Transform your employee training by leveraging the power of microlearning and authentic connection.
When you think about how you educate your workforce, what comes to mind? Most employers send out passive content while overlooking other interaction modes for learning that feel too time-consuming or unfamiliar. But overlooking these comes at a price: a lack of real connection with learners. In 2025, we’ll spend more than five hours a day on our phones—nearly an hour more than last year—and most of that is passive consumption rather than active connection. Unfortunately, education and training tend to follow this same pattern.
Transformation doesn’t come from consuming more content. As I shared in my TEDx talk, “How Microlearning and Connections Transform Us: The Power of Being Present,” transformation comes from small, intentional moments of connection—with others and with ourselves. These small moments are at the heart of microlearning. When paired with authentic connection, they become one of the most underestimated forces for change in our personal and professional lives.
How microlearning works?
At its foundation, microlearning delivers bite-sized content designed to accommodate shrinking attention spans and cognitive limits. The content targets a well-defined outcome or understanding instead of overwhelming learners with multiple concepts over a short period. We frequently consume short content everywhere we look, from AI-generated social media and articles to video shorts that vie for our attention.
Research often focuses on how to use microlearning designs to combat shrinking attention spans and limited cognitive processing. But what if microlearning is about connection rather than content? Connecting with multiple learners creates emotional resonance that strengthens memory, and taking the time to connect with oneself releases neurotransmitters that make us feel better. The shift to connection matters: 45 percent of young workers report loneliness and social isolation at work, and older generations report more severe mental health consequences.
Microlearning should go beyond passive content to connection. By focusing on connection, microlearning educates while building meaningful relationships among employees. And that’s where real learning sticks.
Here are five ways to repurpose microlearning to build connections:
1. Be present
The act of being present is simple but powerful. Often, our minds are miles away from the moment. Be aware of where your mind is in each moment with your employees—and encourage them to be aware of where their minds are as well—so that you can be present for each other.
2. Ask for input
Ask employees what they want to learn. We tend to disseminate information without bringing learners’ input into the conversation. The first step of learning is holding someone’s attention, so it’s critical to know what interests them.
3. Allow for reflection
If you’re trying to change a behavior or connect with another employee, you must first understand if they’re ready to change. Allow time for learners to consider their own needs and feelings and how those relate to their personal and professional goals.
4. Embed meaningful discussions
Many organizations have employees who are spread across multiple locations. Build in time for virtual discussions on work-related and non-work-related topics. Embedding these conversations into microlearning cultivates a community of learning by providing opportunities for buy-in and feedback that can happen anytime, anywhere.
5. Recognize wins and encourage your team
Make recognition a central part of your culture. Give shout-outs in meetings, write notes of gratitude, or surprise team members with gift cards or company swag. Recognition doesn’t have to be big to be meaningful—what matters is consistency. Everyone wants to feel seen, valued, and appreciated. Use everyday moments with each other as opportunities to acknowledge effort, celebrate wins, and strengthen connections across the team.
As technology accelerates and distractions multiply, the organizations that thrive will be those designing learning that educates minds and connects hearts. The real future of workforce education is greater than smarter employees—it’s authentically connected humans.
Article originally published on Oct 16, 2025 on Inc.com.