fast-paced and hyperconnected workplace.


  • Microlearning is crowdsourced.
    Microlearning allows for crowdsourced learning, where in-house subject matter experts can share their expertise which enables the training to be leader-led vs instructor-led. Great for Millennials eager to contribute.


  • Microlearning is collaborative.
    Learners are able to ask questions via microblogging and collaborative technology (like Slack or Yammer) where users can rely on the crowd to get swift, real-time answers. Microleraning collaboration helps build relationships, diminish silos, shrink geographies, enhance personal influence, and share news.


  • Microlearning is nimble.
    Designing training with short intervals and bite-sized information allows for piloting short lessons...a Millennial must. Short intervals also allow for relevant training to be available quickly.


Related Read: The Next Generation Training Needed To Develop The Future Worker

Examples of Microlearning

  • Kahn Academy tackles math, science, computer programming, history and more by leveraging practice exercises, instructional videos, and a personalized learning dashboard that empower learners to study at their own pace online and offline. 
  • TED (technology, entertainment, and design) spreads ideas by short, powerful talks that are 18 minutes or less.
  • Countless entrepreneurs today (take Jon Acuff for example) are leveraging short YouTube video series to help people microlearn.


Leverage microlearning to gain attention, sustain immersion and promote retention of your Millennial workforce.

Although microlearning is ideal for Millennials, the appeal for microlearning extends well beyond the Millennials. The below infographic highlights how traditional training is inefficient for any employee in today’s shifting workplace.

Why-Microlearning-is-the-Training-Solution-infographic-by-Grovo 2

Question: Have you experimented with microlearning? Why or why not?

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