The Rise of Microlearning: Is Bite-Sized Content the Answer to Employee Engagement

Author: Chantelle van den Heever

Traditional learning methods just aren’t trendy any more. Long courses and lecture-style learning modules are being replaced by short, on-demand lessons designed for busy schedules.

But does slicing learning into bite-sized chunks actually improve engagement? Or are we making training easier to consume without making it more effective? While microlearning has its place, it isn’t a silver bullet. Some things just can’t be shrunk into a five-minute video.

But how do you know the difference? Is one the better option over the other? Let’s separate the hype from the reality.

The Argument for Microlearning

For companies looking to increase engagement, improve knowledge retention, and integrate learning into daily workflows, microlearning presents a compelling alternative.

Here’s why businesses are turning to microlearning:

• Designed for how people learn: Research on cognitive load theory shows that the brain absorbs and retains information more effectively when delivered in small, digestible chunks. Microlearning aligns with this, helping employees process and apply knowledge faster.
• Fits into busy schedules: Instead of disrupting productivity with long training sessions, microlearning offers quick, targeted lessons that employees can complete in minutes (without stepping away from their work).
• Better retention through spaced learning: Studies show that reinforcing knowledge over time significantly improves recall. Microlearning naturally supports this approach, making learning stick without overwhelming employees.
• More engaging formats: Traditional e-learning can feel like a chore. Microlearning leverages videos, interactive scenarios, and gamification to increase engagement and motivation.
• Just-in-time learning: Whether it’s a compliance refresher, a troubleshooting guide, or an onboarding snippet, microlearning delivers relevant information at the moment of need, making it practical and immediately useful.

But Why It Isn’t a “Solve All”

Microlearning has its strengths, but it’s not a universal solution. While it works well for quick, targeted knowledge, some skills require depth, critical thinking, and hands-on practice.

Here’s where microlearning falls short:

• Complex topics need deep learning: Leadership development, strategic thinking, and advanced technical skills can’t be mastered through bite-sized lessons alone. These areas require discussion, reflection and real-world application.
• Lack of context: Breaking learning into smaller pieces can lead to fragmentation, making it harder to see the bigger picture. Without structured progression, employees may retain facts but struggle to connect them into actionable insights.
• Limited interaction and collaboration: Microlearning often focuses on individual, self-paced learning, which lacks the peer discussion and mentorship that are crucial for certain skills. In areas like team dynamics or conflict resolution, real-time collaboration matters.
• Engagement doesn’t equal mastery: Just because employees complete a short module doesn’t mean they’ve internalised the knowledge. Microlearning works best when reinforced with application, feedback and ongoing learning.
• Risk of oversimplification: Not everything can or should be reduced to a soundbite. Attempting to squeeze complex training into microlearning can strip away nuance, leading to superficial understanding.

Finding the Balance

The key isn’t choosing between microlearning and traditional learning. It’s knowing when/if to combine them.

Either and both can be used as part of a broader learning strategy. The key is understanding when to incorporate microlearning and when a more comprehensive approach is needed.

Where Do We Go From Here?

For organisations looking to improve employee engagement and knowledge retention, the real question isn’t “Should we use microlearning?” — it’s “How do we use it effectively?”

Microlearning isn’t the complete solution to employee engagement. It’s part of the answer. When combined with structured, high-impact learning experiences, it helps create a workforce that’s not just trained but truly prepared.

At VSLS, we help businesses design learning strategies that balance speed, depth, and real-world impact. Our team understands when to blend, when to innovate and when to turn to tried-and-tested approaches. We focus on generating Learning that doesn’t just tick boxes but that drives measurable change.