If your organisation is involved in training, whether through internal training sessions or external courses, it has probably faced the question: is it better to teach online or in person? During the pandemic, many organisations moved online out of necessity, then returned to in-person formats. Others began experimenting and now make more deliberate choices. But what should the decision depend on? Are the two really as different as many people think?
In this journal entry, we summarise the most important similarities and differences, and give practical tips on when each format is worth choosing.
Online vs. In-Person Training: Mode Of Delivery ≠ Quality
One of the most common misconceptions is that online education is inherently weaker than in-person education. This feeling is understandable, as many people base their views on hastily assembled courses created out of necessity. In most cases, however, this is not a failure of online education, but of lack of preparation.
Let’s look at what the research says. In terms of learning outcomes, there is no significant difference between the two formats when both are designed deliberately. A 2024 study published in Discover Education compared two groups taking the same course: one learned in person, the other online. The result? No difference in performance could be detected, even in laboratory tasks.
A large-scale comparative analysis in higher education reached a similar conclusion (Alarifi & Song, 2024): when researchers controlled for factors such as learner numbers, entry-level knowledge and gender, the differences almost disappeared. The medium itself does not explain the outcomes – learning design does.
The difference between online and in-person teaching is not what most people assume. The difference lies in the tools, not in the principles of teaching.
The Real Difference: The Toolkit, Not The Pedagogy
If we take a step back and ask what training is for, the answer remains the same whether it takes place in a room or through a screen:
- Help participants acquire new knowledge or skills.
- Ensure this knowledge is integrated into their everyday work.
- Make progress measurable and sustainable.
These principles do not change because people have learned online or sat together in a meeting room. What changes is how you put them into practice. Harvard University’s remote teaching guide makes this clear: the fundamentals of teaching are the same across all modes of delivery – strong content, deliberate pedagogy and appropriate assessment. The forms of interaction change, but the foundations do not.
The Cambridge English research team argues similarly: good digital pedagogy does not start with technology, but with learning. The first question is what needs to be learned; only then should you decide which tools are best suited to supporting it.
10+1 Steps to Develop Effective E-learning Content
Developing e-learning content has become essential for almost every organisation that takes effective employee training seriously. However, it is not advisable to put together an e-learning course simply for the sake of having one, nor should the primary goal be to create content that is merely more fashionable or content-heavy.
Read MoreThe ‘Pedagogy First’ Principle In Practice
Imagine that you need to teach your team a new internal policy. The question is not whether you should do it online or in person, but:
- what depth of understanding is required,
- whether participants need immediate feedback,
- how important group discussion and learning from one another are,
- at what pace they can absorb the material.
Once you have answered these questions, the mode of delivery almost suggests itself.
Deep interaction and immediate discussion are needed → in-person training or online training with synchronous communication.
Individual pace, repetition and flexibility are needed → online training with asynchronous communication.
Both are needed → blended learning.
Where The Real Differences Between Online And In-Person Training Lie – And How To Handle Them
We wrote that the differences are smaller than you might think. That is true. But it does not mean there are none. Let’s look at how online learning differs from in-person learning, and where it is worth improving the experience.
1. The Importance Of Self-Regulation Increases
In an online environment, learners are much more dependent on themselves when it comes to time management and focus. Those who perform better online tend to have a strong sense of self-efficacy and are able to regulate their own learning process independently. Those who find this more difficult need more structure and feedback.
What can you do online?
- Build in regular, short feedback points, such as quizzes and tests.
- Provide a clear schedule, while leaving flexibility in how learners complete the work.
- Encourage progress tracking within the e-learning system.
2. The Sense Of Community Is Harder To Build
One of the greatest strengths of in-person training is informal learning: conversations during the coffee break, whispered comments to the person sitting next to you, classroom discussion. Online, this needs to be deliberately replaced.
What can you do online?
3. Forms Of Feedback Are Different
In a room, the trainer can notice reactions immediately: they can see when someone has lost the thread, is bored, or suddenly lights up because something has clicked. Online, this may work differently.
What can you do online?
- Use polls and ask learners questions about the learning material.
- Build in short self-assessment tasks.
- Use data from the e-learning system: who got stuck where, who has not logged in, who is falling behind.
4. The Role Of Learning Design Becomes More Important
In in-person teaching, the trainer can adapt in real time: slow down, give an example, or move in a different direction. In asynchronous online learning materials, this has to be planned in advance. This requires more preparation, but pays off in the long run, as well-designed learning materials can be used again and again.
| Pedagogical Principle | In-Person Implementation | Online Solution |
|---|---|---|
| Interaction and dialogue | Sitting in a circle, raising hands, spoken contributions | Polls, chat rooms, like/dislike buttons, forums |
| Social learning | Group work at tables, corridor conversations | Forums, shared documents, breakout rooms, shared digital boards |
| Differentiation | The trainer helps weaker learners in person | Adaptive learning, additional tasks, flexible learning paths |
| Immediate feedback | The trainer observes classroom reactions, answers questions immediately and evaluates learner performance | Automated quizzes with immediate explanations, digital checklists, video feedback and use of e-learning system data |
| Creativity | Presentation at the board, presenting slides | Video tasks, digital portfolios, screen-sharing-based problem solving |
The tools are different, but the goal is the same: to engage learners, check understanding, give feedback and build community.
Online Or In-Person Teaching? A Decision Guide
Not every training format suits every type of content. Here are a few considerations to help you decide:
What The Best Educators Know: The Truth Lies Somewhere Between The Two
The most successful organisational training programmes do not think in terms of online versus in-person teaching, but ask instead: what kind of learning experience do we want to create, and what is the best way to implement it?
Technology and pedagogy actually shape one another: one cannot be placed entirely ahead of the other. Digital tools have opened up new possibilities that sometimes produce better outcomes than traditional classroom methods. Well-designed online education, for example, can increase interactivity: participants may find it easier to respond, ask questions and express opinions than in many traditional formats.
The key, then, is not the format, but deliberate design: you need to start from sound principles, plan carefully and put the tools at the service of learning, not the other way round.
Frequently Asked Questions About The Difference Between Online And In-Person Teaching
What Is The Main Difference Between Online And In-Person Teaching?
The biggest difference is not in learning outcomes, but in the tools and the way the learning is designed. The principles of good pedagogy – engagement, feedback, active learning and community-building – are the same in both formats. What differs is that, in an online environment, these principles need to be implemented with digital tools, and the design requires greater attention in advance, because the facilitator cannot adapt in real time as easily as they can in a room.
Which Is More Effective: Online Or In-Person Education?
According to research, when both formats are designed deliberately, there is no significant difference in learning outcomes. Effectiveness is determined not by the format, but by the quality of learning design: how well the learning material fits the needs of the target audience, how interactive it is, and what feedback mechanisms it incorporates.
When Is It Worth Holding In-Person Training Instead Of Online Training?
An in-person or synchronous online format is recommended when the material touches on an emotionally sensitive topic, such as feedback culture or leadership skills; when team dynamics and learning from one another play a key role; or when immediate, deeper discussion and collaborative problem-solving are needed.
When Should We Choose E-Learning Instead Of In-Person Training?
Asynchronous e-learning is particularly effective when you need to reach a large, geographically dispersed team; when the content needs to be standardised and repeatable, such as compliance, product knowledge or policies; when participants need flexible scheduling; or when you are looking for a scalable, cost-effective long-term solution.
Can Online Education Be As Interactive As In-Person Education?
Yes – in fact, in some respects, it can be even more interactive. Online environments offer tools such as real-time polling, anonymous questions, collaborative digital whiteboards and small-group breakout rooms, all of which can make it easier for many participants to get involved than in a traditional classroom lecture. The key is deliberate design: interactivity does not happen by chance, but needs to be built into the structure of the training in advance.
Does E-Learning Development Cost More Than In-Person Training?
The development cost of e-learning materials is typically higher than the preparation cost of an in-person training session, but the long-term return is also significantly greater. A well-designed e-learning module can be made available to an unlimited number of participants, anytime and anywhere, while travel, room hire and trainer costs disappear. For larger groups and regularly repeated training programmes, such as onboarding or compliance, e-learning is usually a significantly more cost-effective solution.
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If you would like to make organisational education more effective through e-learning or blended learning, but you are not sure where to start, contact us and we will help you choose the best solutions. If your available resources are limited, we strongly recommend getting in touch with us, as expert support can save a great deal of work and cost.
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