Press Release
ATD Research: Microlearning Use Has Increased in Organization Development
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ATD’s Microlearning: Short-Form Learning for Long-Term Impact report found that more organizations are using microlearning, and it’s most often being used to supplement formal learning.
ATD’s Microlearning: Short-Form Learning for Long-Term Impact report found that more organizations are using microlearning, and it’s most often being used to supplement formal learning.
Published Mon Jun 30 2025
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(Alexandria, VA), July 1, 2025— The use of microlearning for employee development has increased in organizations, according to a new Association for Talent Development research report .
(Alexandria, VA), July 1, 2025—The use of microlearning for employee development has increased in organizations, according to a new Association for Talent Development research report.
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Microlearning involves delivering short pieces of content that enhance learning and performance in the most efficient manner possible. Microlearning provides short, quickly consumable, and digestible content, such as videos, job aids, and podcasts. Since the 2017 ATD microlearning report, the number of talent development professionals who say they use microlearning has increased by 28 percent. Only seven percent of organizations do not currently use it.
Microlearning involves delivering short pieces of content that enhance learning and performance in the most efficient manner possible. Microlearning provides short, quickly consumable, and digestible content, such as videos, job aids, and podcasts. Since the 2017 ATD microlearning report, the number of talent development professionals who say they use microlearning has increased by 28 percent. Only seven percent of organizations do not currently use it.
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Self-paced e-learning is the most common delivery method, followed by visuals and video.TD professionals noted that the most common training areas that they currently use microlearning for are technical training, performance support, interpersonal skills training, and new employee onboarding.
Self-paced e-learning is the most common delivery method, followed by visuals and video.TD professionals noted that the most common training areas that they currently use microlearning for are technical training, performance support, interpersonal skills training, and new employee onboarding.
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“Benefits of microlearning in organizations include reduced time to consume content and ease of access for learners,” the report noted. “Lack of metrics to track impact is a major challenge of microlearning.”
“Benefits of microlearning in organizations include reduced time to consume content and ease of access for learners,” the report noted. “Lack of metrics to track impact is a major challenge of microlearning.”
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Other key findings from the report include:
Other key findings from the report include:
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Use of microlearning has increased by 28 percentage points over the last eight years. Additionally, those who do not use microlearning and are not planning to start decreased by 13 percentage points.
Use of microlearning has increased by 28 percentage points over the last eight years. Additionally, those who do not use microlearning and are not planning to start decreased by 13 percentage points.
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Most respondents indicated that microlearning is included in less than a quarter of their organization’s learning programs.
Most respondents indicated that microlearning is included in less than a quarter of their organization’s learning programs.
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Using microlearning as a just-in-time learning tool is also common and seen as very effective.
Using microlearning as a just-in-time learning tool is also common and seen as very effective.
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ATD surveyed 271 talent development professionals across a variety of industries to find out whether the use of microlearning has changed, the benefits and challenges of microlearning, and the most effective ways to incorporate microlearning into training.
ATD surveyed 271 talent development professionals across a variety of industries to find out whether the use of microlearning has changed, the benefits and challenges of microlearning, and the most effective ways to incorporate microlearning into training.
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A free webinar on the report will take place on Thursday, July 10, at 2 p.m. ET.
A free webinar on the report will take place on Thursday, July 10, at 2 p.m. ET.
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About ATD
About ATD
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The Association for Talent Development (ATD) is the world’s largest professional membership organization supporting those who develop the knowledge and skills of employees, improve performance, and help to achieve results for the organizations they serve. Established in 1943, the association was previously known as the American Society for Training & Development (ASTD).
The Association for Talent Development (ATD) is the world’s largest professional membership organization supporting those who develop the knowledge and skills of employees, improve performance, and help to achieve results for the organizations they serve. Established in 1943, the association was previously known as the American Society for Training & Development (ASTD).
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ATD’s members come from more than 100 countries and work in public and private organizations in every industry sector. ATD supports talent development professionals who gather locally in volunteer-led US chapters and international member networks and with international strategic partners.
ATD’s members come from more than 100 countries and work in public and private organizations in every industry sector. ATD supports talent development professionals who gather locally in volunteer-led US chapters and international member networks and with international strategic partners.
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For more information, visit td.org .
For more information, visit td.org.