In a world that operates at the speed of light, the traditional training approach feels increasingly like a relic of the past. For decades, the professional development landscape was dominated by long, informative seminars, thick binders of materials, and rigid conference schedules. The mindset was simple: set aside a day, a week, or even a month, and the workforce would emerge fully equipped with the skills of the future.
But what happens next once the future changes before the training session is over?
We live in a digital native accustomed to quick access and personalized experiences. Professionals juggle competing demands, tight deadlines, and a constant flow of new data. In this age, the “sit and get” approach to learning feels outdated, making it ineffective.
This is why we are witnessing a fundamental shift in how organizations think about employee development. The focus is more on dynamic, flexible, and learner-centric methods. The rise of Microlearning and On-demand training isn’t just a fleeting-trend; it’s a strategic answer to the demands of the modern workplace, one that focuses on agility, engagement, and most importantly- results.
“Traditional training models can’t keep up with today’s demands—employees need knowledge that is accessible, engaging, and immediately applicable”, adds Ranjini Rajashekaran, Senior Director- Human Resources.
The Problem with Traditional Training
Many organizations have been using traditional training techniques such as classroom-inspired sessions, workshops, and day-long seminars for decades. Although these approaches had their uses in the past, they are becoming more incompatible with fast-paced, technologically advanced workplaces.
Lengthy and Time-consuming
Traditional training often requires employees to leave their daily responsibilities for extended periods. A full-day seminar or multi-session workshop can significantly disrupt productivity, making it difficult for employees and organizations to balance learning with business demands.
Low Knowledge Retention
Studies have proved that traditional methods of training often lead to employees quickly forgetting once the session ends. Without constant reinforcement or practical application, the knowledge fades, leaving employees unable to recall or apply the information whenever most needed.
Lack of Personalization
Most training courses follow a “one-size-fits-all" pattern, which delivers the same content in the same manner to everyone. This ignores diverse learning styles, varying levels of prior knowledge, and unique roles of the employees. Resulting in generic and failure to engage the participants.
Resource-Intensive
Lastly, traditional training is costly in terms of time and money. From hiring instructors to arranging venues and printed materials, the expense goes up unknowingly. For many organizations, these resources demand makes frequent, large-scale training sessions impractical.
The bottom line is that, although they might still be useful in some situations, traditional training techniques are no longer adequate on their own. Companies need more effective, customized, and flexible approaches if they want to develop a competent, flexible staff.
The Solution: Microlearning and On-demand Training
Organizations are utilizing more contemporary and adaptable strategies to overcome the drawbacks of conventional ways. On-demand training and microlearning stand out among these as game-changing options. Both methods give workers the opportunity to learn in effective, interesting, and instantly practical ways, which is in line with the reality of today’s workforce.
Microlearning explains the concepts in small, easily digestible modules. Instead of sitting through long training sessions, employees engage with short videos, infographics, flashcards, or quizzes focusing on a single idea.
This format makes learning less overwhelming and improves retention by reinforcing knowledge through repetition. As modules are quick and focused, employees can easily implement them in their workday without disrupting productivity. The result is a learning process that feels more natural, engaging, and manageable.
On-demand training allows employees to access learning materials whenever and wherever they need them. Through self-paced platforms, mobile devices, or searchable digital databases, this method provides learning that employees can access whenever they need.
This flexibility makes learning more relevant, empowering employees to apply knowledge directly to real-world tasks.
Both microlearning and on-demand training help in the challenges of the traditional approach by delivering knowledge in a way that is adaptable, personalized, and responsive to the demands of modern work.
Ranjini states, “Microlearning and on-demand training are not just tools; they are enablers of workforce agility. By giving employees, the freedom to learn in ways that fit their roles and schedules, organizations can unlock higher engagement and sustained performance.”
The Impact of Microlearning on Modern Workplace
Scientific studies have revealed some intriguing facts about human memory and retention capabilities, and microlearning’s exceptional effect on knowledge retention is one of its primary advantages.
The ‘forgetting curve’ term, invented by psychologist Herman Ebbinghaus, shows an interesting trend. 50% of freshly learnt information is lost within twenty minutes of the end of a course. That percentage slows by 10% in the following nine hours, and decreases by 24% is left unaltered by revision or repetition.
The traditional training methods suffer from this forgetting curve, resulting in lower production, longer training sessions, and more budget outlay without full knowledge adoption.
Improves Employee Performance
As more organizations value microlearning, its effectiveness becomes increasingly clear. According to a report published by the Society for Human Resource Management, businesses that have adopted microlearning have seen an astounding 130% rise in employee engagement and productivity compared to those that have not incorporated it into their training plans.
An Agile, Future-ready Workforce
Modern workplaces need adaptability. Employees trained through accessible and adaptable ways are more able to change procedures, tools, and market needs. For organizations, this agility turns into a competitive advantage.
Culture of Continuous Learning
The culture change is arguably the most significant. Making learning engaging and accessible helps companies empower staff members to take charge of their career development. As ongoing education becomes commonplace, creativity and sustained involvement are encouraged.
Business Growth and Innovation
Business success is ultimately driven by a workforce that is knowledgeable, driven, and flexible. Organizations achieve better results, more innovation, and long-term success when individuals acquire the skills they need to absorb and apply knowledge effectively.
“At Dexian, we believe that learning should evolve at the speed of business. Traditional training models can’t keep up with today’s demands—employees need knowledge that is accessible, engaging, and immediately applicable”, concludes Ranjini.
Conclusion
The way we approach workplace learning is undergoing a fundamental shift. Traditional training methods, while once effective, no longer align with the pace and demands of today’s business environment. Microlearning and on-demand training offer a smarter, more adaptable alternative—delivering knowledge in bite-sized, accessible formats and empowering employees to learn on their own terms.
By embracing these approaches, organizations can do more than just improve training outcomes—they can cultivate a culture of continuous learning, enhance workforce agility, and ultimately drive innovation and business growth. In an era where skills need to evolve as quickly as the workplace itself, going beyond traditional training is no longer optional—it’s essential.
About the Author
Ranjini Rajashekaran is a transformative leader—shaping cultures, building belonging, and quietly powering purposeful change. With over two decades of experience, she currently leads Employee Experience, Learning & Development, and Administration with a singular vision: to align people strategy with business purpose & heart with results.
Her approach transcends policy—it is personal, intentional, and deeply human. Ranjini believes the most powerful workplaces are those where individuals feel truly seen, heard, and valued. She has launched transformative initiatives that anchor employee engagement, learning, and wellbeing in clarity, compassion, and connection.
What makes Ranjini's leadership distinctive is her rare blend of strategic foresight and psychological depth. A practicing Transactional Analyst and psychotherapist-in-training, she infuses behavioral insight into everything from leadership coaching to conflict resolution—shaping emotionally intelligent teams and resilient cultures.
As an active member of the South Asian Association of Transactional Analysts, she continues to draw from a global well of best practices in human development, bringing relevance and rigor to her craft.
Outside the workplace, Ranjini is equally passionate—as a classical dancer and a mother, she channels discipline, grace, and creativity into every role she plays. Her leadership philosophy is simple yet powerful: build environments where people don’t just perform, but flourish—fully and authentically.