Both asynchronous and synchronous learning have been around for a long time, though synchronous learning has the edge for longevity. That means people have been passing down lessons from teacher to student directly while both are present in some way. The other alternative was maybe a stone tablet with teachings left beyond for the next person.
So, as long as there has been writing, there’s been both asynchronous and synchronous learning. Synchronous learning depends on spoken language, which is probably why it’s been around longer.
You’ll find both asynchronous and synchronous learning in workplaces and beyond to help facilitate learning. But what is the difference between these two ways of learning, and which one is best for you and your organization?
Asynchronous learning is done at employee’s own pace.
Asynchronous and synchronous learning are two ways of training employees with different approaches and uses. Asynchronous learning is self-paced, meaning employees can take as much or as little time as they need to complete training, and there doesn’t necessarily have to be a trainer at all.
You learn all by your lonesome and at your own pace with asynchronous learning.
Synchronous learning is more structured and focused, with employees participating in real-time sessions and/or discussions. It can even be done as a group or one-on-one, which is more of a form of coaching (but still synchronous!).
One key difference between asynchronous and synchronous learning is the interaction possible with other employees in real time. I only specify in real time because that’s truly the only difference. Just as much discussion can happen in asynchronous as synchronous learning, but it’s typically done on a discussion board, enterprise social network, or wherever else information is shared and answered at employees’ pleasure.
Synchronous learning is done in real-time whether virtual or in person.
You may feel more of a community with synchronous learning, though, because you can all talk in the room together. I’d also like to add that synchronous is often more distracting. Sometimes to the point where nothing gets learned (been there).
With synchronous workplace training, everybody has to take off work, log into a conference call, or head to a conference room, and then hopefully spend the next hour or so learning something. It’s all in the name of being in the same place together.
For asynchronous workplace learning, employees can log into their LMS whenever they have time, assuming they have time.
Those who prefer more autonomy and independence likely prefer asynchronous learning, while those who like more structure probably want synchronous.
No matter an employee’s preference, sometimes it comes down to time and what’s possible. Sometimes, it’s impossible to stop working for an hour; sometimes, self-paced learning is more efficient and takes less time.
Employee preference should be considered when deciding which type of training is predominant in your organization.
An example of how synchronous training typically takes longer for employees to complete is a course we redesigned from virtual instructor-led training to eLearning. The time it took employees to complete the course went from an hour to 20 to 25 minutes. That’s a dramatic time difference for very similar (but, in our eyes, better) content.
Ultimately, the right choice depends on individual needs, preferences, organizational requirements, and infrastructure.
By considering the differences between asynchronous and synchronous learning, you can decide which method is best for you, employees, and the organization.
With the right approach, employees can benefit most from workplace training.
What Are They?
You may have already gotten some big hints of each one, but I’m about to break it down even more. This is helpful so that we’re on the same page and can better compare which is right.
It may not be that one is always right, though. It’s impossible to dictate which one is right across the board. It will vary by organization, project, and even employee.
So, here’s what each one is.
What Is Asynchronous Learning?
Asynchronous learning is a self-paced style of learning in which employees can take training when they need it and as much or as little time as they need. It could even be a conversation part of training where messages are posted on a discussion board, but discussion can happen whenever.
Here are some typical types of asynchronous learning in the workplace:
- eLearning course (aka self-paced course)
- Job aids
- Quick reference guides
- Enterprise social media networks
- LinkedIn Learning
- Udemy
On all of these, the learning happens when and where employees want it and at their pace. That means they can start a course, watch one video, and then let it sit for months because they’re too busy.
If that’s the case, synchronous learning may be a bit better because it forces you to remove yourself from your workload. That may be the case for your organization, but it likely won’t be universally true.
What Is Synchronous Learning?
Synchronous learning is where employees participate in real-time training, sometimes in a virtual room and sometimes in a real room.
That means you take time out of your workday, log into a call, or lug yourself down to the scheduled conference room and hopefully learn. It could also be a huge conference with sessions. The point is that everybody is (hopefully) learning simultaneously.
Here are some typical types of synchronous workplace learning:
- Virtual instructor-led training
- Instructor-led training
- Conference sessions
- Employee workshops
- Coaching/mentoring (typically, though it doesn’t have to be synchronous)
As long as the employee and trainer are doing their things with each other simultaneously, whether in a big group or individually, it’s synchronous. Both sides happen at the same time.
Advantage of Each
There is no ideal way to do workplace training. Both are great options depending on the various needs of different projects and organizations. I’ve heard people say that synchronous training is known to be better than asynchronous training. That’s never been the case and will never be. It’s a broad statement that tries to generalize too much.
Here are some of the advantages of each.
Advantages of Asynchronous Learning
Asynchronous learning has numerous benefits for employees and organizations. I’ll break them down.
For Employees
Asynchronous learning gives them a more independent learning experience and a more autonomous working environment. They’ll have the option to flexibly structure their workplace and professional development according to their schedule.
It’s nice to work at your own pace and schedule rather than being forced to go to a conference room or sit on a call. There’s nothing more empowering than not being beholden to a specific time or room. That means it’s up to you when you have to go to the restroom.
Depending on the workplace infrastructure, employees may even be able to take training on any device they want, such as a mobile phone. That’s pretty cool!
Then there’s the pace; some people are a bit slower than others (raises hand). That means those who need extra time to learn what they need can have that time. You also can’t overlook the control employees gain over their professional development.
Employees choose their schedule, take lunch when they want, manage their workload, and all that good stuff. But if you don’t allow them to train at their own pace, then that autonomous workplace suddenly doesn’t feel so autonomous.
Asynchronous learning is full of advantages for employees as well as the employer.
Another great point for asynchronous learning is the power of social learning and other methods of discussion and learning with other employees as needed. Slack is a great example; it becomes synchronous when a conversation happens in real time. You may think it’s just chatting among employees, but learning occurs asynchronously through those channels.
Asynchronous communication and training allow people to mull over things and provide more thoughtful information rather than being on their toes at a specific time, ready to throw something out on someone else’s schedule.
For Employers
Asynchronous learning is great because it takes less time to complete training with well-designed content. Think about how much money an organization can save.
You know the adage, time equals money. That also applies to the time training takes. There’s rarely any benefit to taking longer, which means asynchronous training also saves a ton of money.
The ability for employees to structure their training around their day allows employees to be more efficient. That translates into a direct benefit to organizations that now have empowered and free employees to do what they need when they need it.
Asynchronous learning can be scaled large and fast.
Scalability is another huge benefit for employers. New technology launches can be ramped up faster because training can take days rather than weeks. So employees get better training, which can be ramped up extremely quickly.
Remember that asynchronous learning is easy to customize for each group of employees, creating a learning experience that’s relevant to everyone rather than trying to squeeze everything into one session.
These are just a drop in the bucket for the benefits of asynchronous learning. It’s an extremely flexible way for employees to learn and organizations to train.
Advantages of Synchronous Learning
Just like asynchronous learning, synchronous learning has benefits for employees and employers.
For Employees
Synchronous learning can be more effective for certain groups. Taking yourself away from your work and force concentration may be more helpful. This only works for sessions away from your computer because this benefit fails immediately when you’re in a virtual instructor-led session in front of your computer with all your work just a click away.
Another benefit for employees is that talking with others and riffing off their ideas is easier. Ideas can be exchanged, and great things can happen in minutes rather than days or weeks. Not only that, but employees can ask the trainer questions immediately rather than wait for a specific time.
When someone instructs in real time, the content can be adjusted in real time, including speeding up, slowing down, and providing more detailed explanations for content people are getting stuck on. This means it can be customized in different ways than asynchronous training can.
Synchronous learning has a component of community that’s difficult to replicate in other types of learning.
When you attend in-person training together, you also get a sense of community. Having that camaraderie and feeling like you belong can be pretty nice. Breakout sessions are great because they allow you to talk in small groups. That’s pretty cool!
For Employers
Synchronous learning is great because it encourages collaboration and a better workplace culture. The sessions and breakouts can also encourage people to step out of their silos and get to know others in different departments.
All of those options for working and learning with others are a great opportunity for new and creative things to happen. In some cases, it may also be more beneficial for employees to come together in one place. I’ve been to some pretty awesome training and entertainment events for top salespeople (I was an observer), and the energy was palpable.
But we can’t always live in a world of happiness and everything being great. We have to face reality and consider the disadvantages, too.
Disadvantages Of Each
Each type of learning has advantages and disadvantages. Just as it’s important to consider how each can benefit employees and an organization, you must also consider how each can harm them.
Let’s first take a look at the disadvantages of asynchronous learning.
Disadvantages of Asynchronous Learning
While asynchronous learning can benefit those with busy schedules or commitments outside of learning, it can also be difficult for those who need a more structured environment to stay motivated. There’s also a lack of real-time interaction with peers, and getting answers to questions can be more time-consuming.
Asynchronous learning requires a level of self-discipline that some simply lack. If there’s no external structure or deadlines to keep people accountable, they will simply delay and put off.
You also miss out on a lot of camaraderie with asynchronous learning. There’s no instructor, no other employees, and no breakout rooms where you get to meet others and learn about them.
If any asynchronous instruction isn’t put together well and is confusing to employees, it’s hard to learn from. Not only that, but you can’t ask questions or for clarification on certain topics. Employees’ options are typically to ask their manager, call the help desk (therefore increasing help desk calls), or just miss out on understanding. None of those are good options for workplace performance.
Now let’s look at some of the disadvantages of synchronous learning.
Disadvantages of Synchronous Learning
Inflexibility is the #1 disadvantage of synchronous learning. Making everyone be somewhere and learn at the same pace is less helpful to the learning process in most cases. It will also wreak havoc on their calendar.
Then there’s the fact that if it’s a virtual session, it’s easy to tune out and do work instead. There’s not always something engaging to keep you in the session.
There are also many limitations to how a session can be put together when it’s live. Interaction and engagement must be done on a personal rather than a content level. Then there’s the difficulty of learning certain topics, such as how to use an application. It won’t be very helpful when employees can only see what they’re supposed to do rather than do it.
Whatever the advantages and disadvantages of each, there’s still no clear winner for all ways of learning or all projects. Let’s take a quick look at how you might be able to choose which one is best for you and your situation.
How To Decide Which Is Best for Your Organization
When deciding which option is best for employees and your organization, it’s important to consider your goals, preferences, and the organization’s culture. For example, your employees may predominantly prefer in-person training over self-paced training, or vice versa.
A great way to get a pulse on how your organization should primarily approach training is to ask. Yes, survey your employees to find out what their overall preference is. You’ll likely find no dramatic majority, but it will sway in one direction or the other, if even slightly.
And don’t let those surveys dictate all forms of training, either. Sometimes, a project is better suited to synchronous training, whereas other times, it is better suited to asynchronous training.
For example, what if your organization prefers in-person training, but one specific project requires employees to learn how to use new software? Simple: That project might be best done self-paced, so you can create a simulated software environment so employees can do the process and learn along the way rather than watch something they’ll likely forget or have to watch again.
Your organization, employees, and project will usually give you a hint of what the right form of learning is.
If you’re in a predominantly remote environment, self-paced training will likely be the preferred type because it reflects the independence of working remotely. If everyone works from a central office or can access the same conference room, in-person training could be the preferred option.
If you’re looking for an active learning environment that involves real-time discussions and collaboration, synchronous learning may be a better fit. Ultimately, the right choice depends on the organization and the specific project needs. When deciding which style is best for your organization or project, it’s also important to consider your organization’s topic, company culture, and technical capabilities.
The only way to decide which one is right for your organization is to look at it at a more micro level. You can consider the macro level and decide organization-wide as long as it’s not dictated for every project.
Be open-minded and thoroughly analyze; that will help you make the best decision.
Wrap Up
Asynchronous and synchronous learning each have advantages and disadvantages. There’s no way to say which one is best or even which one will always work best for each topic. The topic, organization, and employees will help you make the best decision.
Asynchronous learning is self-paced, while synchronous learning means the instructor and employees learn in real time. When deciding which style of learning is best for your organization, consider your goals, preferences, and topic.
There’s no way to say which one will be the best without analyzing and learning about the organization. That’s one reason we do a thorough analysis first. We want to make sure we’re the right fit for a project and that we’ll be able to add value.
Instructor-led training isn’t a good option for our specialty (corporate technical training), so we don’t offer it at all. We can add tremendous value to technical training, which is why we specialize in digital training solutions.
Whether your requirements fit what we do or not, we can help you decide. Schedule a free consultation, and we can discuss your project and whether/how we can help make it a huge success. If not, we’ll do our best to point you in the right direction with our extensive connections in the learning and development world.