In the dynamic iGaming world, learning isn't just something you do occasionally—it's more like breathing: you need it constantly, and often, in very short bursts. Whether you've got five minutes, ten minutes, or half an hour to spare, learning has to fit into your schedule seamlessly. Today, we sat down with RISK L&D manager Valeriia Denysiuk to explore how microlearning can transform the learning experience in our industry. This is where microlearning comes into play, the answer to staying knowledgeable without feeling overwhelmed.
Picture trying to eat an elephant—it's impossible, right? But, if you take it one small bite at a time, suddenly, it seems more manageable. That's exactly what microlearning is: breaking down complex learning into bite-sized, easily digestible pieces. Instead of facing the daunting task of sitting through a three-hour course, microlearning allows you to focus on specific knowledge chunks. This approach is particularly valuable in an age when information overload can be paralyzing—a short burst of learning that sticks is far more effective than an overwhelming lecture that intimidates.
Research has shown that microlearning improves knowledge retention by up to 20% compared to traditional learning methods. The reason for this is that microlearning leverages the spacing effect—breaking content into smaller parts helps the brain to process and retain information more effectively.
This is why platforms like TikTok have become so popular—because they offer small doses of entertainment or knowledge that don’t feel time-consuming. People feel like they’re not investing much time, even if cumulatively, the minutes add up. Microlearning follows a similar concept: deliver the value-packed content in a short form to keep learners engaged.
Microlearning works—but it's important not to treat it as the be-all and end-all of learning. In a company context, microlearning serves as a complement, not a replacement, for comprehensive learning. It’s perfect for quick refreshers or reminders about important policies and procedures. Microlearning can remind employees of essential topics, while deeper information resides in more traditional resources like the company knowledge base.
The key here is that microlearning is an amazing addition—but not the only solution. Think of it as one tool in your learning toolkit. Even TikTok can serve as an effective learning tool, depending on how the content feed is curated. The success of microlearning largely depends on how it's structured and approached.
When it comes to absorbing knowledge, there’s a big difference between being handed insights and discovering them yourself. The sense of excitement and accomplishment that comes from figuring something out is crucial. Therefore, while microlearning offers information directly, it's equally important to let people reach their conclusions, allowing space for independent thought and discovery.
The core principles of microlearning include autonomy, discipline, and interesting presentation. It’s vital to ensure that microlearning doesn’t become micro-managing or “babysitting” employees. The aim is to motivate people to learn, not force them. Learning is inherently challenging, and not everyone is eager to dive into it—which is why engagement remains a significant hurdle for L&D professionals.
Gamification is a fantastic way to incorporate microlearning. Studies indicate that gamified learning can lead to a 60% increase in engagement and motivation levels. Consider language-learning apps, for instance—you see your overall goal, earn achievements, and track your progress in just five minutes a day. Applying a similar approach in the workplace makes sense. For companies the best way is to embed microlearning into our onboarding process, offering insights into processes, skills, and even team introductions between receiving an offer and starting on day one. This keeps the connection alive and supports smooth pre-onboarding, avoiding the “vacuum” that can happen during the waiting period.
Another trend is gamified platforms for enhancing skills. One example that comes to mind is Elevate—a tool that turns skill-building into a game. You can play games while simultaneously learning English, unlike other platforms that use guilt or fear of losing progress as motivators. Authentic engagement is crucial here, where the learner wants to come back, not because they’re afraid of falling behind, but because they’re genuinely interested.
Microlearning and mobile learning (m-learning) go hand-in-hand. Imagine accessing quick lessons on your phone after closing your laptop at the end of the day—the phone is always nearby. As an all-in-one solution for the company it could be a mobile app that offers microlearning, gamification, product courses, and more—all accessible from the phone. It’s easy to complete a short course, get reminders for pending tasks, and track the progress.
However, it’s important to keep microlearning in different formats—not just mobile but also accessible on computers. Some people prefer not to download work-related apps onto their phones to maintain a healthy work-life boundary. Flexibility and personalization are vital here.
Another relevant trend is micro-gaming learning, which is great for skill development. The underlying idea here is that you can't give knowledge to someone—you can only create an environment where they choose to learn it. We can offer all the tools and resources in the world, but unless someone is ready and motivated to grow, there won’t be much progress.
The biggest trends driving microlearning include gamification, mobile learning (m-learning), AI-driven content (such as generated videos and learning games), and personalization. Personalizing learning paths is particularly important since everyone learns at their own pace and with different motivations. Although building personalized routes is a complex task, it’s a crucial one that pays off in learner satisfaction and results.
AI tools are becoming increasingly popular in microlearning, allowing for content creation and personalization at scale. For example, AI can generate microlearning videos or quizzes tailored to each individual's learning preferences.
How do we know if microlearning is working? We measure engagement, satisfaction, and pre- and post-assessment results. We can track performance outcomes and evaluate how well skills are applied in practical work scenarios—whether microlearning leads to actual changes in work processes. It's not enough to learn something; the knowledge must be implemented effectively.
According to a study conducted by the Journal of Applied Psychology, microlearning can make the transfer of learning 17% more efficient. This demonstrates that microlearning, when done right, not only makes learning accessible but also helps translate it into actionable work outcomes.
L&D teams play a vital role in microlearning. We work closely with managers to identify which skills need to be developed, design learning programs, provide resources, implement the process, and analyze the outcomes. There's also an element of internal marketing here—ensuring that employees know about and are interested in these learning opportunities. Importantly, L&D isn’t just about managing courses; it’s about managing knowledge. The current hiring trend is shifting from filling positions to filling skill gaps, making knowledge management more crucial than ever.
Microlearning won’t replace existing training programs but will complement them, providing a well-rounded learning experience. When there's a need to rapidly gain fundamental knowledge, intensive training sessions work better. But, for continual skill-building, microlearning is ideal.
How do we make sure knowledge gained through microlearning sticks? Periodic reminders, tests, and reflective surveys can help. For instance, every two weeks or once a month, we could prompt learners with a reminder: “Let’s revisit what you learned” or a reflection question like “What have you implemented so far?” This supports self-learning, self-coaching, and provides a checkpoint for L&D to assess whether their tools are effective.
We can also encourage knowledge-sharing sessions. Imagine a team of employees completing a learning module—they could come together to discuss case studies, share experiences, and talk about insights gained. Asking questions like “What has changed for you since the training?” adds another layer of reflection. Similarly, we could track changes through 360-degree feedback surveys, asking how managers have evolved since the training.
In today’s fast-paced iGaming industry, learning has to be flexible, engaging, and effective—just like air, something you can’t live without. Microlearning provides a means to deliver valuable knowledge without overwhelming employees, making it an essential tool for continuous learning.
At RISK, we’re embedding microlearning throughout the employee journey—from onboarding to skills development—to ensure that our people grow in sync with the company's needs. Whether through gamified learning, personalized m-learning, or effective reinforcement techniques, microlearning is shaping the future of how we learn and grow in the workplace.
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