Elme Selesho – Signify Software

The mic isn’t off. It’s half-muted.

Elme Selesho — Mon, 15 Sep 2025 12:04:40 +0000

When we design eLearning for hearing loss, we often focus on severe to profound cases – captioning, transcripts, sign language. All absolutely essential.

But there’s a quieter majority we’re overlooking.

The silent majority

Globally, 1.5 billion people – nearly 20% of the world’s population – live with some degree of hearing loss. They don’t hear nothing. They hear some things. But not everything.

In South Africa alone, over 11 million people has mild to moderate hearing loss – 9.2 million with mild loss and 2.1 million with moderate loss.

Many haven’t been diagnosed or disclosed their challenges to their employer.

Who’s affected?

A teammate struggling to keep pace in fast-moving Zoom calls
A learner missing key points in training videos because of background music or robotic voiceovers
An employee deciphering unfamiliar accents in multilingual work environments
Someone whose hearing has slipped gradually – and who hasn’t asked for help

These quiet challenges lead to missed details, lower confidence, and disengagement from learning opportunities.

Small tweaks for half-muted learners

…that results in big impact for all.

Inclusive design isn’t just about checking boxes. It’s about making learning work especially for the many who hear some of the message, but not all of it.

Here are simple, actionable strategies:

Chunk audio into 15–30 second segments with clear visual cues
Start modules with a “preview” and end with a “recap” to reinforce key points
Prioritise clarity over cinematic production—learners may be multitasking or in noisy environments
Offer playback speed controls so narration can be slowed down without distortion
Use subtle animations, color shifts, or icons to highlight crucial phrases
Normalise captions as a productivity tool, not a “disability aid”
Provide “listening modes”: full audio, audio + captions, or visual-only summaries

Ready to make your eLearning half-muted no more? Email us at sales@signify.co.za to consult on inclusive design that benefits everyone.

Control Freak for good reason?

Elme Selesho — Mon, 30 Oct 2023 08:54:28 +0000

Debunking Learner Progression in eLearning

Many eLearning programs force learners to view and interact with all the content in a specific sequence. Does this promote knowledge transfer though? Not always.

Most learners view effective learning as experiences where they can engage with the content on their own terms. This is a key principle of adult learning theory – which requires learning and content to be relevant to a learner.

Customizing access to learning content means meeting learners where they are at - wherever that is in their career journey. In an AI-enabled world of work, we ought to nurture curiosity, so denying a learner access to information doesn’t make much sense.

How to approach compulsory training content

Many learning programs contain compulsory content that must be covered for compliance purposes. These types of programs use forced learning progression as the default. How can you customize the learning experience while still adhering to compliance requirements?

BRANCHING

Use branching to allow learners to discover content in a non-linear way, while setting parameters for a “completed” status. Every experience can be unique, based on learner choices.

ASSESSMENTS AND QUIZZES

Use quizzes and assessment to determine what a learner should cover next. This approach keeps internal motivation in mind, while being interactive – giving the learner ownership of process of closing their identified skills gaps.

MULTI-MEDIA OPTIONS

If learners must cover content, how about giving them options by presenting material in different ways? You can use articles, case studies, videos, simulations to cover the content according to unique preferences.

When is Free-Reign a bad idea?
“The whole point of human-centered design is to tame complexity...” Donald Norman

Research on learning design concludes that learners covering very complex or highly technical content benefit from simple navigation and limited customization options. It all comes down to managing cognitive load.

Simple, straightforward progression and navigation minimizes “noise” that distracts the learner from the actual learning process. [Minimizing extraneous cognitive load.] For instance, trying to figure out how to navigate or having to make choices about topics to cover, creates distracting noise.

By chunking information and building knowledge incrementally, you maximize germane load. This is the good kind of cognitive load that helps a learner to make sense of and integrate information, by linking it to existing mental schemas or creating new ones.

So before jumping on the “customized” learning design wagon, consider your content and program objectives.

Internal Mobility

Elme Selesho — Mon, 30 Oct 2023 08:54:08 +0000

Winning Strategy for Retention and Career Design

Forbes Magazine and Josh Bersin call internal mobility a key element of business strategy in 2023.

The Perks of Internal Talent Mobility

Retain and Engage Your Team

This is because internal mobility has proven to drive growth, innovation and employee satisfaction.

What is internal mobility?
We can describe internal mobility as the intentional movement of employees into different roles, projects and departments within an organization.

COVID reshaped the employment landscape, which left many organizations with multiple vacancies, employees fulfilling dual roles, retention challenges, and a recruitment landscape being dictated by the job seeker.

Youth unemployment rates in South Africa coupled with labour shortages turn the pressure up for organizations to innovate and re-design the employee value proposition.

Nurturing a Culture of Growth:
Internal talent mobility is like a high-five to your team, showing that your organization truly cares about their professional development. This not only boosts their morale but also keeps them on board for the long run.

Supercharging Employee Engagement:
Providing your employees with opportunities to climb the career ladder and expand their skill set - hands them the keys to a world of motivation. They become more engaged, pumped up, and dedicated to their roles.

We're living in the age of flat organizational structures and shorter job tenures. In this landscape, talent mobility beats traditional promotions as it offers better opportunities. As Forrester's Betsy Summers mentioned, talent mobility can do wonders for your organization by enhancing retention, bringing in top-notch talent, speeding up productivity, and cutting down hiring costs.

Fostering Knowledge Sharing and Teamwork

Tapping into Internal Wisdom:
With internal talent mobility, your organization can become a hub for sharing knowledge and expertise among various teams and departments. It's all about cultivating a culture of teamwork and innovation.

Mixing and Matching Ideas:
Talent mobility isn't just about moving employees around; it's about exposing them to different roles and viewpoints. This cocktail of experiences leads to an exchange of ideas and best practices, which keeps the innovation train running.

Building Skills and Staying Agile

Expanding Skill Horizons:
Internal mobility isn't just a job change; it's a skill-building adventure. Your employees get to pick up a variety of skills, turning them into adaptable, versatile pros in today's fast-paced business world.

Securing Your Future Workforce:
By encouraging your team to explore new roles and learn new skills, talent mobility acts as a shield against future challenges. It's your ticket to being ready for whatever opportunities and obstacles come your way.

Unlocking the Secrets to a Successful Internal Talent Mobility Program

Implementing an internal mobility program requires robust support mechanisms. Here is the lowdown to get started.

Create a Clear Vision and Game Plan

Dream Big and Align:
First things first, align talent mobility with your organization strategy. Think long-term and make sure efforts are aligned to where your organization is going.

Lay Down the Ground Rules:
Craft a playbook, complete with guidelines, policies, and the nitty-gritty of how talent mobility works. Define who's eligible, the support they'll get, and how you will measure success.

Build the Support System:
Set up structures to identify employees who want to spread their wings. They're ready for new opportunities; give them the opportunity.

Nurture a Learning-Driven Culture

Offer a Variety of Learning Opportunities:
Provide a diverse range of learning options, encompassing formal training programs, mentorship, job rotations, and challenging stretch assignments.

Promote Lifelong Learning:
Encourage your team to adopt a growth mindset and a culture of curiosity. Motivate them to actively seek fresh challenges and acquire new skills.

Facilitate Transparent Communication

Internalize Opportunity Awareness:
Ensure all employees are well-informed about the wealth of mobility options available within your organization. Utilize various communication channels to make sure everyone is aware of the various career paths and roles available.

Nurture Open Dialogues:
Promote honest and ongoing conversations between employees, managers, and HR personnel. Encourage discussions about career aspirations, identifying skill gaps, and exploring mobility opportunities.

Provide Guidance and Resources

Career Development Assistance:
Extend support and guidance to help employees to help them identify their career goals, recognize their strengths, and pinpoint areas for improvement.

Invest in Skill Development Initiatives:
Allocate resources to training programs, workshops, and other educational resources that equip employees with the skills necessary for success in new roles.

Monitor Progress and Continuously Improve

Measure and Assess:
Implement metrics and key performance indicators (KPIs) to gauge the impact of your talent mobility initiatives. Analyze factors such as retention rates, employee satisfaction, and skill development.

Strive for Ongoing Enhancement: Regularly evaluate and refine your talent mobility program based on feedback, insights, and evolving business requirements.

A Word of Caution

Not all talent mobility strategies are created equal.
There are two approaches:
formal (involving job postings and interviews) and informal (relying on word-of-mouth, sponsorships, and networking). Surprisingly, a Harvard Business Review study revealed a stark contrast in the quality between the two, with formal methods consistently outperforming informal ones in terms of performance, productivity, and retention. (Forrester, Betsy Summers, Oct 2021)

Conclusion

By embracing internal talent mobility, organizations can unlock their team's full potential while fostering a culture of growth, collaboration, and adaptability. With a well-planned strategy and a commitment to continuous learning and development, organizations can reap the rewards of internal talent mobility, including heightened employee engagement, enhanced knowledge sharing, and a workforce prepared for future challenges. Embrace the power of internal talent mobility, and witness your organization thrive!

Supercharge your Cyber Security

Elme Selesho — Mon, 30 Oct 2023 08:52:57 +0000

Enter Gamified Training

In an age where cyber threats loom large, the success of your cybersecurity strategy is deeply intertwined with your people and the quality of their training. South African companies are projected to invest a substantial R11 billion in cybersecurity by 2025, as highlighted in the IDC whitepaper on “Cybersecurity: A Digital Transformation Imperative.”

It is important to note that cybersecurity is not just about technology or systems; it’s about the people who use them. While the significance of this investment is undeniable, its effectiveness hinges on one crucial factor: the training of your employees. No company can afford to overlook the human element in its cybersecurity strategy.

How often have we witnessed the best-laid cybersecurity plans crumble due to inadequate user engagement and understanding? Cybersecurity is not just about installing firewalls and anti-virus software; it’s about creating a workforce that is vigilant, knowledgeable, and equipped to counteract cyber threats. This is where the power of gamified training comes into play.

Signify Software’s cybersecurity training is designed to make this awareness not only informative but also engaging. The gamified training takes employees through realistic cyber scenarios, allowing them to apply their knowledge in a risk-free environment. Through gameplay, participants learn to identify threats, respond effectively, and safeguard organisation’s sensitive data and systems.

The IDC whitepaper, commissioned by Microsoft and based on a survey of 186 IT leaders, highlights the pressing need for South African companies to address cybersecurity concerns comprehensively. And even for South African companies, it’s not just about the colossal financial investment; it’s about ensuring that these investments translate into real protection through the collective behaviour of well-trained employees.

So, what’s the game-changing question? How do you ensure your people wholeheartedly back up your substantial investment with their actions? The answer lies in empowering them through Signify Software’s gamified cybersecurity training. It’s time to bridge the gap between impressive cybersecurity investments and their actual impact by empowering and educating employees. The future of your business may very well depend on it.

Learning Motivation with Significant Impact.

Elme Selesho — Mon, 30 Oct 2023 07:45:21 +0000

Let your LMS fuel motivation!

In today’s fast-paced digital landscape, empowering employees to succeed through online learning is more crucial than ever. Have you ever contemplated the impact of using Learning Management System (LMS) banners to motivate and inspire employees? If not, now is the perfect time to explore this engaging approach.

A decline in motivation is an alarming issue that Organisational Development professionals should not overlook. When employees lack motivation to engage with the digital content – learning outcomes are not achieved, which negatively impacts productivity.

Signify is about solutions and we’ve come up with an innovative approach to boost employee motivation. We’ve designed captivating LMS banners that encapsulate the core messages and insights from a Forbes article titled “5 Hacks For Online Learning Success In The Workplace.” These banners are more than just eye-catching visuals; they serve as potent motivational tools that can be easily integrated into your LMS.

Here’s the plan: Why not schedule the release of these banners on your LMS over the next few months? By doing so, you’ll inspire your employees to embark on and persist in their online learning journeys. These banners act as constant reminders of the importance of learning and the strategies needed for success. They serve as a source of encouragement and motivation, empowering employees to take charge of their learning experience and achieve their educational goals.

Ready to take the first step toward enhancing motivation within your organisation? Use banners to transform your LMS into a hub of inspiration and success!

Avoiding the Netflix Trap in HR

Elme Selesho — Tue, 24 Oct 2023 09:32:36 +0000

In the digital age, the concept of choice has become paramount. With a wealth of content available at our fingertips, the idea that more options lead to greater satisfaction is a tempting one. However, the “Paradox of Choice,” as coined by psychologist Barry Schwartz, suggests that an overabundance of choices can actually lead to feelings of anxiety, indecision, and dissatisfaction. This paradox raises essential questions for learning professionals as we seek to empower learners with an array of educational content through Learning Experience Platforms (LXPs).

In this blog post, we will explore how the “Netflix effect” can inform the design of learning experiences and provide a strategic balance between choice and intent-driven learning.

The Netflix Effect:

We’ve all experienced the “Netflix effect.” It’s the feeling of scrolling endlessly through an overwhelming library of movies and TV shows, only to spend more time deciding what to watch than actually watching something. Schwartz’s Paradox of Choice tells us that this surplus of options doesn’t necessarily make us happier; it can leave us feeling overwhelmed and unsatisfied. This same paradox can be applied to learning, especially as LXPs aim to provide learners with an extensive range of content.

Learning in the Flow of Work:

Josh Bersin’s concept of “learning in the flow of work” highlights the importance of enabling access to diverse learning resources within the workplace. While having an open platform for accessing content is valuable, it might not necessarily align with organisational goals like safety, productivity, and sales. The “Netflix effect” can serve as a thought-provoking analogy for LXP developers and learning professionals.

Balancing Choice and Intent-Driven Learning:

The key question to address is how to build learning experiences that help individuals learn with intent, focusing on the right content to achieve performance results. Here are some strategies to strike the balance:

Curation: Instead of overwhelming learners with endless choices, curate content to match specific learning objectives and goals.

Personalisation: Use data-driven insights to provide learners with content recommendations tailored to their needs, roles, and performance goals. Personalisation reduces the burden of choice and increases the relevance of content.

Feedback and Analytics: Incorporate feedback mechanisms and analytics to track learner progress and refine content recommendations over time. This iterative approach ensures that content remains aligned with organisational objectives.

Goal-Oriented Learning: Encourage learners to set clear learning objectives. When they have a goal in mind, they are more likely to seek out relevant content, making their learning experience intentional and purpose driven.

Supportive Resources: Offer supplementary resources, such as mentorship, peer support, and contextual help, to complement formal learning content. These resources can guide learners in their pursuit of knowledge.

In the era of abundant learning content through LXPs, it’s crucial to recognise the potential downsides of the “Netflix effect” – the overwhelming abundance of choices.

Learning professionals must design intentional learning experiences that strike a balance between choice and guided learning paths. By curating content, personalising recommendations, and aligning learning experiences with organisational goals, we can ensure that the “Netflix effect” contributes to enhanced learning outcomes, rather than overwhelming learners with an abundance of options.

References:

www.blog.doist.com
www.smh.com.au