How Microlearning is Revolutionizing Employee Training
Employee training is a crucial part of any organization’s success, yet traditional training methods often fall short in engagement and retention. Enter microlearning—a cutting-edge approach that is transforming workforce development by delivering bite-sized, highly focused learning experiences. As businesses strive for more efficient and effective training, microlearning is proving to be a game-changer in the HR landscape. What is Microlearning? Microlearning is a training strategy that delivers small, focused learning modules, typically lasting between 2 to 10 minutes. These sessions are designed to address specific skills or concepts, making them easier for employees to digest and apply immediately. Unlike lengthy training programs, microlearning fits seamlessly into the daily workflow, reducing disruption while maximizing impact. Why is Microlearning Gaining Popularity? HR professionals and learning & development (L&D) teams are increasingly adopting microlearning due to its numerous benefits: Increased Engagement – Short, interactive modules keep employees engaged and motivated. Better Knowledge Retention – Studies show that bite-sized learning improves retention rates by up to 90% compared to traditional methods. Flexibility & Accessibility – Employees can learn at their own pace, anytime and anywhere, using mobile-friendly platforms. Cost-Effective – Reduces the need for expensive in-person training sessions and long training manuals. Just-in-Time (JIT) Learning – Enables employees to access information exactly when they need it, enhancing efficiency and productivity. Key Microlearning Formats Microlearning is not a one-size-fits-all approach; it comes in various formats tailored to different learning styles: Video Tutorials – Short, engaging videos that break down complex topics. Infographics & Visual Guides – Quick reference materials that enhance comprehension. Gamified Learning Modules – Interactive quizzes and simulations to reinforce concepts. Podcasts & Audio Clips – Ideal for employees who prefer auditory learning. Scenario-Based Learning – Real-life workplace situations to develop problem-solving skills. How Companies are Implementing Microlearning Organizations across industries are leveraging microlearning in various ways: Onboarding Programs – New hires receive quick lessons on company policies, culture, and essential tools. Compliance Training – Short modules ensure employees stay updated on workplace regulations. Skill Development – Continuous upskilling in leadership, communication, and technical skills. Product Training – Sales and customer service teams stay informed on new products and updates. The Future of Microlearning in HR As workplaces continue to embrace digital transformation, microlearning will play an even greater role in employee development. The integration of AI-driven personalization, adaptive learning platforms, and immersive technologies like VR will further enhance microlearning’s effectiveness. By adopting microlearning, HR teams can create a smarter, more agile workforce that is always learning and evolving. As we go through 2025 and beyond, microlearning is set to redefine how companies train and develop their employees. Author: Carly Howard, Human Resources Manager
Quiet Quitting–Is it impacting your company, and what you can do about it?
Quiet Quitting, coined in the early 2020s, refers to employees who do the bare minimum required by their job. The employee is disengaged, shows a lack of enthusiasm and does not do more than required. What causes employees to quietly quit? There are several reasons, such as lack of work/life balance, burnout/stress, misalignment in compensation, feeling inadequate management support, disconnect from colleagues, lack of recognition for efforts, ambiguous job expectations/responsibilities, toxic work culture, and a general feeling that their employer doesn’t care about their well-being. According to Hays Canada, 2024 Salary Guide and Hiring Trends, 71% of employees want to leave their jobs in the next 12 months; 55% of employees feel more stressed in 2024 than the previous year; and 46% of employees felt unmotivated due to reasons, such as stagnant wages, job dissatisfaction, and perceived inadequate benefits. Quiet quitting can also negatively impact a company by decreasing team morale, loss of potential innovation and growth, and a decline in customer experience, which can damage brand reputation and reduce customer retention rates. How do you identify quiet quitting? Quiet quitting signs manifest subtly, so managers need to recognize the signs early to mitigate the negative impact on the team and company. Below are some signs to look out for. Diminished engagement and lack of enthusiasm. Withdrawal–Lack of participation in meetings and/or team discussions; reduced communication with managers and peers; avoiding social interactions. Decreased initiative in taking on new projects. A reluctance to provide input during performance reviews. Displaying signs of frustration, exhaustion, or cynicism. Showing indifference to company goals and values. Decline in productivity and work quality. Increased absenteeism or tardiness: Signing on to work or signing off early, consistently or taking longer breaks. What managers can implement to combat quiet quitting. Managers can take a proactive approach to protect themselves from the negative impact of quiet quitting. Here are some key long-term strategies managers can implement. Foster open communication: Encourage regular one-on-one check-ins and/or implement anonymous feedback channels to identify issues early. Set clear expectations and goals: Establish meaningful goals to give employees a clear sense of purpose and direction. Avoid overloading employees with unrealistic expectations, which can lead to burnout and disengagement. Recognize and reward contributions: Acknowledge hard work through both formal (bonuses, promotions) and informal (public praise, thank-you notes) recognition programs. Offer career development opportunities: Provide access to training, mentorship, and skill development to help develop employees. Promote work-life balance: Encourage flexible work arrangements, and offer mental health resources, e.g. wellness programs. Improve workplace culture: Foster an inclusive and positive work environment that values diversity and collaboration, encourage team bonding activities and social interactions to strengthen relationships and connectedness, and address toxic behaviors or workplace conflicts promptly to prevent them from spreading. Provide competitive value proposition that resonates with your employees Train leaders to be supportive and empathetic: Equip managers with the skills to identify and take appropriate action that addresses disengagement and encourage a coaching approach rather than a micromanagement style to empower employees. Conduct ‘stay’ interviews: To understand what motivates employees to stay and what improvements they’d like to see. Monitor employee engagement metrics: Use surveys, pulse checks, and performance analytics to assess engagement levels regularly, track absenteeism, productivity, and turnover rates to identify potential issues, and act on the data gathered to make evidence-based improvements in the workplace. Is Quiet Quitting here to stay? Quiet quitting is likely here to stay. According to Eirkoo, experts predict that this trend could continue to grow, especially as the workplace keeps evolving. While the financial impact of quiet quitting varies by industry and organization size, it is clear that disengaged employees can cost organizations thousands of dollars per employee per year in lost productivity, increased turnover, and reduced innovation. By proactively addressing the root causes, employee needs, and adapting to changing workforce dynamics; employers can significantly reduce the risk and hidden costs of quiet quitting, retain top talent, create a more engaged, productive, and satisfied workforce, and improve overall business performance. Author: Joanne Lepin, Talent Acquisition Specialist
The Great Office Return: Will Companies Continue Pushing Employees Back to the Office in 2025?
Over the past year, the trend of companies calling employees back to the office has been gaining momentum. What began as a cautious experiment in 2021 and 2022 had now turned into a deliberate corporate shift in 2024. With major players like Amazon, Zoom, and JPMorgan Chase spearheading the return-to-office (RTO) mandates, this exemplifies that companies are re-evaluating the role of remote work in a post-pandemic world. But will this trend continue into 2025, or are businesses setting themselves up for resistance and reconsideration? Why Are Companies Pushing the Return to Office? Employee Reactions: Resistance and Negotiation Despite the corporate enthusiasm for a return to the office, employee sentiment has been mixed. Survey results released in 2024 reveal that: The talent market remains highly competitive, and businesses enforcing rigid RTO policies risk losing top performers who prioritize flexibility. How to Manage Employees Who Refuse to Return. Managing employees who resist returning to the office requires a balanced approach. Companies need to be committed to addressing employees’ concerns and finding solutions that work for everyone, such as: Conclusion: Is a Hybrid Model the Future? While the push for a return to the office is undeniable in 2024, it remains unlikely that full-time office work will become the universal norm again. Hybrid models appear to be the most sustainable middle ground, offering businesses the collaboration they desire while allowing employees the flexibility they have come to expect. If companies hope to maintain a competitive advantage in attracting and retaining talent, they must listen to their workforce and adapt to the evolving definitions of work. As we move into 2025, organizations that embrace flexibility, leverage new technologies and foster in-person collaboration strategically—rather than mandating it—will be best positioned for success. Written by: Gaelle Le Rhun, HR, Associate