Digemy (Pty) Ltd

Every sports fan knows the difference leadership can make to a team. It’s no different on the frontline — especially for Old School Brand, a brand on a mission to unite people through legendary, authentic products. That’s why we’re thrilled to celebrate Store Manager, Puleng Moloi, our current Learner of the Month — selected from over 1 million learners across all Digemy-powered academies. On her personalised learning journey, Puleng achieved 100% course completion and, through adaptive reinforcement, increased her overall knowledge level to an impressive 6/7. In the last month alone, she racked up an incredible 649,800 points. Through her commitment to continuous learning, Puleng is leading from the front. Following her lead, her store team has improved their own engagement. In turn, this has contributed to stronger in-store KPIs. As Puleng puts it: “It’s definitely made a huge difference in my confidence and my team’s confidence in store.” Congratulations, Puleng, on this well-deserved recognition👏! And congratulations to Old School for building a learning culture that strengthens leadership and builds capability and confidence at every level. With on-demand #microlearning, Old School has put a coach in everyone’s pocket — making learning accessible, engaging, and easy to apply in the flow of work. #LearnerOfTheMonth #AdaptiveLearning #FrontlineEnablement #PerformanceEnablement

Here’s a question for L&D and HR leaders: Are we measuring training reach — or learning impact? Metrics like completion and attendance tell us people were exposed to training. But don't tell us whether: 📌behaviours changed 📌skills were applied 📌managers observed improvement 📌teams became more ready, more consistent, or more capable And that’s where the real impact lies — especially for organisations working to build future-ready, capable workforces. Nowhere is this more true than on the frontline, where learning impact is inseparable from operational consistency and performance. Managers and supervisors are the critical link. But if we want training to translate into real-world capability, we need to equip them to coach — not just supervise. In our latest article, we explore how leading employers are empowering managers and unlocking workforce potential with integrated evaluation tools in the flow of work: 👉https://lnkd.in/gAuEnh_E #LearningAndDevelopment #DesklessWorkforce #FrontlineTeams #HRLeadership #CapabilityBuilding #PerformanceEnablement #FrontlineEnablement #Microlearning #SkillsEvaluation

Retail teams don’t need more training. They need training that gives them the freedom to grow, excel, and delight customers every time. For Freedom of Movement — a proudly South African lifestyle brand rooted in the idea that freedom isn’t given, it’s earned and lived — that meant choosing a training solution that supports, not distracts: • Short, practical learning moments • Seamless adoption across teams • Zero heavy manuals or admin overhead The result? An environment of continuous learning that helps teams learn faster and elevates both employee and customer experiences. Thank you to Robyn Petersen and the team at Freedom of Movement for trusting Digemy on your #microlearning journey👏

A belated congratulations to Selma Mbute Mutewa, Digemy’s December Learner of the Month! Across our community, Selma completed more courses and recapped more concepts than any other learner, racking up over 300,000 points! Here’s the truth: frontline capability doesn’t improve because we talk about it. It improves when access is real — when learning fits between shifts, supports real conversations with customers, and sharpens day-to-day operations. #Kudos to Selma for consistently choosing to level up her knowledge and skills, one module and recap at a time, and to Food Lover's Market Holdings for investing in inclusive capability building on the frontline. Just goes to show - when accessible training meets commitment, performance follows! #frontlineenablement #skillsdeveopment #microlearning

Microlearning isn’t a trend. On the frontline, it’s a necessity. Frontline teams don’t have the luxury of half-day workshops or lengthy modules. They need focused guidance they can access quickly, apply immediately, and return to when needed. Learning that works with limited data. Without barriers. On shared or personal devices. Meridian Group understands this, and their adoption of microlearning shows what’s possible when access and inclusion are prioritised. Making learning available on-demand for deskless teams reflects a commitment to people and performance where it matters most — on the frontline. Digemy is proud to support retail front-runners like @Meridian Group. If your frontline teams had frictionless access to reinforced microlearning tomorrow, what would improve first? #microlearning #retail #frontlineenablement #customerexperience

“Resilience is sustainable. Survival is not.” After two days of talking about resilience, strategy and transformation at #HRRetailAfrica, Nolo Thobejane brought the conversation back to something deeper. She asked a simple but powerful question: What is resilience? Her response stayed with us: “Resilience is sustainable. Survival is not.” That distinction matters. Because in demanding operating environments, especially in retail, it’s easy to celebrate endurance. But endurance isn’t the goal. Sustainability is. Nolo’s follow-up question was just as important: What does good look like when we talk about resilience? In the pursuit of future-ready frontlines, that’s something we need to define — at an operational level. It has to be tangible, accessible and teachable for frontline teams. Because in a world where change is the only constant, future-readiness won’t be determined by how loudly we talk about resilience — but by how intentionally we build the capability to sustain it. Thank you, Nolo, for a powerful close to the conference. #FrontlineWorkforce #Leadership #PeopleAndCulture #CapabilityBuilding

One of the main themes across #HRRetailAfrica was resilience and agility in the face of change — and Nomfundo Vilakazi's presentation on the shift in the retail operating model captured that perfectly. Where stores were once relatively siloed, they now sit at the centre of a systems-driven, omnichannel route-to-market. That shift fundamentally changes what’s required at store level — particularly from store managers. The presentation reinforced another recurring theme from the conference: capability has to evolve with the model. Upskilling and reskilling on the frontline are essential if retail is to keep pace with changing market demands. Nomfundo highlighted the need for targeted, role-relevant training available on-the-job and built for real operational realities. It was a timely reminder that if retail operating models are evolving, learning models have to evolve too. Thank you, Nomfundo, for a contribution that was both practical and performance-focused! #HRRA26 #Retail #FrontlineWorkforce #CapabilityBuilding #PeopleAndCulture #LearningAndDevelopment #Microlearning

Indeed, you challenged our thinking, Nthabiseng Thaba! Instead of constantly trying to keep pace with change, you posed the better question: are we building the capabilities that make our teams more resilient, more agile, and better equipped to navigate change? Your case for capability-building as a strategic priority, not a reactive intervention, was compelling. But, as you highlighted, that requires a different mode for L&D — one that's work-integrated, continuous and role-based. Thank you for pushing the conversation forward! #HRRA26 #Retail #CapabilityBuilding #LearningAndDevelopment

Retail faces disruption from every angle — tighter margins, rising customer expectations, automation, and relentless competition. One thing remains constant - employee experience doesn’t just influence customer experience — it is customer experience. Which is why conversations like those at last week's #HRRetailAfrica matter. As a proud sponsor, we joined HR leaders grappling with how to build future-ready workforces. A recurring theme was the rise of microlearning as a practical lever for #frontlineenablement. Not only because it fits into the flow of work, but because it allows training to be measured against performance, capability, and business outcomes. For too long, training has been treated as a cost centre. With the right reinforced microlearning, it becomes a measurable driver of growth. We captured this and other key takeaways from #HRRA26 in our latest blog. 👉 https://lnkd.in/d-Yy5Scp (Pro tip: it’s informative, thought-provoking — and we may or may not have confessed that we went for more than just the business cards😉) #frontlineenablement #retailexperience #microlearning #retailenablement #HRRA26 #employeeexperience

We’re incredibly grateful to share that Digemy has been recognised with 17 G2 Winter 2026 badges in Microlearning — powered entirely by customer reviews. Thank you to every client who took the time to share honest feedback and put your vote of confidence behind our work. Your trust, partnership, and insights help us build better learning experiences every day. A few highlights we’re especially proud of: 🥇 #1/38 Momentum Leader in the Microlearning Platforms Momentum Grid® 🚀 High Performer in Microlearning Platforms 🏆 #1/18 Mid-Market Implementation Index 🥈 #2/19 Mid-Market Usability Index And some recognition that reflects our obsession with CX and UX: ✨ Easiest to Use ✨ Easiest to Set Up ✨ Easiest to Do Business With ✨ Best Relationship ✨ Best Support More than anything, this recognition brings us closer to our mission: changing 100 million lives through digital education. We couldn’t do it without clients and partners who trust us, challenge us, and grow with us. Thank you for learning with us 🙏 #G2Winter2026 #Microlearning #DigitalLearning #CustomerLove #UX #CX #EdTech