For decades, workplace learning has followed a familiar script: gather everyone in a room (or a virtual one), hand out the slides, and hope the training sticks. But lately, a new contender has entered the ring: microlearning, a bite-sized, flexible approach to professional development that’s rapidly redefining how we think about training.
So which approach actually works better? And more importantly, which suits the way modern teams really work?
What Microlearning Actually Means
Microlearning is all about short, focused bursts of content think five-minute videos, quick scenario quizzes, or interactive explainers that can be completed on a lunch break. The idea isn’t to replace traditional learning entirely, but to make knowledge easier to absorb and apply.
Research consistently shows that smaller, spaced-out learning sessions improve retention. When employees can access content as and when they need it, they’re far more likely to remember and use what they’ve learned. For fast-paced businesses, that’s a major advantage.
The Case for Traditional Training
Traditional training still has its strengths. It offers a structured environment where people can dive deep, ask questions in real time, and develop a comprehensive understanding of complex topics. Workshops and seminars also foster collaboration and a shared learning experience, something microlearning, by its very nature, can struggle to replicate.
There’s also something to be said for dedicated time away from the daily grind. An all-day session forces focus. In contrast, shorter modules can be too easy to skip or half-watch between meetings.
Finding the Right Balance
It’s not really a question of microlearning versus traditional training, it’s how the two can complement each other. The best organisations are already blending them: using microlearning for quick refreshers and compliance updates, and reserving longer training sessions for deep dives, leadership programmes, or team development.
By combining both, employers can build learning cultures that are both efficient and human, flexible enough to meet people where they are, yet robust enough to deliver meaningful growth.
Why It Matters for Recruitment
For agencies like Proximity Recruitment, understanding how clients approach learning and development is essential. A company’s investment in training isn’t just about skill-building, it’s a sign of how they value their people. Candidates today are looking for roles where they can grow, not just work.
When employers get learning right, offering both structure and flexibility—they don’t just retain staff; they attract better ones.