Training that fits between two shifts.
One objective per episode, sized for a phone and for the gap someone actually has — and extendable a module at a time rather than commissioned all at once.
What we make
The modules in this category.
Episodic series
A programme broken into episodes with one objective each, sequenced so they make sense in order and still stand alone out of it.
Mobile and vertical cuts
Framed for a phone held upright, with on-screen text sized to be read at arm's length on a shop floor rather than on a desk monitor.
Refreshers and reinforcement
Short follow-ups that revisit the one point people get wrong, scheduled weeks after the original rather than bundled into it.
Job aids from existing modules
The ninety seconds someone actually needs, cut out of a longer module they already sat through once and cannot now find their way back into.
Who it's for. Distributed, deskless, frontline and field workforces — retail floors, plants, logistics networks, and anyone whose training competes with a shift rather than with a calendar.
Where we stop
What we'd tell you to shoot instead.
Subjects that need the long form
A procedure with real sequence dependency should not be chopped into episodes that can be taken out of order. We will tell you when a subject wants one module rather than six.
Short as a substitute for depth
Short is a format, not a shortcut. If an objective genuinely takes twenty minutes to teach, cutting it to three does not make it learned — it just makes the completion figure look better.
How long should a microlearning episode be?
Long enough for one objective and no longer, which in practice is usually two to four minutes. The number matters less than the discipline: if an episode teaches two things, it will be abandoned between them and the data will not tell you why.
Why track per episode rather than per course?
Because a single long module tells you people stopped, not where. Packaged per episode, the LMS shows you which one loses the audience — and that is normally a content problem you can fix rather than an attention problem you cannot.
Can you build a series from training we already have?
Usually yes, and it is the cheapest way to start. An approved long-form module plus one session on what people get wrong is normally enough to restructure it into episodes, and it means the substance has already been signed off internally.
Does it work for frontline staff without company devices?
That is most of the audience for this. Vertical framing, on-screen text sized for a phone at arm's length, and short enough to finish on a break. What it cannot solve is LMS access — if your frontline cannot log in, the packaging question comes before the production one.
Can we add episodes later?
Yes, and it is the main structural reason to build this way. A series grows an episode at a time against the same visual and voice treatment, so episode nine matches episode one rather than looking like a different programme.
Is this the same as cutting our existing video into clips?
No. Clipping a long module gives you fragments that assume the context of the part before them. Restructuring means each episode opens and closes on its own, which is what lets someone take episode four in isolation and still get something from it.
Related modules.
Safety training that shows the actual sequence.
EHS, plant safety, permit-to-work and standard operating procedure — for workforces that read the SOP in a second language, if at all.
Compliance training people actually finish.
POSH, code of conduct, anti-bribery, data privacy and information security — the modules that are mandatory, measured, and almost never watched.
Animation for what a camera cannot show.
Systems, workflows, frameworks and machinery seen from the inside — for subjects where filming the outside of the thing tells you nothing about what it is doing.
Or see all eleven module types.
Send us the one
you're dreading.
One module is enough. We'll come back with how we'd make it, what it would take, and a free audit of the curriculum you already have.