What are atomic habits, and why use them to create your L&D strategy?


Today, retraining and adopting an attitude of lifelong learning have become essential requirements for workers. In fact, for companies, this type of professional will be more creative, committed and innovative.

To establish a culture of lifelong learning, organisations must create an ecosystem in which learning is seen as an essential habit in the daily lives of their professionals.

How to make (micro) learning a habit within your team

In his book Atomic Habits, James Clear, an expert in long-term habit training, claims that we can build good habits (and break bad ones) simply by implementing small changes in our everyday lives. In other words, we can bring about extraordinary changes in our lives by learning a micro habit, or “atomic habit”, as long as we are consistent.

Atomic habits are small, repetitive actions that require little effort or motivation to carry out, but which lead to big changes in our everyday lives. But, how can we apply this to corporate training? Microlearning is the answer you’ve been looking for.

Though this methodology is not exactly new, it is currently experiencing a surge in popularity. This has been boosted in particular by the advent of remote working, which it makes it possible to establish mobile learning to support professionals in their day-to-day work.


What makes microlearning ideal for establishing a culture of lifelong learning within your company?

By offering micro-doses of information, these can be consumed in a short period of time – just minutes, in fact – promoting rapid and accessible learning. What’s more, as each of these knowledge pills can be completed independently, employees avoid becoming distracted and overwhelmed with a high volume of information. Another great advantage is its flexibility, as it adapts to each employee’s learning pace and the time they have available, with the option to learn on their own smartphone.

By taking advantage of these characteristics, it’s easy to see that the key to developing a real learning habit is to establish an appealing model, on which your employees can become easily “hooked”. After all, it’s much easier to make yourself do something that you enjoy, and you’ll also be more willing to “make time” to do it..

5 tips to make learning a real habit in your team

Here are five tips to help make your training more appealing and transform it into a sustainable learning habit among your employees:

  1. Make it micro. As mentioned earlier when discussing microlearning, in order for learning to be effective and content to be useful and appealing, it must be quick. What does this mean? This kind of training should not take up too much of your employees’ time and should always be available.
  2. Make it real. We all like learning something that will be useful to us. So So keep this in mind and try to create micro-content that solves real problems and which we can apply in our everyday lives.
  3. Make it inclusive. Everyone has different needs and a different way of learning. That’s what makes it so important that we create content that is inclusive and that adapts to these needs and to all groups involved.
  4. Make it appealing. If you want to get your employees “hooked” on the training courses you offer them, you need to create engaging content. The key to this is to develop interactive learning. Nobody likes to read a PDF with dozens of pages of information to be memorised. It’s much better to use interactive exercises, videos, quizzes and infographics, etc. Let your imagination run wild!
  5. Make it a game. In other words, incorporate gamification into your training. . Our brain gets satisfaction when it sees progress, rewards and challenges achieved … So, why not try creating games to make it easier for your team members to acquire knowledge? Don’t forget to give out points each time an achievement is completed. And you can even use these points to have them climb the rankings, competing against the rest of the team. This will encourage them to beat themselves and their colleagues!

By creating micro-habits among your employees through microlearning, you’ll see better results from your training, as well as higher performance and more loyal employees. s fieles a la organización. After all, less is more. What are you waiting for to start training your employees through microlearning?

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