HOW

MICROLEARNING
ADDRESSES THE UPSKILLING NEEDS
OF THE MODERN EMPLOYEE
The Ideal Delivery Tool for Learners and L&D Leaders
 TABLE OF CONTENTS
3 INTRODUCTION

5 THE URGENT NEED FOR UPSKILLING

9 MICROLEARNING AND THE SCIENCE OF

LEARNING

13 HOW MICROLEARNING SUPPORTS

UPSKILLING PROGRAMS

17 MICROLEARNING IN ACTION: AN UPSKILLING

SUCCESS STORY

22 CONCLUSION

© 2023 ELB Learning. All rights reserved. 2

 INTRODUCTION
The business world is evolving at a
record pace.
At the same time, organizations are evolving their business and learning strategy to remain
agile and competitive during a time when working and learning from home are becoming
essential. Central to this transformation is the need to address skills gaps and prepare for
the coming years ahead.
91%
OF COMPANIES SAY UPSKILLING
HAS BOOSTED PRODUCTIVITY1
The adoption of new technologies, automation, and growing job role complexities are
forcing companies to adopt a re-training mindset to keep employees effective and

69%
productive. In a post-COVID-19 world, the need has become even more urgent. In the
wake of digital transformation and during a time of global talent shortages, upskilling is
becoming a winning solution for dealing with a precarious future.

OF ORGANIZATIONS ARE BUILDING MORE

SKILLS NOW THAN PRE-COVID-192

© 2023 ELB Learning. All rights reserved. 3

 With the transition
of many teams
moving to digital
environments, the
ability to train and
work in a virtual
environment has
become a new
hurdle.
We’re seeing a significant shift towards virtual
training and onboarding as well as virtual or remote
upskilling programs. We’re also seeing a significant
need to deliver effective training that truly addresses
the needs of learners and helps them build trust and
engagement with upskilling programs.
The time has arrived! We’re living in a time when
learning technology has evolved to the point where
it can supercharge virtual learning programs
to address both the needs of learners and the
businesses that support them.
Digital learning environments allow learning and
development (L&D) professionals to deliver highly
© 2023 ELB Learning. All rights reserved.
engaging programs by leveraging gamification,
video learning, virtual reality, augmented reality, and
more. Among these many innovative tools, learners
have gravitated toward microlearning as a preferred
mode of learning. Perfectly suited for asynchronous,
self-paced, and human-centered learning,
microlearning delivers the right amount of upskilling
training, at just the right time.
In this guide, we’ll take a closer look at how
microlearning can help overcome many obstacles to
learning, by providing an efficient and engaging way
to deliver upskilling programs. You’ll discover how
perfectly aligned the microlearning methodology
can be when it comes to reaching learners with
content that truly amazes, driving engagement and
especially retention.
Microlearning and upskilling can deliver a one-two
punch to help support new and existing employees
and propel your organization into the future of
work, learning, and business success. So let’s
begin exploring the many benefits of leveraging
microlearning to support your upskilling program
and drive measurable results and ROI for your
business and your team.
4
 THE URGENT NEED FOR
DID YOU KNOW UPSKILLING
THAT 60% OF
EMPLOYEES
Many employees are in dire need of learning
new technologies to remain competitive in their
specific job roles. The same pressure is felt by
new employees, including Gen Z workers and As jobs are transformed by the

BELIEVE THEIR
millennials who expect to require reskilling technologies of the Fourth Industrial
throughout their entire careers. In fact, when Revolution, we need to reskill more
searching for a new job, Gen Z prioritizes growth
than 1 billion people by 2030, quotes
opportunities and professional development
the WEF.

CURRENT SKILL
as the number one factor when it comes to
choosing an employer. It’s not a secret that the
new workforce generation expects more flexibility And, across G20 countries, failing to
in their long-term careers. They’re looking for meet the skills demand of the new

SET WILL BE
transferable skills that can support their personal
technological era could put at risk
and professional growth and development. In
other words, they’re eager to upskill and are ready $11.5 trillion in potential GDP growth
for their organization to provide it. over the next decade, according to

OUTDATED IN THE
Accenture estimates.
Let’s look at a few of the areas where upskilling
can drive ROI for an organization and help to
manage disruption in the coming years.

NEXT 3 – 5 YEARS? 3

© 2023 ELB Learning. All rights reserved. 5

 Cost of Talent Acquisition
When you lose an employee, you’re losing money. The average cost to hire can be nearly
$5,000 per employee. Simultaneously, the time to fill a position can be anywhere from 28 – 39
days4. As you can see, there is a significant loss of time and expenses when it comes to filling a
new position. Retention and reskilling can make a huge impact on your bottom line and reduce
the potential for employee attrition.

While there may be a number of factors that contribute to an employee’s decision to leave, two
come to mind:

1. They aren’t adequately trained to do their jobs effectively

2. They don’t feel comfortable with how they’re being managed and treated

When you deliver effective upskilling training, you’re supporting your employees in their
personal and professional careers. You’re demonstrating a commitment to providing an
inclusive workplace, with managers who are great communicators, collaborators, and listeners.
In many cases, upskilling provides employees with transferable skills and critical technical
skills that enrich and nurture an employee’s skill set. Not only will upskilling help to support
your team through adoption of new technology or operations, it can support them in their
careers. The overall effect of embracing a positive culture is a higher level of job satisfaction
and employee morale.

74% OF EMPLOYEES THINK

MANAGERS NEED
UPSKILLING5

© 2023 ELB Learning. All rights reserved. 6

 55%
OF CEOS AFFIRM
Improved Innovation
Failure to innovate can have dire consequences for a
company at large. One need only to re-read the history
of video cassette rental giants to learn the fate of those
companies that fail to pivot and innovate with the times

THAT SKILLS
and consumer behavior6. Leadership needs to be able to
pivot quickly to ensure that their organizations can remain
competitive and thrive during unstable times or significant
market shifts.

GAPS ARE At a team level, problem-solving is key to driving efficient

business practices. Having employees with critical thinking
skills and the ability to develop innovative solutions is key

PREVENTING
for an organization to remain resilient and agile. This is why
soft skills development for both managers and employees
can help to build effective teams that can work together to

EFFECTIVE
support business goals.

INNOVATION7

© 2023 ELB Learning. All rights reserved. 7

 Supports Business Agility
Due to the COVID-19 pandemic, many companies have needed to pivot their businesses, employees, and even
their product offerings to remain competitive. For example, the shift away from in-person shopping has forced
many retailers to embrace ecommerce and digital shopping8. The result is a new line of service that requires
specific skills from people managers and employees alike. Line workers need to be compliant with new health
and safety protocols to properly interact with customers and deliver goods and services.

In another example, the increase in demand for goods has created an enormous wave of hiring for positions
for some companies. This level of rapid talent acquisition requires an equally determined training and
development effort to ensure that incoming employees have the capabilities and expertise to be effective at
their jobs. In this case, reskilling initiatives can be built into the onboarding process to ensure new employees
receive the same level of attention as existing employees.

Investment in Future Leaders

Future leaders need a combination of technical and soft skills to lead high-functioning teams. Creating an
upskilling strategy can provide your employees with a comprehensive career roadmap that can allow them to
envision their long-term growth within your organization.

Consider Staff Augmentation

Another way to fill skills gaps quickly and drive rapid delivery of learning programs is with agile talent.

42%
Combined with an upskilling program to support internal employees, agile talent can provide you with team
members with exactly the skills you need for a specific program.

OF COMPANIES HAVE
INCREASED UPSKILLING
EFFORTS AFTER CORONAVIRUS9

© 2023 ELB Learning. All rights reserved. 8

 MICROLEARNING AND THE THE FORGETTING CURVE

SCIENCE OF LEARNING

Retention
When building a learner-centered learning and training program, it’s important to begin with
a design thinking approach. Creating highly engaging learning experiences requires a deep
understanding of the way that your employees prefer to learn. As well, you need to understand the
roadblocks that can distract or delay a learner’s progress through course content. Microlearning is
a modality that is specifically designed to address attention and learners with busy schedules.

Studies into the science of learning suggests that adult learners need to transfer information from
working memory to long-term, memory where it can be stored and later retrieved. They have
limited memory capacity and can be overwhelmed by tasks that are cognitively too demanding. In
other words, information overload10.

Days
Reduce the Cost of Forgetting
When you consider the cost to hire and train new employees, factor in the expenses associated

70% 90%
with having to re-train learning material that should already have been learned. Microlearning
addresses the science of learning by subverting the forgetting curve. By chunking content
into manageable modules, learners are more likely to remain engaged with the material; more
likely to remain invested in the process; and more likely to retain what they have learned. When
instructional designers accept that mastery of new concepts happens in fits and starts11, we can
conclude that learning programs themselves need to be designed around this principle to better OF THE MATERIAL OF IT WITHIN ONE
align with learner habits.
LEARNED BY EMPLOYEES WEEK12
IS FORGOTTEN WITHIN
24 HOURS

© 2023 ELB Learning. All rights reserved. 9

 So How Does Microlearning Do
This Effectively?
Start by looking at your typical onboarding or training program. Many organizations
create training that addresses the key areas they want covered. The business
determines what is deemed important, such as the company’s history, organizational
structure, time entry, safety protocols and procedures, standard operating procedures,
lists of company emails and contact information, etc. Then they send out massive
PDFs with links to even more content, sending learners down rabbit holes and
multiple sources of information until the learner is completely overwhelmed by the
sheer volume of information. A new employee is forced to do a lot of detective work
just to sift through the information to determine which pieces are actually relevant to
his or her job role.

Of course, this material is relevant and necessary for the business to maintain
consistency of onboarding. Every employee needs to understand the specific rules
and regulations, demands and expectations, and requirements needed to integrate
into a new job. But when a learning program only addresses the needs of the
business, it ignores the most important component of learning: the learner.

What if a new or existing employee could find exactly the piece of information they
need to perform a task immediately, or answer questions that are top-of-mind, in
the moment? What if they didn’t have to contact their manager or IT support to
understand something basic, like how to log in to the time management system, or
report hours. From basic tasks to critical technical tasks, learners are sometimes the
best judge as to what they need to know, and when.

© 2023 ELB Learning. All rights reserved. 10

 Addressing the Needs of Learners
Learning should feel easy. It should feel less like a monumental
task, and more like an exciting experience that opens the
learner up to new ideas and concepts. Learners should be able
to understand how learning can add value to their jobs, lives
and potential. When true knowledge transfer occurs, learners
never ask “what’s in it for me.” They simply feel empowered,
enriched, and engaged.
Microlearning leverages innovative learning technologies such
as learning management systems (LMS) and a variety of other
highly engaging tools. Let’s take a look at a few examples of
the different types of engagement modalities that can leverage
microlearning to propel learners through their journey.
Games and gamification
The key to engaging with learners is often to find exciting
and fun ways to make otherwise boring material. When you
encourage learners to play a game in order to learn key
concepts or lessons, you’re accessing the competitive and
playful side of learning. Give your learners something to do;
something to risk and lose; something to interact with. Allow
them to fail safely and then ultimately succeed. Interactivity and
stakes are what makes games so addictive. Why not leverage
this understanding of cognitive development to transfer
knowledge while this is going on?
Videos and animations
According to Forrester Research, employees are 75%
more likely to watch a video than read text. Armed with
this knowledge, instructional designers can build video
into microlearning modules to provide a one-two punch of
© 2023 ELB Learning. All rights reserved.
information transfer: short and fun, video over text. Narrative,
storytelling videos that demonstrate authentic workplace
ACCORDING
scenarios and people are extremely effective at building soft
skills and changing behavior. Explainer, motion graphic videos
or live action videos can add life to otherwise static and boring
content.
TO FORRESTER
Virtual reality and augmented reality
There are many examples of how VR and AR can be used
RESEARCH,
EMPLOYEES ARE
to supercharge learning with immersive experiences, but
75%
we’ll examine a few that leverage microlearning. When you
consider that employees may require immediate information,
just-in-time learning is key to helping them do their job tasks
efficiently. AR can be used to display product information or
convey live instructions so learners can integrate knowledge
while on the job. VR is a great way to deliver highly engaging
learning experiences where employees can practice and repeat
MORE LIKELY TO
for optimal retention. When delivered through microlearning,
employees can go through a quick VR experience which
doesn’t require a huge time commitment.
WATCH A VIDEO
THAN READ TEXT.
11
 The ROI of Microlearning and Learner-Focused Experiences
In addition to the many learning benefits that microlearning can bring to your learning programs and strategy, there is
significant ROI associated with embracing this learning modality. For example:

Reduced content development Leverage mobile Scalable and up-to-date

Because microlearning is delivered in
smaller chunks, it can take far less time to
develop content and eLearning elements,
reducing the IT lift and instructional design
and strategy time.
Your employees already have access
to online tools on their mobile devices.
This makes it easier for them to access
microlearning modules, videos, augmented
reality experiences, and more.
All updates can be done in real time.
eLearning developers can easily
make adjustments to existing content;
microlearning modules can quickly be
scaled and deployed to a global audience.

© 2023 ELB Learning. All rights reserved. 12

 HOW MICROLEARNING SUPPORTS OPPORTUNITIES VERSUS ENGAGEMENT
UPSKILLING PROGRAMS BY 2025,
The key to successful upskilling depends on a number of factors. In particular, learning
programs need to be engaging to attract and retain attention. As described earlier,
we also understand that the quantity of information being delivered can have an
impact on engagement and retention. Finally, it’s important to reach learners when
it’s most convenient for them. Flexible learning is key to ensuring that microlearning
modules become top-of-mind when learners are seeking information, or when L&D is
deploying key upskilling programs.
70%
OF EMPLOYERS WILL OFFER
Many elements of an upskilling program can be parsed out into smaller, more UPSKILLING TO THEIR
manageable units of training. For example, if you’re looking to develop frontline
managers to become more effective team leaders, you can easily break down the EMPLOYEES
teachable skills. This way, you can address a specific behavior at a time, making
it easier for learners to focus on a single element of a larger program. Upskilling
programs are usually designed to build upon existing knowledge and add new
components or a different dimension of understanding. Mechanics learning about
installing a new type of oil filter don’t need to review the entire workings of an engine.

42%
Rather, they only need to understand how new knowledge can integrate into what
they’re already good at.

OF EMPLOYEES ARE TAKING UP

UPSKILLING OPPORTUNITIES13

© 2023 ELB Learning. All rights reserved. 13

 Leadership Development
and Training
Teaching interpersonal (soft) skills is a challenge for L&D. It’s
extremely difficult to not only ensure engagement with learning
programs, but also that it’s affecting authentic behavioral shifts.
Leaders are tasked with growing skills in communication,
collaboration, having difficult conversations, and superior listening.
Microlearning can deliver short bursts of learning aimed at addressing
each of these areas where soft skills are highlighted. Not only can L&D
monitor the consumption of the material, but feedback and surveys
built into the program can identify where learning has been applied.
Just-In-Time Learning for
Performance Support
Microlearning is an ideal companion for upskilling because it allows
learners to completely focus on a single task, piece of information,
or specific skill that they are required to learn. In the same way,
microlearning modules can be used as just-in-time learning assets to
support employees in their day-to-day job duties.
Manager training
Conducting interviews is an integral part of a manager’s duties. The
more prepared and skilled they are, the more successful the interview.
Managers need to understand the most effective interviewing
© 2023 ELB Learning. All rights reserved.
techniques to ensure that candidates are well vetted, comfortable, and
satisfied with the interview process. Not only do candidates need to
be vetted for core competencies and technical skills, but also subtle
aspects of their personalities, beliefs, and values to ensure they match
with the core values of the company culture, creating a good fit. At
the same time, poorly conducted interviews can lead to hurt feelings,
miscommunication, and (in the worst case), litigation due to rights
violations or complaints. What if a manager could brush up on his or her
interviewing skills before talking with job candidates? They could easily
refresh on best practices and be better prepared for what’s to come.
Sales training
What if a sales associate was about to make an important sales call?
Are they prepared for typical objections? Do they fully understand the
potential pain points? Are they fully confident in the product or service
information they’re about to promote? With just-in-time learning,
associates can call up a helpful job aid, a product information sheet,
or even a quick business simulation for interviewing best practices.
Providing relevant information and job support at critical moments will
help support employees with the tools and techniques they want—and
at precisely the point of need.
Retail training
What if you have recently launched a new product and your retail sales
staff is confronted by questions from a potential customer? In many
cases, product knowledge is delivered in a static form and can easily
get lost among the clutter of an employee’s day-to-day activities. But
great customer service depends upon the deep product knowledge
of retail sales associates. Imagine if an associate could simply hold
a product up to their smartphone camera and key information is
displayed on the screen.
14
 88%
It can be time consuming for frontline managers
to constantly be helping employees to learn a
specific task. At the same time, they want to
ensure that each employee is working at their
full potential, safely and efficiently. Microlearning
can be used to deliver key technical training to
OF ORGANIZATIONS FAIL TO
support employees on specific job tasks. For ONBOARD EFFECTIVELY
example, an augmented reality overlay can reveal
the correct way to open and fix a computer
panel. Or else, a technician can view a checklist
of reminders to refamiliarize with SOP before
pulling a sample from a bioreactor. In the end,

82%
there is less need for manager oversight and
employees can self-serve the answers that they
require. Armed with big data, organizations can
have deeper insight into skills gaps, which can
lead to better business decisions.

New employees will have many questions during

HIGHER RETENTION DUE TO
their first 100 days of employment. When a STRONG ONBOARDING
company only provides 1-2 weeks of onboarding,
a great deal can be missed, rushed through,
and passed over in favor of speed versus
quality. Having a microlearning strategy means
providing your new hires with many touch points

70%
along their onboarding journey and beyond.
Microlearning modules can be designed to follow
the work and learning progress of each employee
as they navigate through their unfamiliar
surroundings and duties, answering critical
questions along the way. INCREASE IN PRODUCTIVITY

© 2023 ELB Learning. All rights reserved. 15

 Scalable Delivery
Microlearning is a viable and scalable learning solution. Modules
can reside in your company’s LMS, or else be sent out as emails or
newsletters. Because they’re modular, they can be delivered in a
variety of modalities to provide learning where and when it’s required.
For example, if a module is built around a video learning piece, then
they can be shared and distributed on video platforms and even on
television screens located in the workplace.

Continuous Upskilling Enhance Delivery with

and a Culture of Learning Artificial Intelligence
Once an upskilling program is in place, your employees will likely be Organizing your many microlearning modules is key to ensuring that
more open to future learning opportunities. By supporting a culture learners can find, access, and participate in learning activities. It can
of learning, employees understand that learning programs aren’t be a challenge for learners to sift through a lengthy list of available
simply a one-and-done solution. Microlearning supports a culture of resources on an LMS, which can easily lead to attrition and a lack of
continuous learning where learners are excited to develop personal interest. Artificial intelligence can be used in a number of ways to help
and professional skills, while also sharing their knowledge with peers connect learners with content. For example, chat bots or intelligent
and new hires. assistants can allow learners to search through an LMS using a
conversational approach. They can easily begin by typing in “how can
I...” or “how should I...” and a chatbot can be developed with a number
of relevant responses that direct learners to the appropriate material.

© 2023 ELB Learning. All rights reserved. 16

 MICROLEARNING IN ACTION:
AN UPSKILLING SUCCESS STORY
One of ELB Learning’s client-partners is a global leader in online retail and delivery. It has a renowned
reputation for being proficient at providing speedy and reliable delivery and customer-obsessed service. To
maintain that level of customer service, there is an enormous amount of planning and scheduling required.
Warehouse managers at fulfillment centers are tasked with maintaining tight schedules with increasing
service demands, while also managing warehouse employees to ensure they understand their critical roles in
keeping operations running smoothly.

With the influx of demand in ecommerce

and at-home shopping due to the
COVID-19, the company needed to upskill
frontline managers to lead more effectively
and efficiently.
The organization needed to build trust in order to work together and collaborate successfully. As well, the
company wanted to extend their previously introduced change management strategy to support their core
values of collaboration and communication. They sought to prevent siloing and allow employees to stretch
their professionalism to become career-minded, instead of just job- or role-minded.

© 2023 ELB Learning. All rights reserved. 17

 COVID-19 The company approached their L&D team with a few challenges to address the
need for rapidly delivering an upskilling program in just six weeks. They were
asked to:
restrictions would Create an eLearning refresher module for their current and new

make it difficult to 1 instructors for an internal program that had been created and
embedded within certain organizations within the company.

deliver effective Develop an eLearning and support strategy that would work in

in-person training. 2 a new COVID-19 environment—changing a current instructor-led

program into a virtually led program.

At the same time, Incorporate an opportunity to collect feedback from current

training needed 3 instructors on the program and areas of opportunity for additional
support in the changing environment.

to fit into the tight 4 Embed an ongoing support strategy into their change

schedules of their management plan.

managers so as Create something that could be used globally for workers in a

fast-paced environment, where English was typically a second
5
not to interfere language, and where the workers were struggling to identify
how the behavior changes would genuinely impact them on a
day-to-day basis in the warehouse.
with the work.
Upskilling leaders, managers and warehouse employees has a variety of
benefits to the business. Providing new skills to employees will help to reduce
employee turnover in support of their personal and professional career
development. It will also reduce the expense associated with recruiting, hiring,
and training new employees with specific skill sets. These skills will drive
efficiency by helping teams to better collaborate in finding innovative solutions
for workplace problems.

© 2023 ELB Learning. All rights reserved. 18

 The Solution
Working with the ELB team, the company’s L&D was able to leverage our rapid solutioning process to
greatly accelerate the process. Together, they created eLearning modules using Storyline, packaged to be
delivered via the company’s existing learning management system. It included the key areas previously
identified as content by the company, the survey tool and a knowledge check.

Twelve microlearnings were developed by combining animation created in After Effects, Photoshop, and
Illustrator to deliver 2- to 3-minute-long videos that focused on reviewing critical behaviors, what that
behavior looked like in practice, a scenario showcasing the desired behavior in practice, and a call to action
to encourage employees to practice the behavior in the workplace.

The project team had representation from global functional areas who were already utilizing the training
program within their functional unit. Everyone had the opportunity to discuss, ideate, review and provide
feedback on the solutions implemented. There were often times when language was changed because
a phrase that was common in the United States translated differently in another country. Collaboration
was key to ensure that the situations and scenarios on which the modules were built were realistic for the
learners’ on-the-job environment.

© 2023 ELB Learning. All rights reserved. 19

 The Design and Delivery of
Microlearning
A main design driver was the need to address COVID-19 related closures, which required the program to
be led virtually instead of via ILT. Learners for this program were warehouse employees who had limited
time to complete training and often had English as a second language. The new program would need to
keep the microlearning modules approachable and accessible for learners and ensure they “fit” into the
environment they worked in, day-to-day. This meant that delivery modes needed to be flexible, such as
accessing modules on the LMS, delivered via email or shown on various screens in fulfillment centers.

Warehouse workers were encouraged to share with their managers their understanding of the training
material and detail how they could demonstrate behavior on the job. Managers would be able to witness
the application of learning, observe behavior shifts, and provide feedback to employees including a
followup review of key learnings.

The company’s L&D understood that behavior-based change is often challenging because if the learner
does not apply the new skills/knowledge back on the job immediately, the likelihood of lasting behavior
change is greatly diminished. This is especially true in a fast-paced environment. The L&D team needed to
reach learners who might not see the immediate “why” behind the training/ behavior change, complicated
by COVID-related issues.

© 2023 ELB Learning. All rights reserved. 20

 The End Result
The company now has a scalable, flexible learning
solution that can be distributed across multiple
locations, languages, and organizations within
the business. A key benefit to this new program
is to maintain continuity of learning while also
improving the learning experience during
COVID-19 travel and work restrictions. As well,
the program is perfectly suited to be an addition
to the onboarding process and can accommodate
the massive growth in hiring that the company is
expecting over the coming years.
The company has realized a reduction in expenses
due to:
• Reduced travel and accommodation
• Reduced time away from work to attend
training sessions
• Reduced risk to health by maintaining
physical distancing rules
With a development solution in place, the
company can easily scale up the program across
the world to global fulfillment centers and as well,
continue to iterate on deliverables to keep the
program fresh and relevant for years to come.
© 2023 ELB Learning. All rights reserved.
Further, while the company already demonstrates
the gold standard for ensuring customers the
accurate and timely delivery of products they’ve
ordered, the program has:
• Reduced the margin of error and costs
related to remedying any fulfillment mistakes
• Built employee capabilities and
confidence, investing individuals even
deeper in their career potential and
professional pride
• Developed how well and expeditiously
functional areas communicate, problem
solve and interact with one another, rather
than operating as silos concerned only with
their respective tasks
• Created more agility and a more
productive, seamless interdependence
among workforces at each fulfillment center
• Prepared managers and warehouse workers
alike to meet any challenge head on.
21
 CONCLUSION:
THE FUTURE OF WORK
As digital business transformation continues to evolve, your employees are becoming more and more
tech-savvy. There is a growing comfort level when it comes to using internet-enabled devices and
cloud-based services to empower everything from news, communication, entertainment, ecommerce,
and of course, learning. This is a time of great transformation and opportunity. It’s a time to embrace
ELB Learning can help you create and deliver
the change and look to the future of work as an achievable goal and within reach. The future of work
and learning depends upon how we build programs around the needs of the new employee.
microlearning solutions that maximizes business
The next generation workforce will expect a similar experience in their jobs that they enjoy in their impact and ROI. Schedule a consultation with our
personal lives. Microlearning is nothing new to the millennial generation and Gen Z. They are well
accustomed to relying upon video tutorials to provide bite-sized pieces of learning; or crowd-sourcing learning strategy architects today!
answers through social learning channels. Your organization needs to be equipped with the learning
tools and strategy to match the expectations of your current and future employees.

Upskilling is merely a piece in the larger puzzle to fulfill the aspiration toward a culture of learning.
Leveraging cutting edge technology and tools such as microlearning, video learning, simulations,
SCHEDULE A CONSULTATION
gamification, emerging technologies, and more will position your learning strategy at the forefront of
innovation and business strategy.

We’re extremely excited to be part of this transformation and to work with organizations that are ready
to embrace the future of work and learning. When you consider your learning partner, be sure that they
are as innovative and aspirational as you are. They need to understand both your business and learning
needs equally and provide you with the advice and expertise to develop solutions that fit your needs.
This ebook, 7 Best Practices To Ensure Success When Outsourcing Custom Course Development,
gives you all the insights to consider with your potential learning partner.

© 2023 ELB Learning. All rights reserved. 22

 SOURCE
1. https://www.talentlms.com/blog/reskilling-upskilling-training-statistics/#:~:text=42%25%20of%20employees%20have%20pursued,train%20
employees%20on%20new%20technologies.&text=74%25%20of%20employees%20think%20their%20managers%20need%20reskilling%20and%20
upskilling%20training.

2. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/building-workforce-skills-at-scale-to-thrive-during-and-after-
the-covid-19-crisis

3. https://www.westmonroe.com/perspectives/signature-research/the-upskilling-crisis-effectively-enabling-and-retraining-employees-for-the-future

4. https://hire.trakstar.com/blog/the-cost-of-hiring-new-employees-infographic

5. https://www.talentlms.com/blog/reskilling-upskilling-training-statistics/#:~:text=42%25%20of%20employees%20have%20pursued,train%20
employees%20on%20new%20technologies.&text=74%25%20of%20employees%20think%20their%20managers%20need%20reskilling%20and%20
upskilling%20training.

6. https://www.forbes.com/sites/biancamillercole/2019/01/10/innovate-or-die-how-a-lack-of-innovation-can-cause-business-failure/?sh=21f642f22fcb

7. https://www.pwc.com/gx/en/ceo-survey/2019/report/pwc-22nd-annual-global-ceo-survey.pdf

8. https://techcrunch.com/2020/08/24/covid-19-pandemic-accelerated-shift-to-e-commerce-by-5-years-new-report-says/

9. https://resources.workable.com/stories-and-insights/survey-upskilling-and-reskilling-in-2020/

10. https://www.google.com/url?q=https://deansforimpact.org/wp-content/uploads/2016/12/The_Science_of_Learning.pdf&sa=D&source=editors&ust=16215
38127290000&usg=AOvVaw0Ff5RG7p9iA2Se-zOiC9fM

11. https://books.google.ca/books?id=IIy2DAAAQBAJ&pg=PA3&lpg=PA3&dq=Flynn,+O%E2%80%99Malley,+%26+W
ood,+2004+%22fits+and+starts%22&source=bl&ots=-9zdCw0A4J&sig=ACfU3U2YZvIGE1k0n30QWf2HKPXCB_
WDGQ&hl=en&sa=X&ved=2ahUKEwj829KD7bzwAhXGGs0KHfmSAwwQ6AEwD3oECAwQAw#v=onepage&q=fits%20and%20starts&f=false

12. https://www.learningguild.com/articles/1379/brain-science-the-forgetting-curvethe-dirty-secret-of-corporate-training/?rd=1

13. https://www.google.com/url?q=http://www3.weforum.org/docs/WEF_Future_of_Jobs_2020.pdf&sa=D&source=editors&ust=1621538127289000&usg=AO
vVaw2-XmRiWct00zOVMLRnsonR

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