Enhancing Employee Performance with Microlearning: A Deep Dive into the 70:20:10 Model

In today's fast-paced work environment, traditional training methods often fall short in equipping employees with the necessary skills and knowledge to excel in their roles. Microlearning has emerged as an effective strategy to bridge this gap, offering on-the-job support and significantly enhancing employee performance. By delivering bite-sized, focused learning modules, microlearning aligns perfectly with the principles of the 70:20:10 model of learning and development. This model asserts that 70% of learning occurs through workplace experiences, 20% through social learning, and 10% via formal structured learning. Let’s explore how microlearning integrates with this model to optimize employee development.

The 70:20:10 Model: A Brief Overview

The 70:20:10 model, developed by Morgan McCall, Michael M. Lombardo, and Robert A. Eichinger at the Center for Creative Leadership, provides a robust framework for understanding how adults learn in professional settings. The model suggests that:

• 70% of learning comes from on-the-job experiences: This involves solving real-life problems, taking on challenging tasks, and gaining practical insights through daily activities.

• 20% of learning is derived from social interactions: This encompasses mentoring, coaching, collaboration, and learning through observation and feedback from peers and leaders.

• 10% of learning is from formal education: This includes structured courses, workshops, and training programs designed to impart specific knowledge and skills.

Microlearning and On-the-Job Experiences (70%)

Microlearning is inherently practical, making it an ideal tool for facilitating on-the-job learning. Here’s how it aligns with the 70% component of the model:

1. Immediate Application: Microlearning modules are typically concise and focused on specific skills or knowledge areas, allowing employees to quickly apply what they’ve learned to their work. This immediacy reinforces learning through real-world application, which is critical for retention and mastery.

2. Contextual Relevance: By delivering content that is directly relevant to an employee's daily tasks, microlearning ensures that the training is pertinent and immediately useful. For instance, a sales associate might receive a quick lesson on handling customer objections just before a client meeting.

3. Flexibility: Microlearning can be accessed anytime, anywhere, enabling employees to learn at the point of need. This flexibility ensures that learning doesn’t disrupt work but rather complements it, fitting seamlessly into the flow of the workday.

Microlearning and Social Learning (20%)

Microlearning also plays a significant role in facilitating social learning, the 20% aspect of the 70:20:10 model. Here’s how:

1. Collaborative Learning: Microlearning platforms often include features that encourage interaction, such as discussion forums, social media integration, and peer reviews. These features foster a collaborative learning environment where employees can share insights and best practices.

2. Mentorship and Coaching: Short, targeted learning modules can be used by mentors and coaches to support their guidance. For example, a mentor might assign a specific microlearning module to address a mentee’s area of improvement and then discuss the content in a follow-up session.

3. Feedback Mechanisms: Microlearning tools often incorporate feedback systems where learners can receive immediate input on their performance. This continuous feedback loop helps learners refine their skills and knowledge through social interaction.

Microlearning and Formal Education (10%)

While microlearning shines in practical and social contexts, it also complements formal structured learning, the 10% of the 70:20:10 model:

1. Reinforcement of Formal Training: Microlearning can be used to reinforce and supplement formal training sessions. After attending a workshop or a course, employees can engage with microlearning modules that reinforce key concepts and provide additional practice opportunities.

2. Pre-Training Preparation: Short modules can be used to prepare employees for formal training sessions, ensuring they have the foundational knowledge needed to maximize the benefits of the course.

3. Post-Training Follow-Up: Following formal training, microlearning can offer follow-up modules that help solidify the learning, address any lingering questions, and provide ongoing support.

Benefits of Microlearning in the 70:20:10 Framework

1. Increased Engagement: Microlearning’s bite-sized format is more engaging than traditional lengthy courses. Employees are more likely to complete and retain the information presented in short, focused bursts.

2. Higher Retention Rates: Research shows that spaced repetition and short learning sessions significantly improve information retention. Microlearning leverages these principles, helping employees remember and apply what they’ve learned.

3. Personalized Learning Paths: Microlearning allows for the creation of personalized learning experiences. Employees can choose modules that address their specific needs and learning preferences, fostering a more tailored and effective learning experience.

4. Cost-Effective: Microlearning is typically more cost-effective than traditional training programs. It requires fewer resources to develop and deliver and can be scaled easily across the organization.

Implementing Microlearning: Best Practices

To maximize the benefits of microlearning within the 70:20:10 framework, organizations should consider the following best practices:

1. Identify Key Learning Objectives: Start by identifying the specific skills and knowledge areas that need to be addressed. This ensures that each microlearning module is purposeful and aligned with organizational goals.

2. Leverage Technology: Utilize modern learning management systems (LMS) and mobile learning platforms to deliver microlearning content. These tools provide easy access, track progress, and offer analytics to measure effectiveness.

3. Integrate with Workflows: Ensure that microlearning is seamlessly integrated into the daily workflows of employees. This can be achieved by making content accessible through mobile devices, enabling learning at the point of need.

4. Encourage Social Learning: Foster a culture of collaboration and knowledge sharing. Encourage employees to discuss and share microlearning content, participate in forums, and provide peer feedback.

5. Continuous Improvement: Regularly review and update microlearning content to ensure it remains relevant and effective. Gather feedback from employees to identify areas for improvement and to keep the learning experience fresh and engaging.

Conclusion

Microlearning, with its focus on delivering concise and relevant content, fits seamlessly within the 70:20:10 learning and development model. By supporting on-the-job learning, facilitating social interactions, and complementing formal education, microlearning not only enhances employee performance but also fosters a culture of continuous improvement. As organizations continue to navigate the complexities of the modern workplace, microlearning offers a dynamic and effective solution to meet their evolving learning needs.