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The idea is to get information into employees’ brains quicker and easier by cutting it into smaller pieces. Bite-sized learning has the potential to transform the way employee training is provided. 

Not so surprisingly, the biggest barrier to learning at work is time – Bersin at Deloitte. Tackling the challenges of upskilling and training employees is no mean feat.  

YouTube videos are a great example of bite-sized learning where the videos are time-stamped. We can instantly skip to the topic we want by clicking on the time against the given topic. As a result, we do not necessarily have to watch the entire video if we don’t want to.  
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Source: Zanet

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Bite-sized learning focuses on a single topic, task, or learning objective at a time. There are multiple ways to make use of bite-sized learning in employee training. This saves us both time and money.  

Here are the 5 major reasons that will have you convinced! 

 

5 reasons to adopt bite-sized learning in your training program: 

We can only say the training program was a success if the outcome shows that the employees can implement what they learned in the training course. One of the things to measure is the course completion rate.  

Because what does the learner implement if they haven’t learned? Bite-sized learning gives a 90% rate of completion.  

 

#1 Available in Time of Need 

Bite-sized courses are easily accessible even via smartphones. Employees get yet another easy way to access the course and choose the exact topic they’d like to learn.  

For example, going over a quick overview of using a certain software feature. In this case, I definitely wouldn’t want to go through a 60 minutes clip to search for what I need. It is convenient for me to click on a simple 2-minute video on that particular feature, rather than going through the entire 60 minutes clip to learn all the features.

  

#2 Increase in Information Retention  

All of us like that sense of fulfillment when a task is completed without feeling tired. Sitting through long hours and absorbing new information can be awfully tiring.  

Watching 10 mini videos in 20 minutes helps in better information retention and does not feel tiring. Completing 2–3 bite-sized modules also gives a better sense of achievement than being halfway through one long-term traditional training program.

 

#3 Flexibility- Place and Time 

Learning has always been about learning and then putting it into practice. Another upper hand that bite-sized learning modules give is to access the course anywhere and on any device. 

It’s a great way to get up to speed on new topics and to ensure that the new skills are put to use. Learning based on requirement and flexibility- Two major secrets behind this model being widely accepted in employee training.  

Hands-on practice right after consuming bite-sized theories also helps in putting the newly acquired knowledge to good use.

 

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#4 Focuses on the Learners 

The concept of bite-sized learning comes from a concept called “chunking”, developed by psychologist George Miller in the 1950s. It is based on the assumption that the human brain is only able to retain a small portion of what it has learned.  

By integrating micro bites in the learning path in a flexible manner, learners will be able to discover what interests them at the pace they choose, on a device of their choice. The idea of following this module is to serve the customized learning requirement of the employees. 

 

#5 Independent Learning 

The responsibility to solve a problem is now carried by learners themselves. 

Employees are more inclined to experiment, innovate, identify challenges and propose solutions when the learning journey becomes more tailored to their interests. 

As a result, the course completion rate does not suffer; Brings the best ROI to your L&D strategy. 

 

Get started with implementing bite-sized learning in your employee training: 

Develop the training goals and employee’s knowledge needs. Bite-sized learning models can be fit into employees’ schedules easily. Create bite models that fit in right for their knowledge gap- wait for the course completion and then, evaluate the training outcome. Read in detail here.  

Choosing the right platform is important to ensure the quality of training remains the same. A good blend of theory and hands-on practice gives a wholesome learning experience to the learners. It is important to choose the right learning platform so that you can deliver the right training to your employees. 

Does your bite-sized learning platform allow you to get hands-on practice?  

 

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