The rise of online learning – especially in the workplace has opened a whole new world of upskilling opportunities that organisations the world over can take advantage of.
Whether for mandatory training or upskilling individuals, departments, or the whole organisation, online learning can streamline and drastically improve the learning experience.
But only if it’s delivered in the right way.
Get the learning experience right and you’re on the fast track to optimising your workforce. Fail to hit the mark and you’ll risk having a workforce ill-equipped to manage their day-to-day activities, let alone be prepared to scale operations.
Organisations have a choice. They can either opt for synchronous learning or asynchronous learning. Both have distinct merits and value. The way they’re delivered is different.
Understanding the primary differences between them is the key to deciding which is the best option to roll out organisation-wide.
Let’s examine the main difference between synchronous and asynchronous learning. Defining each of the learning styles, including the key differences, the pros and cons of each, when to use them, and if a combination of each, in other words, blended learning, is the best option for your organisation.
Interested in learning more?
Keep reading to decide if synchronous or asynchronous learning is best suited to your L&D. Let’s start with a definition of synchronous learning.
What is Synchronous Learning?
Any learning that takes place in real-time, typically involving a group of people engaging in activities simultaneously, is known as synchronous learning.
Think live webinars, video conferencing, virtual classrooms, and instant messaging.
Learning can be conducted remotely or, if you prefer, in person. Some of the primary features of synchronous learning are that it allows learners to ask questions, get answers on the spot, and collaborate freely with colleagues.
Synchronous learning has long been a popular choice in workplace L&D, offering the flexibility to be tailored to a wide range of L&D.
From educating employees on new policies to training everyone to use new software, the versatility of synchronous learning makes it a popular L&D option for a diverse range of organisations around the world.
What is Asynchronous Learning?
Asynchronous learning is the opposite of synchronous learning; it defines learning methods that do not require learners to be present and actively engage with learning methods at their own pace, within a timeframe to suit them, and without the need for real-time participation.
This is made by creating learning materials beforehand and, in today’s modern world, distributing them digitally, i.e. e-learning modules, recorded webinars, videos, podcasts, downloadable PDF documents, and even online discussion boards.
The difference between synchronous and asynchronous learning is one of time and flexibility.
Synchronous learning thrives on real-time engagement, cultivating a traditional classroom experience in a remote environment. Asynchronous learning emphasises autonomy and flexibility, accommodating diverse learning paces and diverse schedules.
But there’s much more to it than that. Let’s examine the differences between synchronous and asynchronous learning in a little more detail.
The Key Differences Between Synchronous and Asynchronous Learning
It’s not hyperbole to say that learning has evolved exponentially over the last few decades, especially in the last few years when remote working was thrust to the forefront of our day-to-day working lives.
Do today’s learners prefer a digital education over traditional classroom-based learning?
In short, it depends on a wealth of factors…Age. Digital knowledge. Learning preference. Personalities. Motivation and self-discipline. Social or cultural emphasis. And the big one: time.
What’s true is that digital learning is a blossoming sector, one of the fastest-growing sectors in the world, projected to be worth $645 billion by 2030. 😲
To optimise learning, rolling out an experience that appeals to a broad range of learning preferences, personalities, and social elements, organisations need to fully understand the differences between synchronous and asynchronous learning styles. And how to maximise their unique and collective merits to maximise the whole learning experience.
Here’s a table that clearly outlines the differences between synchronous and asynchronous learning, comparing learner experiences of both.
| Feature | Synchronous Learning | Asynchronous Learning |
| Time | Real-time | Self-paced |
| Interaction | Immediate (live chat, Q&A, discussions) | Delayed (forums, email, recorded feedback) |
| Flexibility | Fixed schedule | Flexible schedule |
| Access requirements | Requires attendance at specific times | Accessible anywhere |
| Technology needs | Reliable Internet for live sessions | Internet required, but not real-time dependent |
| Feedback | Instantaneous | May take time |
| Learning style suitability | Best for social/interactive learners | Best for independent/self-motivated learners |
| Examples | Zoom classes, live webinars, virtual classrooms | Recorded lectures, discussion boards, and online quizzes |
| Challenges | Scheduling conflicts/time-zone issues | Isolation/self-discipline required |
Now that we’ve outlined the key differences between synchronous and asynchronous learning, let’s look at the pros and cons of each.
The Pros and Cons of Synchronous Learning
If you’re sat on the fence, wondering if synchronous learning is the right option for your organisation, let’s weigh up the pros and cons of the methodology to see if it’s the right option for your organisation.
The Pros of Synchronous Learning
Opportunities to Interact
Perhaps the most prominent benefit to synchronous learning is that it reinforces collaboration and people skills by asking colleagues to interact in ways that simply aren’t possible with asynchronous learning.
From deciphering facial expressions and social cues, and, of course, speaking face-to-face, synchronous learning is highly reliant on one-on-one communication.
These interactions encourage knowledge sharing and critical thinking, allowing learners to build on one another’s understanding of the material, making conversations a forum for discovery and professional development.
Personalised Interaction
By tailoring the learning experience to learner’ needs, personalities, abilities, and interests, organisations can bolster their chances of achieving even the loftiest L&D targets.
Not only does this improve engagement by addressing learning styles, encouraging learners to acquire knowledge at their own pace, but it also promotes autonomy and ownership, while recognising the diverse needs of learners.
Emotional Connection
Many of us thrive when we feel engaged, energised, and motivated.
Synchronous learning is one of the easiest ways to achieve this emotional connection, building stronger bonds with colleagues, encouraging and elevating one another, and making the whole L&D process easier.
Immediate Feedback
Another core benefit to synchronous learning is that it allows for, pretty much, immediate feedback from peers and instructors.
This can put an immediate halt to any bad habits while reinforcing knowledge essential to upskilling, accelerating the learning process. ☺️
The Cons of Synchronous Learning
As beneficial as synchronous learning can be, the model is not without its drawbacks.
Before you decide to go all-in on synchronous learning, designing your entire L&D around the model, be sure to check out why it may not be the best option for you.
Lack of Flexibility
Synchronous learning has learners ‘in sync’ – Learning at the same time. Together.
Whereas this can be beneficial to organisations from an organisational perspective, this lack of flexibility means that it’s challenging to accommodate everyone’s schedules, even becoming a touch inconvenient for instructors and learners.
Less Personalisation
The less personalised a learning experience is, the more likely it is to not have the desired ROI.
And this is far from the only issue that could arise. For one, learners could find themselves competing for an instructor’s attention. This could result in favouritism and diminish the overall group’s chances of becoming equally skilled.
Not Ideal for All Learning Preferences
Like it or not, synchronous learning isn’t ideal for all learning preferences.
This can prove to be a problem in organisations with a broad range of personalities and skillsets.
Introverts, for instance, may find it difficult to adapt to synchronous learning, not favouring group learning environments. Similarly, those who favour an in-depth understanding of a subject matter may find synchronous learning too shallow and be unsatisfied with the overall learning experience. 😞
Relies Heavily on Instructor Skill and Engagement
Good instructors inspire learners and elevate the learning experience.
Conversely, poor instructors can compromise the learning experience. Boring, chaotic, or poorly communicated L&D course delivery will hardly inspire learners! Having an instructor who can engage and inspire learners is, arguably, the key to successful synchronous learning.
The Pros of Asynchronous Learning
Flexible Learning Schedule
Today’s modern working environment demands and promotes flexibility.
Traditional, real-time learning in a classroom setting is no longer considered the norm.
Asynchronous learning accommodates learners with busy, fully-packed schedules, giving them the ability to learn at their own pace. 🙌
Ownership of the Learning Experience
By promoting responsibility for their own learning experience, asynchronous learning motivates learners to take control of their learning experience.
This can prove very helpful in a professional working environment, one where learners typically have other priorities, deadlines, and responsibilities.
Independent Learning
The high degree of autonomy asynchronous learning promotes encourages students to absorb information on their own.
This can bolster understanding, and ultimately productivity and efficiency, cultivating critical thinking and problem-solving. And it’s also time-efficient.
Learning Accessibility
Learning shouldn’t begin and end in a classroom or formal setting.
In fact, for many of us, the work we do outside of a formal setting can make the difference between maximising knowledge and being left a little short of knowledge.
Having lessons accessible whenever and wherever possible can really improve knowledge. This accessibility is promoted by LMS like Thirst that offer learning flexibility whenever you want, wherever you are.
The Cons of Asynchronous Learning
Doesn’t Suit Everyone
Perhaps the biggest drawback to asynchronous learning is that it doesn’t suit every learning style and personality. Why? It demands a high degree of self-motivation, time management, discipline, and accountability. This doesn’t suit everyone, especially people who need a structured learning environment. 🤔
Lack of Real-Time Interaction
The limited immediate feedback can compromise the relationship between peers and instructors and, more importantly, delay knowledge acquisition.
This can create a gulf in learner knowledge and, ultimately, their ability to perform the tasks asked of them, especially if organisations want to scale operations.
Technical Barriers to Understanding
We’d be remiss not to mention the importance of having access to the Internet, devices, and any appropriate equipment to improve the learning experience.
Environments that fail to provide precisely what learners need may, consequently, fail to optimise the L&D experience.
Difficult to Cultivate a Learning Community
Asynchronous learning has one big drawback. One that causes some organisations to completely discount the model: the lack of real community.
In-person L&D cultivates collaboration and social learning, making it easier for people to learn from one another through discussions, feedback and group tasks. They all encourage people to learn from one another. This makes asynchronous learning challenging.
When to Use Synchronous and Asynchronous Learning
Knowing when to use synchronous learning and when to use asynchronous learning depends on a mixture of different factors. But, ultimately, it’s your L&D goals, the resources at your disposal, the nature of the content, and, of course, the learners themselves, that guide the decision.
Below are two tables that outline when an organisation should use synchronous learning and when it’s best to use asynchronous learning.👇
When to Use Synchronous Learning
| Circumstance | Why Synchronous Learning Works |
| When real-time interaction is critical | It’s ideal for live discussions, Q&A or providing instant feedback |
| Building communication and connection | Learners can develop relationships and collaborate more naturally |
| When showcasing complex or hands-on content | Immediate, in-person guidance is beneficial to learners trying to grasp technical, creative or practical subjects |
| When motivating or guiding learners is paramount | It’s ideal for learners who benefit from a structured learning environment or who struggle with self-discipline |
| Real-time assessments | Oral exams, presentations or live demonstrations are particularly suited to synchronous learning |
When to Use Asynchronous Learning
| Circumstance | Why Asynchronous Learning Works |
| When flexibility is important | Learners in different time zones or those with busy work schedules can learn together |
| Learners are self-directed | Highly effective for motivated individuals who can manage learning at their own pace. |
| Content doesn’t change | Static materials or pre-recorded lessons provide efficient resources for evergreen topics |
| When scalability is needed |
Perfect for reaching a wider audience without needing real-time facilitation |
| When learners wish to review material | Learners can revisit and review materials as and when they need to |
Blended Learning: The Best of Both?
The question of whether synchronous or asynchronous learning is best-suited to your organisation is made even more complicated when you consider that you don’t need to choose between the two.
In fact, you can choose the best of both worlds. What’s known as blended learning.
Blended learning offers a range of practical, strategic, and cost-effective benefits that demonstrate its value as a workplace learning model, one that’s perfectly suited to continuous L&D, upskilling individuals, departments, or the whole organisation, even onboarding.
Below are the benefits of blended learning that your organisation can’t afford to miss.👇
Increased Engagement and Retention
By combining different learning experiences and formats, both in-person and digital, organisations can optimise the learning experience for a wide range of people. This promotes interest and engagement while maximising retention.
Cost-Effectiveness and Scalability
In today’s modern workplace, cost and scalability are key considerations for organisations.
Blended learning promotes both by reducing the need for potentially repeated travel costs and persistent in-person training sessions while reusing training materials across all departments.
Supports Continuous Learning
Blended learning promotes a workplace culture that doesn’t start at 9am and finish at 5pm.
In fact, quite the contrary. Learners can access digital modules anywhere, anytime. This type of in-demand learning benefits learners who have little time for professional development throughout their 9-5. ⏲️
Adaptability to Different Organisational Needs
Organisations the world over–especially global organisations–must balance different schedules, different time zones, and different personalities to optimise performance.
This can make L&D a mite tricky. Some people learn faster than others.
There could also be a language barrier or cultural barriers. By offering the best of both worlds (digital and in-person), blended learning makes it easier for organisations to optimise the learning process.
Efficiency (Especially When It Comes to Time!)
Successful organisations promote efficiency. Across every department, including L&D.
Employees who spend hour upon hour completing in-person training have less time to complete their day-to-day tasks. Simple, right?
Combining digital with in-person training allows organisations to optimise their L&D–in fact, they can even select what type of training modules to complete and for who.
Final Thoughts
The differences between synchronous and asynchronous learning are pronounced. Especially when you really get into the nitty-gritty of each.
L&D is only as successful as how it’s delivered.
Even the most profound upskilling will have a limited ROI if not delivered in the right way. For this reason, the choice of whether to roll out synchronous, asynchronous or blended learning can make all the difference to organisations.
It’s all about understanding the key differences between synchronous and asynchronous learning, the benefits and drawbacks of each, what types of personalities respond to synchronous learning and what types of personalities respond to asynchronous learning. and knowing when to deploy each model. And, if all else fails, you could always opt for a blended approach!
Got 2 Minutes?
If your organisation is struggling with disengaged learners, Thirst has the solution.
Thirst is an AI-powered learning platform that helps L&D teams of all sizes boost learner engagement and create experiences tailored to today’s learners.
Take a guided tour today and see Thirst in action.
For more e-learning insights, resources and information, discover the Thirst blog.
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