Asynchronous vs. Synchronous Learning: Which Is Best?

Workplaces offer employee training for various reasons—such as meeting compliance requirements, boosting morale, or filling knowledge and skill gaps. But before creating a course, learning experts typically conduct a needs assessment. This helps determine whether training is the right solution and, if so, what course type is best.

A crucial part of this needs assessment is deciding how instructors and learners will access the classes. The method often comes down to two categories: synchronous and asynchronous learning. In this post, we’ll break down both approaches and explore why you might choose one, the other, or a blend of the two.

What is synchronous learning?

Synchronous learning means the instructor and learners participate in real-time training together. This type of learning often occurs in a shared physical classroom where learners meet in person. Still, synchronous online learning is also possible using tools such as webinars, video calls, or shared online chat sessions. The key is that interaction between instructor and learners happens in real time.

Why choose a synchronous class

Synchronous learning works well when instruction heavily relies on class discussions or group work among students. It’s a good fit when learners and instructors need to collaborate, socialize, or adjust the class flow frequently. This learning style can also accommodate students with different learning preferences or courses where each session has several distinct learning goals.

Synchronous learning is a good choice when the variability between sessions is high, for example, in courses catering to diverse employee roles or questions. It may also be better suited when converting the course to an online program would be too time-consuming and, therefore, not cost-effective.

When learning doesn’t need to be synced

Learning doesn’t always need to happen in real-time. Don’t rule out asynchronous classes just because the course involves hands-on activities or varied learner needs. Asynchronous classes can be a cost-effective way to practice skills in a low-risk environment.

One example is GP Strategies, which created a technical cockpit simulation that allowed pilots to practice taking off and landing a plane in a risk-free environment. Similarly, the National Institute of Intellectual Disability Studies (NIIDS) used an online platform to help learners practice complex social and behavioral skills. Through branching scenarios, NIIDS provided real-time feedback and supported learners in understanding the nuances of working with individuals with disabilities—without putting clients at risk. In both cases, instructors chose an asynchronous learning method as the best solution after carefully considering costs, learning objectives, risks, and student needs.

Read GP Strategies and NIIDS case studies to learn more.

What is asynchronous learning?

Asynchronous learning means that the instructor and learners participate in training at different times. This method is often associated with self-paced learning, where students complete the work on their own schedules but may still share a deadline. Asynchronous learning is effective for many scenarios, including training in virtual worlds where learners can interact with immersive environments at their own pace. This approach often leads to high student satisfaction and engagement.

Why choose asynchronous online courses

Asynchronous learning is cost-effective—create e-learning once, send, then rinse and repeat for future students. Learners complete training on their own schedule without being pulled from work for extended periods. You save on course materials, instructor time and costs, and even travel expenses if transitioning from a physical classroom.

Asynchronous online learning is also scalable in a way that isn’t possible with face to face meetings. For instance, imagine needing to train multiple departments on compliance. Front line employees, managers, IT security professionals, and legal teams may all require slightly different modules. With asynchronous learning, instructors can create a single course, copy it for each group, and adapt it to meet each group’s needs—all while maintaining consistency across the core materials.

This style is also a time saver. In fact, research published on the Association for Talent Development (ATD) site noted that e-learning programs can reduce learning time by up to sixty percent. This may be because online courses are easy to take in chunks, which helps retention.

It’s also easy to go back to online classes anytime to review material. As Ebbinghaus revealed more than a century ago, regularly revisiting past material is a critical way to retain it. Think about it: It’s much easier to go back and review a microlearning on a tablet than it is to review an in-class session presented by a contracted facilitator.

Many prefer flexible online learning because they can move through courses at their own pace. One global oil and gas company surveyed employees and found that 88 percent of them preferred to access training on personal devices like mobile phones. Another survey revealed that 89 percent of workers wanted access to technology for professional development. 

Traditional classroom learning also tends to favor higher-paid office employees, both in terms of who gets selected for development and who can easily access training. This is despite the fact that the majority of workers—up to 80 percent—don’t work at a desk. Online courses offer a more equitable solution, giving hourly and deskless workers the chance to upskill on their own time. Moreover, asynchronous classes enhance accessibility. They allow learners with diverse needs—such as those with hearing or visual impairments or ADHD—to engage with content in ways that suit them, making education more inclusive and effective for all. 

When async isn’t the right fit

Asynchronous learning has many benefits, but how do you know when this style isn’t right for the team? What are some disadvantages? 

One of the benefits of synchronous learning is that you can adapt in the moment. For example, learners may have varying skills, requiring the instructor to work in smaller groups or offer one-on-one attention. Similarly, if each session involves unpredictable variability in participants or skill levels, asynchronous learning may not be the best approach. In such cases, the flexibility of synchronous learning can be more impactful.

Asynchronous classes can also limit connections between co-workers compared to sessions that take place at a scheduled time. While some asynchronous learning may use discussion posts, message boards, or chat rooms to encourage people to connect, that’s not enough for everyone. Some may find the style isolates them from peers.

While online classes can employ branching scenarios with great success, sometimes students just need that extra bit of instructor facetime. An asynchronous class can also work better when students require practice or group work that’s hard to do in isolation or is cost-prohibitive to move online effectively. Finally, if students have trouble with computer or internet access, it’s critical to offer inclusive alternatives.

Many learning leaders find it tough to choose one delivery method over the other. They may find benefits in both methods for increasing student engagement and skill retention. In situations where there’s no clear winner, it’s time to consider a blended learning approach. 

Blended or hybrid learning

Blended or hybrid learning combines synchronous and asynchronous learning. Typically, that means mixing scheduled class time with instructor-led sessions and self paced online education. This “best of both worlds” approach allows learners to take course content that’s easily self-directed at their own pace—and get support and guidance on assignments that are better suited for live sessions with the whole class.

For example, a sales representative for a medical device company might give doctors a microlearning series on the basics of a new tool. Each module would outline the tool’s features and benefits and might include a video demonstration. Doctors could then attend a workshop to practice using the tool under supervision before getting certified.

Or let’s say a front-line restaurant employee joins a company with a unique approach to customer service. The restaurant has a mantra, “Do a little extra!” But what does that mean when approaching daily tasks like taking an order or greeting a diner? 

To learn the origins and intent of the company’s mantra, the employee takes an e-learning course. It might include quizzes and branching scenarios where the employee can practice and prove their ability to interpret the “Do a little extra!” mantra in creative ways. 

Once the employee masters the material, they can move on to role-playing in small groups with their peers or follow a senior employee to experience the mantra in action. Finally, the employee can show off their progress with a customer in real time and graduate from the blended program. 

This method combines the best of both strategies and can dramatically improve effectiveness. Allowing employees to learn when they have availability, practice in small chunks, and then show off what they’ve accomplished makes learning engaging and drives higher training satisfaction. 

Conduct a needs analysis to determine the advantages and disadvantages of learning delivery methods

If you take anything away from this post, let it be this: There is no “best” way to deliver learning. Instead, each workplace education initiative should be evaluated to find the best fit. It’s easy to say, “Sure, I can build a course for that!” and call it job security. That’s a false promise though. It’s tough to call it a success if students don’t retain the new concepts and they aren’t engaged. Instead, position yourself as the consultant and expert to help colleagues and subject matter experts. Conduct a needs analysis to evaluate the benefits and limitations and present the most effective solution to create true business impact.

Some lessons are better suited to asynchronous learning, others to synchronous learning, and still others to a blended approach. Some could be a job aid or conversation and shouldn’t be a course at all! That’s why it’s critical to ask, “What do I want learners to accomplish after taking this?,” “What are the expected learning outcomes?,” and, “What are the desired business outcomes?” These questions and answers will help you skillfully evaluate the advantages and disadvantages of each delivery style. 

How online learning benefits an overall workplace skill-building strategy

Online learning is one of the easiest and most effective ways to deliver workplace learning asynchronously or as part of a blended program. It is a cost effective way to deliver learning at scale to different learning needs and use cases. For critical information to make the business case for online learning in your organization, download our e-book, The $1Trillion Turnover Problem and How to Fix It.