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In-Person vs. Online Learning
Since the earliest days of the internet, proponents of online learning have positioned it as a replacement for traditional, in-person learning. Others, however, have held onto the unique benefits that can only be achieved when communicating face-to-face with an instructor. While the in-person learning vs. online learning debate has shifted in recent years, many in the L&D space are still undecided about which is truly the best for their organization.
In this blog post, we weigh the pros and cons of in-person learning vs. online learning and, in doing so, hopefully make it a little easier for learning and development professionals to determine the optimal direction for their goals and mission.
The benefits of in-person learning vs. online learning
The events of the past few years include an abrupt shift from in-person learning and employment to virtual equivalents. This worldwide experiment, unexpected though it was, reinforced one of the primary benefits of online learning: flexibility. It’s almost impossible to understate the incredible power of the internet to enable learning across multiple time zones and distances. L&D teams who choose online learning circumvent a host of logistical challenges and can enjoy the confidence that employees will be able to access learning content whenever and wherever they need.
Related to flexibility is another benefit: consistency. Online LMS platforms allow L&D teams to experiment with and refine their content, and then serve that optimized content to different learning cohorts exactly as intended. Even the best instructors have off days, but online learning removes that variability and instills the confidence that all learners will receive the necessary information in an optimal way.
One benefit that many would ascribe to in-person learning is that it better allows participants to engage in highly effective social learning. While it’s true that there are undeniable benefits to sitting alongside fellow learners, many modern LMS platforms include engagement functionality that effectively enables social learning. In fact, much of this functionality would be difficult to replicate in an in-person setting.
In-person learning vs. online learning statistics
According to LinkedIn’s 2022 Workplace Learning Report, 81% of executives are changing workplace policies to increase flexibility in their workforce. While this shift might encompass many different aspects of the workplace, the fact that four out of five executives are embracing workplace flexibility is a strong indication that online learning will accompany this trend.
Future Learn recently conducted a survey about learning trends, and many of the results reinforce the momentum behind online learning. Among those, 89% of employers expect online learning to be even more important in the future, with 75% of companies already using online learning tools and platforms.
While the statistics above are definitely in favor of online learning, it’s important to remember that the decision doesn’t need to be either/or. KPMG published their findings around corporate e-learning initiatives, and specifically the impact of IBM’s shift toward a blended learning model that included an online component. The impact of this shift was that managers learned five times more at a cost that was one-third less!
Which is more effective – in person or online learning?
All of this leads to the million dollar question: When comparing in-person learning to online learning, which is more effective overall? The answer to that question depends, at least in part, on the priorities of each organization. If L&D teams are looking for an engaging, scalable solution that maintains consistency no matter where your team is located, it’s difficult to argue that online learning isn’t the clear choice. Additionally, online learning is the optimal choice if you’re hoping to “future proof” your learning strategy.
On the other hand, if face-to-face interaction is more important to your organization than the content being offered, and learners are able to align their schedules to be in the same location at any given time, then in-person learning is still hugely valuable. Or better yet, consider implementing a blended learning model that combines the best of both worlds into one.
Optimizing for distribution
No matter where your team ends up with the in-person learning vs. online learning decision, one last recommendation is to remember the importance of tailoring your content and learning model to your distribution strategy, and not the other way around. The experience of learning looks different online than it does in person, and it’s unwise to simply copy and paste the same learning plan between different mediums. Indeed, online learning platforms often include a host of learner engagement functionalities that can’t easily be replicated in-person, so it doesn’t make sense to ignore those features in favor of a quick transition from a face-to-face learning environment to a virtual one.
One final reminder
The best L&D teams make use of tools like a Training Needs Assessment to evolve their strategy, tools, and platforms over time. Just because your team takes one approach today doesn’t mean that you can’t shift that strategy six months from now. That way, you can make sure that you’re always progressing toward a better learner experience and ever improving outcomes.
