As the workplace continues to evolve, so must our approach to employee training and development. Traditional training programs are historically long and unengaging, which is why shorter learning experiences are becoming popular.

Short-from learning are learning experiences designed to be brief and focused, often delivered in formats like microlearning modules, short videos or concise text. Though microlearning and short-form learning share similarities in brevity, they differ in purpose and structure. Short-form learning refers to concise training modules or lessons designed to cover a specific topic or concept in a short amount of time, typically 20-30 minutes.

This can involve comprehensive learning experiences, such as short courses or compact video lessons, that can still cover broader topics. Whereas microlearning are 2-5 minute bite-sized nuggets of learning delivered as quick videos, flashcards, or quizzes, with a strong emphasis on simplicity and immediacy. Microlearning can be a strategy for short-form learning, but it may not be sufficient for more complex topics.

In the new year to come, short-form learning could dominate corporate training for its ability to deliver high-impact results with minimal disruption and align with modern attention spans and just-in-time learning needs. Let’s evaluate why short-form learning can become a winning training strategy in the new year to come.

6 Benefits to Short-Form Learning in the Workplace

1.    Time efficiency to maximize productivity.

Time is a precious commodity. Traditional, multi-day training programs require significant time away from work, leading to lost productivity and increased costs for companies. For highly compensated professionals, spending several days in training can be especially costly, not to mention the backlog of tasks that await upon their return.

Short-form learning addresses this issue by offering focused, 2-4 hour sessions that allow employees to absorb relevant content without significantly disrupting their work schedule. These concise training blocks help employees gain new skills while still keeping up with their day-to-day responsibilities. As organizations continue to demand greater efficiency, short-form learning’s time-efficient model can become the go-to approach for employee development.

2.    Improved retention and practical application.

Traditional training often presents a large volume of information in a short amount of time, which can overwhelm learners. Without immediate opportunities to apply what they’ve learned, much of this knowledge is quickly forgotten. Additionally, without practice, employees can struggle to integrate new concepts into their daily work.

By focusing on key topics in each session and allowing time for immediate application, short-form learning can provide a practical way for employees to retain new knowledge. Short, focused bursts of learning can be easier to absorb. Paired with practice, short-form training can significantly improve memory retention. Moving forward into the new year, organizations may start to prioritize application-driven training to ensure employees can quickly implement their skills and drive tangible results.

3.    Customization and personalization.

Traditional training programs are often designed with a one-size-fits-all mentality, meaning all employees, regardless of their skill levels, take the same course. This can create frustration for more experienced employees who may feel held back, while beginners may struggle to keep up. The result is an inefficient training experience that fails to meet the needs of all learners.

Short-form learning, however, is inherently flexible. Companies can combine pre-work modules, completed at employees’ own pace, with focused live sessions to ensure that all participants have a similar baseline of knowledge. This can allow instructors to focus on more advanced topics and give learners the flexibility to move through content at their own speed. Organizations increasingly continue to lean toward personalized learning experiences to cater to the unique needs of each.

4.    Increased accessibility through self-paced learning.

One of the biggest advantages of short-form learning is its ability to integrate self-paced learning. This is particularly important for global or remote teams, where employees may be located in different time zones and have varying schedules. Self-paced modules can allow employees to engage in training when it’s most convenient, whether early in the morning, late at night or during weekends.

This accessibility can ensure that learning opportunities aren’t limited by time zone differences or rigid schedules. As more companies adopt remote or hybrid work models, the flexibility offered by short-form learning can become a major advantage. With short-form learning, employees can participate in training that fits into their schedules, such as asynchronous modules.

5.    Cost-effective and scalable.

Traditional training programs can be costly, not only in terms of training fees but also for travel, accommodation and time away from work. This can be especially burdensome for larger organizations that need to train a significant number of employees.

Short-form learning can provide a cost-effective solution. Its modular nature can help companies train more employees at a lower cost, with fewer logistical expenses. Training sessions are shorter, meaning less time is spent away from work. With its ability to scale across teams or departments, short-form learning can provide an affordable solution for upskilling a larger workforce. This can also help companies scale their training solutions to maximize return on investment (ROI).

6.    Better long-term results.

The ultimate goal of any training program is to improve employee performance. Short-form learning’s focus on immediate application and consistent reinforcement can ensure that employees retain and apply what they’ve learned in the long term. By developing shorter training sessions and opportunities for learning reinforcement, employees can continuously build on top of their skills.

This method can not only increase knowledge retention but also promote the integration of new skills into day-to-day work, resulting in more meaningful, sustainable improvements. In the new year to come, organizations may begin to seek training that drives long-term performance. Short-form learning’s emphasis on practical application could help deliver measurable, lasting results.

Conclusion

As we prepare for the new year ahead, short-form learning can become the preferred method for employee development. Its time-efficient structure, practical focus and flexibility can make it the ideal solution for modern organizations that need to train their workforce while maximizing productivity and minimizing downtime.