Microlearning: keep each activity focused on a useful goal

Identify the essential information or action for the activity. Remove material that belongs to another topic and tell the employee what they will be working on.

Check whether the objective fits a short activity. A complex process may need several connected lessons or practical training, rather than being compressed to meet a time limit.

Illustrative example for fintech infrastructure teams: one short activity asks an implementation hire to find the approved sandbox-access instructions and identify the internal owner for an unresolved request. A follow-up with that owner handles any missing access. The activity teaches a route to help; it does not grant permissions or establish technical readiness.

Examples include a short video, step-by-step instruction, blog, podcast, infographic or interactive challenge. Use the form that helps explain the topic and that employees can access in their working environment.

Keep the activity easy to find again. A focused reference can help someone return to the information they need without searching a larger course for one relevant detail.

For the sandbox-help example, the objective is to find the current instructions and the right internal owner. Keep the activity focused on that route; technical access approval and practical implementation training belong in their own steps.

Discuss how employees will make time for learning. A short activity may fit into a working day more readily than a long course, but it still needs a relevant purpose and the opportunity to use the information.

Check the mobile experience where employees will use it. Short content alone does not guarantee that the text, controls or activity work well on a smaller screen.

Use captions or a text alternative for a short video, and check whether a reference is usable without sound or on a limited connection. Keep the learning time part of the work plan rather than assuming employees can fit it into breaks.

Arrange the activities in a sequence that supports the work. Let employees revisit information and practise what they have learned, with questions or feedback where they need clarification.

The e-learning guide explains the distinction between preparing content and delivering it. Keep the learning pathway understandable so employees know how a small activity relates to the wider topic.

Ask which parts were useful and where the employee needs more explanation or practice. Adjust content that is too broad, unclear or disconnected from their role.

Use the learning culture guide to plan the support around those activities. Review the employee's understanding alongside completion, especially when the work requires evidence of what they can do.