How do you measure microlearning?

Learning and development (L&D) professionals have been dealing with problems measuring the effectiveness of their programs for decades. Does this sound familiar?

First, you schedule people out of the operation to attend a class or complete an eLearning module. Then, to get to level 1 (reaction) measurement, you have to send them a survey and hope they respond. To hit level 2 (learning), you give them a test, but this only measures their knowledge at that specific moment in time. If you hope to achieve level 3 (behavior), you have to ask managers or trainers to schedule extra time for observations at specific intervals after the training event. By the time you even think about level 4 (results), the business priority has changed, and your focus is needed on the next project.

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