Learning and development have always been crucial to a thriving workforce, and there should be a balance of the two for your career to grow long term. The good news is that even as the professional world evolves so rapidly, so do the ways we can acquire knowledge and skillsets. If you have not heard of micro learning courses before, it is a bite-sized, easily digestible method of delivering education—a stark contrast to the traditional learning model of formal classrooms and structured models.

The question is, which of these methods better serves today’s workforce? Let’s break it down.

What is microlearning?

Microlearning is designed to fit in our busy, professional lives by providing knowledge on the go without requiring the large time commitments. To give you a more specific idea, microlearning is those quick interactive quizzes, concise infographics, and even videos shorter than five minutes that deliver the information efficiently. The best part is that microlearning aligns perfectly with how we consume content daily.

The Appeal of Traditional Learning

However, despite its modern counterpart, traditional learning still holds weight, as this format has already established its value in the industry, where certifications and highly technical knowledge are formally acknowledged—something that is necessary for career advancement, as it deep dives into complex subjects. Traditional learning values the importance of face-to-face interaction, fostering collaboration, and providing detailed feedback for opportunities later on.

The Shift in Workforce Preferences

Today’s workforce is diverse, tech-savvy, and values flexibility, while many employees prefer learning that fits their schedules; the desire for meaningful growth and career development still exists. Here are some of the shifts we see in both learning schemes:

• Microlearning is time-efficient as well as cost-effective for companies, with access on demand and updates in real time, with new information at hand. However, if you have not known the subject matter in depth prior to learning, this scheme might feel limited and might be difficult to integrate well. Thus, this should not be the method for complex subjects.
• Traditional learning is comprehensive and in-depth and is formally recognised as qualifications for re-ranking, but it takes too much of your time, is resource-intensive, and is not for those people with busy schedules, as it requires you to have discipline.

The Best of Both Worlds

Here’s the kicker—you don’t have to choose one over the other, as many Australian companies are now blending microlearning with traditional approaches. If you are to ask us which is better, the answer will always depend on how unique your workforce is in terms of their learning styles. And the good thing about the hybrid approach is that the strengths of both methods are heightened, fostering continuous learning, adaptability, and a forward-thinking mindset.

Informative. Fast. Straight to the point. The key here is to recognise that different learning styles suit different needs. Learn to embrace the uniqueness of your workforce, so you can show your employees that you value their growth without compromising their productivity. By embracing both learning styles, you equip your workforce with the right tools to succeed, one lesson at a time.